Adam Cottini, Rhonda Marcucci and Petula Workman share advice on aligning HR and benefits technology with an organization’s human capital management strategy by efficiently navigating the rise of options, and effectively protecting employee data from cybersecurity risks.
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Ian Altman and Bruce Johnson offer insights on important considerations for a retirement plan strategy, including supporting decision-making with actuarial analysis, and managing transitions and changes.
George Chirayil and Tom Telford discuss solutions for closing compensation gaps and securing talent, the competitive need for both new and modernized executive benefit plans, and the importance of regularly scheduled reviews of plan funding concerns.
The Human Resources & Compensation Consulting (HRCC) group in Gallagher Benefit Services, Inc. was engaged to perform a review of base compensation for faculty and staff at schools of Nevada System of Higher Education (NSHE) and make the following recommendation.
Dean Clune emphasizes the need for employers to evolve their financial wellbeing approach to compete for talent and resolve employee debt stress. Providing employees access to key resources helps address near-term spending habits and supports better business outcomes.
Dean Clune and Terri Orem consider key contributors to financial stress such as higher healthcare costs and student debt, and recommend steps for resolving this issue.
Helping managers engage in meaningful employee dialogue to boost engagement and improve productivity
Genevieve Roberts proposes reevaluating the employee feedback process and making improvements to revitalize its value for all involved, including the organization as a whole. Her guidance includes a three-step approach for executing effectively.
John Ergastolo, Chris Ratajczyk, Rebecca Starr and Liz Wright discuss the ROI of a respectful workplace and how to create and sustain such an environment through organizational assessment, employee and manager development, and risk mitigation.
Laura Boone and Kathy Hall discuss the characteristics of successful leadership, and identify key development resources and practices for aligning leaders’ personal styles, values and goals with organizational goals.
While this sounds like a fairly conventional shareholder securities, case, what sets it apart is is that the defendant is a real estate investment trust. Such trusts, while occasionally traded publicly, are often not considered targets of shareholder suits. As is represented in this case, this belief is short sighted. There are no exemptions in the federal or state securities law for real estate trusts.