GreatWork Blog

Building better workplaces through compliance, culture, connection

It's hard to have a conversation these days without stress entering the picture. Whether it's the pressures of work, personal responsibilities, the political climate, financial worries, or simply navigating the complexities of modern life, stress is a constant companion for many. And for employers, the impact of this pervasive stress on their workforce is undeniable, often leading to increased absenteeism, higher healthcare costs, and a potential dip in overall productivity.

Do you find yourself thinking, “I wonder what other organizations are doing about this issue?”  I’m guessing the answer is, yes.  Workplace challenges and issues are evolving rapidly and it’s important that you keep up with the current state of things and plan for what’s ahead. That's why Cascade is launching our Spring Workplace Trends Survey – and we need your input so you can see how other organizations are responding to the increasingly challenging and complex workplace!

Despite the economic uncertainty in the U.S. right now, organizations are still pushing forward with including variable pay as part of their overall compensation strategy and compensation programs.

Bonus plans at all levels of roles are still in action and seek to provide extra pay for meeting specific outcomes and goals, on top of the employee’s agreed upon base salary. 

We have all been there: a crucial meeting, high stakes, and someone says, "Let's just go with our gut." Sometimes it feels right, a flash of intuition guiding the way. But in today's complex work environment, relying solely on gut feelings can be a recipe for disaster.

Oregon has seen a significant change to protected leave laws over the past few years. The Paid Leave Oregon (PLO) program began in late 2023, and rules and regulations are continuing to change. The Oregon Family Leave Act (OFLA) went through major amendments in July 2024. Fortunately for employers also covered by the Family Medical Leave Act (FMLA), FMLA has not changed.

Cascade recently announced a new resource for our members: a free compensation report featuring data on the top 50 most frequently reported jobs, coming this May. We are excited to report that we will also be publishing a Non-Profit Only version of this report as well. We have called out 150 of the top requested non-profit positions and need your help filling in the data for these.

As 2025 unfolds, employers face a rapidly evolving HR compliance landscape shaped by legislative shifts, economic pressures, and technological advancements. From rising state minimum wages to the growing emphasis on pay transparency, businesses must stay ahead of regulatory changes to avoid costly penalties and maintain fair workplace practices. Meanwhile, DEI initiatives face growing challenges, creating uncertainty for companies working to balance compliance with workplace inclusion efforts. At the same time, the rise of AI in HR processes presents new concerns around bias, privacy, and ethical use. 

Oregon’s Pay Equity Law is all about making sure employees are paid fairly for the work they do. It’s designed to eliminate wage gaps and ensure compensation practices are transparent and equitable. This law prohibits employers from paying people differently based on their protected class if they’re doing work of comparable character. It also prevents employers from basing compensation decisions on someone’s current or past salary and bars them from asking applicants, employees, or their past employers about salary history.

Change is a constant in life, but transitions can bring a unique sense of uncertainty and apprehension. Employees across industries may find themselves grappling with questions about how changes in policies or priorities could impact their personal and professional lives. As HR professionals, we are uniquely positioned to help employees navigate these times of change with confidence, empathy, and clarity.

In the first part of our series, "Using People Data Insights to Shape Workplace Culture," we explored the profound impact that poor teamwork can have on the employee experience. We discussed the critical indicators of poor teamwork, such as siloed environments and communication breakdowns, and highlighted how the Predictive Index (PI) Behavioral Assessment can help in assembling balanced, high-performing teams. Building on these foundations, this second part delves into how leveraging people data can foster a culture of innovation and agility, essential for thriving in today’s fast-paced business environment.

In today's dynamic business landscape, where employment regulations are constantly changing, employee expectations are shifting rapidly, and the need to optimize talent strategies is paramount, it can feel like a daunting challenge for HR professionals. Whether you're an experienced HR leader or someone newly responsible for HR functions within your organization, staying ahead of the curve is crucial for success. This is where an HR consulting association can provide invaluable support.

Before diving into a pay-for-performance system, it’s important to get the basics right. Think of it as building a sturdy foundation before adding the layers. Start by making sure every job description is up to date, clearly spelling out the responsibilities, qualifications, and expectations.

Welcome to the first installment of our four-part series, "Using People Data Insights to Shape Workplace Culture." In this series, we will explore how leveraging people data can transform various aspects of organizational culture, from fostering innovation and agility to driving results and precision.

As we dive into a new year, we reflect on the successes and growth of 2024, and we're eager to hear how Cascade has played a role in your journey. Throughout January 2025, we invite you to share your feedback by leaving a Google business review for Cascade.

