Join us for a discussion on trends and tangible examples of how industry leaders have solved the top challenges in U.S. domestic mobility.
Quickly and easily calculate global allowances using price ratio cost of living data! Many companies offer compensation allowances in addition to salary, and want these to equate globally.
In June 2020 a client called me and said, “We’d like to pay our employees a work from home allowance to help cover the cost of faster internet, new home office furniture, and increased coffee purchases.” As a remote worker for the past 4 years, I can attest to the need for greatly increased coffee purchases!
New perspectives on geographic differentials in the U.S. given the proliferation of remote work policies. The impact of remote work / work from anywhere on salary structures Salary adjustment based on location The future of differentiating salaries by geography
Remote working has been a constant theme at the forefront of global mobility discussions since the start of the Pandemic. There is a lot of talk, but what are companies doing at a practical level?
The increasing need to source talent on a global basis is presenting new and complex challenges to compensation professionals.
While the trend on work from home flexibility has increased over recent years, we see an expanded work from anywhere (WFA) as a growing option as a result of COVID-19. Work location has always been a key element of the compensation pillar.