International Women’s Day (IWD) on March 8 is a global day celebrating women’s social, economic, cultural, and political achievements. The day also marks a call to action for accelerating women’s equality.

Welcome to a new year – 2022 has brought something that everyone can count on: new state laws. Future Sense has compiled our annual list of resources for California employers to help you start the New Year right!

New year brings new opportunities in compensation. In 2022, we will get our feet underneath us, gather our balance and leap forward into a new approach to pay that may provide a foundation for the next ten years. There is no reason to wait. The future of compensation is yours to create!

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Now that effective vaccines against COVID-19 are available (although not yet widely), employers wonder whether they should require employees to get vaccinated. The Equal Employment Opportunity Commission (EEOC) guidance indicates that employers can generally require employees to get the COVID vaccine as a condition of continued employment. However, employers who do so will need to consider making exceptions for employees who cannot get vaccinated because of a disability or religious belief.

There are several significant changes to employment laws in California for 2021. Employers should update policies and procedures, including their Employee Handbooks, and have them ready to go by January 1, 2021.

These new laws affect nearly every California employer regardless of size or industry. Here are some of the highlights of the new provisions.

What a year this has been. Don’t start celebrating too soon. Review our end of the year checklist to start 2021 strong.

We have survived a lot this year. As we enter the holidays and start to plan for 2021, we need to consider our focus. Many organizations may prioritize their bottom line, sales & revenue to stay afloat, expanding to cover untapped markets, or pushing for governmental regulation changes to support their business efforts. These are all valid and important; however, they may miss the most essential point. Without engaged employees, all this is moot.

While the changes for each person were immediately noticeable, only one result was a true transformation. Transformations require time, commitment, and tenacity. This past year has proven to be transformational for many people and many businesses, but I have yet to hear much about transformations happening in total rewards. If there was ever a time to transform, this is it.

In a healthy company, people regularly talk to their managers (unhealthy companies are a topic for a different post). This is similar to people wanting to know more about your company. The first step is heading to your website. The place they land has headlines that your company thinks are important for people to know.

You’ve landed an interview with a company. You’re nervous but excited at the opportunity. Whether it is Zoom or in-person – all your nerves are on edge. Although interviewing can be stressful and exhausting, here are some tips for having the best interview possible.

A bigger issue may be figuring out to properly pay and reward the most highly productive when you no longer have the ease of patting them on the back or giving them public recognition. There is no doubt that the biggest issue is work-life balance. Solutions to that issue will require new thoughts on compensation succession planning and workforce tools.

It happens every month, once a month, and it’s been happening since the dawn of time—the moon waxes and wanes, pulling the tides along with it. The invisible force of gravity, as slight as it may seem, has a tremendous effect on all life on this planet.

Usually the drive for pay for performance comes from the top of the company. “We need to have people be more productive.” “I don't want to have to pay people that much, unless they are REALLY doing a great job.” While these are valid concerns, we must be able to better define what people do that makes a company successful.