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The U.S. Department of Labor on Thursday unveiled a highly anticipated proposed rule to determine how employers should classify independent contractors.
The proposal would replace a Biden-era rule that made it more challenging for organizations to classify workers as contractors with one similar to what the Trump administration advanced during the president’s first term in office—largely considered a more business-friendly standard. READ MORE
For most companies, climate action has limited influence on executive decision-making. Here’s how boards can design compensation structures that motivate leaders to meet corporate climate ambitions. READ MORE
Have you ever wondered what it really takes to create a global sales compensation plan that inspires and motivates sellers in different countries across the world? Designing global sales compensation plans for multinational organizations is a complex puzzle filled with unique challenges. When companies settle for a global “one-size-fits-all” approach, sellers can quickly become confused or frustrated — especially when their compensation plan feels out of touch with their local norms. Ultimately, this disconnect typically leaves them unmotivated and disengaged, undermining the very purpose of a sales incentive program. READ MORE
You may remember that strange phase of the labor market after the pandemic that got dubbed The Great Resignation — when employers were hiring like mad, and lots of workers were leaving for better-paying jobs.
They had good reason. According to data from the payroll company ADP (where occasional Marketplace collaborator Nela Richardson is chief economist) back in the first half of 2022, your annual salary went up 8% more if you left your job than if you stayed. READ MORE
Pay transparency laws are spreading fast. As of 2025, 15 U.S. states and Washington, D.C., require employers to disclose salary ranges in job postings, and roughly 60% of postings on Indeed, up from 18% in 2020, now include salary information.
The intent is straightforward: Give workers better information, level the playing field, and help close the persistent pay gaps across gender and race. Yet in most jurisdictions, the laws focus on whether a range is disclosed—not on how wide or narrow it should be—leaving employers substantial discretion. READ MORE
Want more women to want leadership roles at your company? Pay executives to help female employees succeed.
The psychology works like this: When women hear that their organization is committing money to achieving goals on female representation in management—even when that money flows to executives, not to them—they feel more confident that the company will support them if they decide to take on bigger roles, research by Harvard Business School Assistant Professor Edward H. Chang shows. In a field experiment at a global engineering company, almost 12% more women said they aspire to leadership positions when they learned that their employer provides incentive pay to executives for meeting female representation goals, compared to when an employer merely says the goal exists. READ MORE
Some of the highest-paid tech workers now will never have to write a line of code. And it’s not because their work is being done by AI: Tech companies are shelling out high six-figure salaries for senior communications roles.
Anthropic is hiring for a head of product communications with a listed $400,000 salary; Netflix is looking for a senior director of communications with a salary range of $656,000 to $1.2 million; and OpenAI is seeking a head of infrastructure communications and a head of business communications, both with salary ranges up to $430,000, plus equity. READ MORE
As organizations increasingly lean into return-to-office mandates, they are being met with sharp pushback from employees—and growing evidence suggests strict RTO policies could push out an organization’s most valuable talent. Largely, American workers who are resistant to full-time, in-office work decry the lack of flexibility and loss of empowerment.
But there’s another byproduct of return-to-office that may not be on the immediate radar of decision-makers, but could affect engagement and retention in the long term: finances. READ MORE
Most years include 26 bi‑weekly or 52 weekly payrolls. However, due to calendar alignment, 2026 will create an extra pay period for many employers, resulting in 27 bi‑weekly or 53 weekly payrolls.
This unusual occurrence happens roughly every 11 years and can have important implications for both employers and salaried exempt employees. READ MORE
Ask 10 people what it means to be “wealthy” and you’ll probably get 10 different answers. Add boomers, rising living costs and the looming reality of 2026, and the definition gets even murkier.
A salary that once felt comfortably rich doesn’t always stretch the same way it used to. So where’s the line now? READ MORE
Another elite firm has decided that one tier of partnership simply isn’t enough — and neither is the pure lockstep salary model. READ MORE
American families living in half the country — 25 states — need to earn about $30 an hour, or roughly $53,000 per year after taxes, to make ends meet, according to an analysis from all-in-one finance app platform MoneyLion.
