GreatWork Blog

Building better workplaces through compliance, culture, connection

When I tell people I’m the president of an HR consulting association, the first question is usually, “So, what’s your HR background?” The answer is…I don’t have one.

I didn’t start as an HR consultant or practitioner. I started as a receptionist — answering phones, greeting members, and figuring out the inner workings of our Association from the ground up. Over the years, I worked my way through administrative and membership roles before stepping into the president’s seat. My career path has been anything but traditional for this role — and that’s exactly why it’s been so valuable.

With annual increase season coming up for many employers, one question we hear often is, “What should we do when employees are at or near the top of their salary range?” Whether it’s due to tenure, limited advancement opportunities, or tight salary bands, this is a moment that calls for strategic attention. How you handle it impacts equity, morale, and your ability to stay competitive.

Cascade is excited to announce that the 2025 Northwest Employee Benefits report is now available! This regional survey report is a great resource for benefits and policy data for organizations that want to ensure their benefits and rewards are competitive in today’s market.

“We pay fairly, we have a scalable and defensible system to set and adjust pay rates, and we’ve never had anyone complain about being paid unfairly before.”

These are sentiments each employer hopes to express to its employees but this situation doesn’t just happen without intention and planning. As Oregon’s Equal Pay Act is coming up on its eighth birthday this year, some employers may be preparing for their third Equal Pay Audit and some employers may just be getting around to their first. Regardless of how many times your organization has conducted an equal pay audit, there are compelling reasons to start or continue this practice.