6 Strategies for Tackling Quiet Quitting

With an upsurge of public interest in federal leave, the expansion of paid leave at the state level, and with leave claims at all all time high, understanding the employee leave landscape is more important than ever.

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Between state transparency laws that are becoming more prevalent each year and an increased social awareness of fairness in compensation, pay equity has never been more important in businesses than it is now. A study from Harvard Business Review in 2022 reported that 74% of executives consider pay equity a moderate or high strategic priority. And yet, that same report found that only 41% of employees had successfully achieved pay equity. Why have employers struggled to achieve their goals in this regard? Part of the issue is that many organizations don’t know where to begin, and equity can refer to both internal equity and external market equity. There are different options and methods available to start the journey without an obvious road map. The goal of this paper is to provide that roadmap.

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When it comes to unemployment claims, businesses often focus on the upfront costs of defense. However, this narrow view overlooks the deeper financial repercussions that follow a lost claim. The true expense for a company is not measured by the costs you pay for an unemployment vendor, but in the aftermath of lost claims resulting in elevated unemployment insurance (UI) tax rates. This cost, typically calculated over a three-year period, can significantly impact a company’s financial landscape as each unemployment claim awarded against a company can inflate its UI tax rates for up to three years. We will delve into how a company’s UI tax rate is determined, how unemployment claims are funded, and the importance of strategic management to mitigate these hidden costs.

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