CEOS MAKE 312 TIMES MORE THAN
TYPICAL WORKERS Ë Average annual compensation for CEOs of the largest publicly traded U.S.
companies grew to $18.9 million in 2017 (up 17. 6 percent from the previous
year), according to the Economic Policy Institute, a liberal think tank.
From 2009 to 2017, average pay for the nation’s top CEOs jumped by 72
percent. The ratio of these executives’ compensation to the wages of their
typical employees rose to 312-to- 1, far greater than the 20-1 ratio in 1965 and
more than ;ve times greater than the 58-1 ratio in 1989, the analysis found.
The ratio peaked in 2000 at 344-1.
—Stephen Miller, CEBS
1970 1980 1990 2000 2010 2017
CEO;TO;WORKER COMPENSATION RATIO, 1965;2017*
*Compensation includes stock options realized, salary, bonuses, restricted stock grants and long-term incentive payouts.
Source: Economic Policy Institute.
These benefits are likely to increase in importance in the next
three to five years, according
to a sizable percentage of HR
professionals in companies that
use benefits strategically to
Professional and career
Flexible work schedules
preventive health care
DRUG;TESTING REQUIREMENT AFFIRMED Ë
Even as states legalize mari- juana use, company leaders have considerable discretion
when deciding whether to subject
employees to drug testing. A federal
court a;rmed that principle when
it found that a New Jersey company
didn’t have to waive a
post-accident drug test
for a worker who was a
registered medical marijua-
The decision means
that businesses in the
state still can dictate the terms
of employment to include such
testing, said Myrna Maysonet, an
attorney with Greenspoon Marder.
Pot use is still illegal under federal
law, and New Jersey state courts have
generally found that private businesses may require workers to pass a drug
test, noted Judge Robert Kugler of
the U.S. District Court of New Jersey.
Courts in other states have sided
with employers on drug testing, too.
For example, in 2015, the Colorado
Supreme Court found that, even
though a worker was permitted to
use medical marijuana under state
law, his ;ring was justi;ed because
pot is illegal under federal law.
In contrast, in 2017, a Rhode
Island court ruled in favor of a job
candidate who wasn’t hired because
she disclosed that she was a medical
marijuana cardholder and would
fail a pre-employment drug test. In
addition, the Massachusetts Supreme
Judicial Court held that employees
have the right to seek a reasonable ac-
commodation for medical marijuana
use under the state’s disability law.
Employers are never required to
tolerate on-the-job impairment,
Maysonet said. “But if you are a
medical user and are abiding by the
rules, you may have some protec-
tions under state law,” she added.
However, there are no employment
protections for workers who use
marijuana recreationally, even in the
states that have legalized such use.
–Lisa Nagele-Piazza, J.D., SHRM-SCP