GreatWork Blog

Building better workplaces through compliance, culture, connection

Pay compression is not one-size-fits-all and shows up in various situations. For example, pay compression can exist when: there is little to no difference between a new hire’s and a tenured employee’s salary in the same role; a manager is making only a little bit more than their direct report; or similar situations. In general, employers collectively don't want their employees to pay a “loyalty tax,” or be negatively rewarded for their loyalty and tenure without it being reflected in their compensation.

It is possible to administer merit increases and still comply with Oregon’s Equal Pay Law, but a strong performance management system is crucial. This system should establish clear, objective criteria to ensure consistent and fair evaluation for all employees. 

Goal setting is the cornerstone of progress. It's how we turn aspirations into achievements, both individually and collectively. But what if, in our pursuit of excellence, we inadvertently create a system that leaves some people behind? Traditional goal setting can often overlook the importance of inclusion and equity, leading to missed opportunities and a culture of disengagement.

COVID made a significant, far-reaching impact on many aspects of how we live and work in the modern age. Within this era of disruption, more and more companies are choosing or resorting to hiring employees who don’t come into an office, whether regularly or even at all.

We celebrated YOU, our members, through June with free webinars, contests, and prizes. Here are the winners!