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I think that what's going to matter more than documenting why Joe got a 5% increase and Sally only got 4% are the overall trends. In other words, if you look at the company as a whole, how does pay measure up across the board? Be sure you can justfiy (or rectify as needed) the aggregate numbers.

I agree. Communications with employees shouldn't get tied up in justifying actually increases. Employees need to learn about the key issues of their performance, business results, increase budget, etc. But how many companies will talk with their employees about their company's trends -- and should they get into that topic?

A lot depends on the culture and past communications history -- open and candid companies have a responsibility to address the Act.

Also, most companies will complete an audit process to assess their practices. It would be helpful to know how companies are planning to manage the visibility and results of the audit process. How are they explaining it to managers and employees?

Thanks for your thoughts!

You're right about the importance of communication. Even in the form of small talk, communication might be the most important way to handle new regulations. The Power of Small authors made a video showing how small talk saved a woman's life ( http://tinyurl.com/csd7je ). If it can do that, it can certainly help keep your employees informed about new regulations, and keep your business on the right side of them.

Rhys, thanks so much for introducing us to that video. It is a wonderful reminder of how powerful our influence can be, for better or worse.

It reminds me of why I encourage HR practitioners to have a communication commitment. They need to remain aware of the influence that they have, and be as thoughtful about their communication plans for the employee population as they are about any executive presentation.

It's been proven, effective employee communications (which are often guided by HR)improve the bottom line.

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