Since 2018, pay transparency laws being enacted at the state level across the U.S. have opened a new frontier for employers – better educating their workforce about how the organization makes its compensation decisions.

I want to share something that’s been on my mind lately about the journey we all face as women leaders. Navigating leadership isn’t just about achieving success; it’s about overcoming the unique challenges that come with it. I’ve experienced this firsthand, and participating in the Advancing Women Leaders program last Spring provided a forum for us to share our stories and struggles.

The workplace is evolving at a rapid pace, leaving many organizations wondering what lies ahead. Are you curious about the challenges your peers are facing? Eager to learn how others are navigating changes in their industries and workplace? Our Workplace Trends Survey is here to help.

Let’s be honest: workplace drama is like a rogue elf, sabotaging your team’s productivity. Gossip, petty arguments, and finger-pointing aren’t just annoying—they can derail even the best teams faster than someone eating the last sugar cookie in the breakroom.

But drama doesn’t have to be part of your workplace story. Imagine an office where your team thrives, collaborates, and actually enjoys working together. (Yes, it’s possible!) That’s where we come in.

The 2025 National Business Trends Survey is now available. This national survey is run each year by Cascade in partnership with the Employer Associations of America (EAA), collecting executives’ feedback and thoughts on the current and upcoming business year and trends. This year’s survey had 1,024 participating organizations from all 50 states.

Base and variable pay are two fundamental components of employee compensation that play a crucial role in attracting, motivating, and retaining top talent. While base pay provides a stable foundation, variable pay offers the potential for additional earnings based on performance. Understanding the importance and effective use of both can significantly impact an organization's overall success.

An employee tells you that they are having a baby and that they need to take time off both before and after the birth. What do you do? Is the leave covered under the Oregon Family Leave Act (OFLA) or Paid Leave Oregon (PLO)?

As with anything leave-related, it’s complicated.

It's the annual holiday party, and spirits are high. Employees are mingling, enjoying drinks, and lightening up from the pressures of the year. Over at a table, a manager makes a joke that borders on inappropriate. Several employees laugh uncomfortably and exchange looks, but one employee feels deeply offended. As the night goes on, the manager continues with more inappropriate comments, and the employee walks away feeling embarrassed and uncomfortable.

Cascade is excited to continue its second year with our online compensation platform, Payscale Peer! This innovative platform offers our members enhanced compensation reporting options, including real-time data reports, online dashboarding, competitor comparisons, and regional and national data sets.

It's almost 2025! Well, sort of. At least, some of us may be planning for the new year to turn its page in just three short months. Before we make it to 2025, how will you share with your employees how much they earned by working for your organization this year?

Starting January 1, 2025, the most impactful change to Medicare Part D will be the reduction of the annual out-of-pocket (OOP) maximum from $8,000 in 2024 to just $2,000. This adjustment is most relevant for groups with HSAs and high deductible health plans (HDHPs), which traditionally feature higher out-of-pocket costs. As a result, many of these plans may no longer be considered "creditable" under Medicare Part D standards.

In today’s competitive business environment, attracting and retaining top talent requires more than just offering a competitive salary. Organizations need to have a clear, structured approach to compensation that aligns with their overall business goals. This is where the concepts of compensation philosophy and compensation strategy come into play. Establishing these two elements is essential for driving employee satisfaction, performance, and long-term business success.

When I arrived in the United States in 1989 on a student visa, I was filled with anticipation. I had left behind a life in Sierra Leone where I had already completed technical college, worked professionally, and even owned my own business. My goal was to further my education and embrace new opportunities, but nothing prepared me for the complex reality of being a first-generation immigrant in America. 

Cascade is partnering with the Employer Associations of American (EAA) to conduct the 2024-2025 National Business Trends Survey. This survey compiles data on national, regional, and local business trends, covering issues such as staffing levels, hiring practices, cost cutting measures, and business outlooks. This year includes topical questions on recent business concerns, such as hybrid work policies and AI technology impacts.  

In today’s multigenerational workplace, creating a culture of inclusion and belonging is more critical than ever. With up to five generations working side by side, each bringing unique perspectives and experiences, leaders must ensure that all employees feel valued and respected, regardless of their age. A culture of inclusion across generations not only enhances collaboration and innovation but also drives organizational success.

As the crisp autumn air replaces the lazy days of summer, it's time for leaders to shed their flip-flops and dive headfirst into professional growth. Whether you're a seasoned pro, just starting your leadership journey, or somewhere in between, now's the perfect time to reset, refocus, and rejuvenate your professional development goals and set a course for success.