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Lucille Raikes

As seen in: Mondaq, WorldatWork
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Articles

Market Data Is Losing Its Monopoly in Pay Decisions

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By Lisa Perlmutter, Lucille Raikes
| WorldatWork Verified
Market data has been the default anchor for compensation design in the U.S. for as long as most total rewards professionals can remember. Historically, when organizations needed some frame of reference to determine how to pay someone, the work steps were straightforward: Market-price the role. Slot it into a pay range, if necessary. Manage from there. In a market with comparatively robust survey resources and a longstanding emphasis on external competitiveness, this approach worked for a long time.
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Pay transparency is about much more than just compliance. Are you prepared?

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By Lucille Raikes, Nicola Meyer
| wtwco.com
Canadian employers should be starting to feel pressure with pay transparency regulations are in effect in several provinces and continuing to be passed across the country. Yet, despite these regulations, many organizations are still holding their cards close to their chests about pay program communication. However, this might not be the best plan. Those companies that are tackling transparency head on are finding it takes significant time and effort to manage the transition.
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Canada/Ontario: New Pay Transparency Requirements Proposed

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By Glenda Oldenburg, Lucille Raikes, Narinder Varaich
| Mondaq
Ontario is the latest province in Canada to consider legislation on pay transparency in public job postings, with implications for employer pay and recruitment policies and practices. Ontario has introduced amendments to the Employment Standards Act, 2000 that will, if passed, include new requirements for publicly advertised job postings to increase pay transparency obligations of employers.
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