← HR Metrics·Regulatory Compliance
Pay-Floor Upcoming 30-Day Impact
Projected pay-floor-dollar-exposure-annual if all rule_versions with announced effective dates in the next 30 days activate as scheduled, applied against the current workforce. The proactive alert metric — answers "what does next month look like?" before the payroll cycle hits.
How it’s computed
SUM(projected_discrepancy) WHERE rule_change_event.effective_date BETWEEN now() AND now() + 30 days
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
- wage-compliance spoke contract types (PAT-79): rule_change_events table
- NCSL — State Minimum Wages tracker (https://www.ncsl.org/labor-and-employment/state-minimum-wages)
- wage-compliance vision doc §8 (PAT-87 temporal diff agent)
What this metric can show you
Pay-Floor Upcoming 30-Day Impact can tell roughly 23 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to regulatory compliance
One group sits apart on a decision that should be neutral
fairness-equity · T1
One population, well-behaved
measurement-health · T1
The differences aren't the story
measurement-health · T1
The system isn't differentiating
measurement-health · T1
Two clusters wearing one chart
measurement-health · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Turnover lowers costs because employees who terminate usually are compensated at higher levels than those who replace them. In fact, because of turnover in some companies, salary programs add zero dollars to total payroll. However, the impact of turnover is generally more…”
— Compensation Benefit Designmatch 55%
“In other words, active employees today pay for current retiree benefits. There is growing concern in some countries, particularly in Western Europe, as to whether this system will be viable given that the proportion of actively employed people vs. retirees is expected to…”
— Worldatwork Handbook Compensationmatch 54%
“For this example, we will use a value of 2.0% annual movement. The pay policy is the third entry, and is where the company wants its pay levels to be with respect to the market at a given point in time. For the situation where raises are given throughout the year, the point in…”
— Statistics for Compensationmatch 49%
Resources: Compensation Benefit Design · Worldatwork Handbook Compensation · Statistics for Compensation