Hawaii requires the highest hourly wage of $69.43 to live, MoneyLion found after calculating each state’s costs of “necessities,” including housing, groceries, utilities, healthcare and transportation, using data from the 2024 Consumer Expenditure Survey. In zero states can a family of four get by earning less than $20 an hour, it said. A family of four is defined as a married couple with children, the oldest child age 6 to 17, it said. READ MORE
Build Mode is back. This season we’re breaking down what it really takes to build a world-class founding team starting with your cap table, equity structures, and startup compensation strategy.
We kick off with Yuri Sagalov, managing director at General Catalyst and former founder, YC partner, and seed investor at Wayfinder Ventures. Yuri has worked with hundreds of pre-seed and seed-stage startups, and he shares practical advice on how early-stage founders should think about startup equity, cap table design, investor selection, and compensation structures from day one. READ MORE
The ChatGPT maker’s average stock-based compensation hit a whopping $1.5 million among its roughly 4,000 employees in 2025, according to the Wall Street Journal. With a reported $830 billion valuation from its latest funding round, the company ranks among the most valuable private firms ever. An IPO at or near that level could turn thousands of employees into multimillionaires.
This unprecedented employee equity sharing is the highest of any major tech startup in recent history. READ MORE
Learn AI or risk losing that bonus — that is the blunt mandate of Bausch + Lomb (BLCO) CEO Brent Saunders.
"We have a responsibility as employers, as leaders, to equip our colleagues with all the tools necessary to thrive in an AI environment," Saunders told Yahoo Finance's Opening Bid, noting that the company is curating specific Coursera tracks by job type. READ MORE
The Seattle Times wants readers to clutch their pearls over executive pay at Starbucks. It’s insulting to readers’ basic intelligence.
In a recent piece, the left-wing newspaper plays confused about why the CEO of Starbucks earns dramatically more than the company’s average worker. The framing is not subtle. The article highlights the pay gap and treats it as evidence of something suspect in corporate America. It invites readers to see injustice, not basic economics. READ MORE
Fewer top corporate executives could be subject to extensive investor disclosures about their compensation under pending regulatory reforms, Wall Street's top regulator said Tuesday.
The remarks from Paul Atkins, chair of the U.S. Securities and Exchange Commission, foreshadowed coming proposals aimed at substantially reducing the burden companies face in complying with regulations for public companies, part of a general shift in the balance of power away from investors and back towards companies. READ MORE
Executive compensation has long been used for rewarding performance and retaining talent. When boards only evaluate pay through a reward-and-retention lens, however, they invite scrutiny from investors, proxy advisors and regulators, particularly around alignment with strategy and long-term value creation.
As attention to pay vs. performance intensifies, executive compensation programs and CD&A disclosures send a message far beyond the boardroom, signaling governance quality, strategic clarity and credibility. Effective committees don’t just approve pay programs, they challenge them. They listen to dissent and apply disciplined oversight, judgment and consistency, continually testing alignment with strategy. To guide this process, here are five questions boards should ask their compensation committees: READ MORE
In a nation where living expenses keep rising and savings rates remain stubbornly low, Americans are increasingly being asked a simple yet revealing question: How much income would you need to stop worrying about money?
Recent surveys and financial research show that, despite wide differences in lifestyle and location, many Americans believe there's a specific salary threshold that would put them at ease when it comes to their finances. READ MORE
Wage inequality is rising. According to Investopedia, the ratio of CEO pay to average worker pay in 2025 was 348-to-1.
The Economic Policy Institute (EPI) puts that number at 281 in 2024 compared with 21 in 1965. This ratio grew to 60 by 1989 and rose to 380 in 2000 at the height of the stock market bubble. Stock market declines and the financial crisis of 2008 temporarily reduced CEO stock-related pay, but the ratio still reached a historic high of 208 in 2020. In 2024 the ratio was 281-to-1, which is still higher than it was from the 1960s to the early 1990s. READ MORE