Compensation and Benefits

Compensation and benefits topics – whether it’s minimum wage, workers’ compensation laws, or employee pay – if properly handled, can help you retain workers and recruit new ones.

Use our advice to craft independent contractor agreements that keep independent contractors – and your bosses – happy.

Here’s how routine discrimination claims turn ugly fast: A supervisor or manager gets it in her head that she’s going to punish an employee for complaining. While it’s hard for employees to win most discrimination cases, it’s relatively easy for them to win retaliation claims.

Pay disparities between men and women are in the news. Here’s how to find out whether you’re in danger of being sued: Take all your employees working in the same classification, divide them into male and female groups and then determine each sex’s average salary.

When two workers complained to two co-workers that their employer wasn’t providing protective gear while they installed insulation, it started a chain of events that led to their firings.

Q. We are considering layoffs but would like to avoid them. Can we cut employees’ pay because of tough economic times?

Q. Is it legal for my company to pay our hourly employees comp time instead of paying time-and-a-half for overtime worked?

The calendar turns to spring, and you know what’s coming. It’s that time of year when employers are swamped with requests from college students for unpaid internships. The benefits of the symbiotic relationship are obvious. But the legal risks are not ...

The global economic crisis that has forced U.S. employers to slash their salary budgets has not spared HR salaries. A new report says HR pros' base pay and incentive compensation grew more slowly last year. Compensation isn’t expected to rebound in 2009, either. Find out where you stand.

Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...

Employees of Moffitt Cancer Center in Tampa rely on the organization’s backup dependent care program to step in when their regular arrangements fall through—even if the dependent is not an employee’s child.

If you thought that one advantage of using independent contractors was that those contractors couldn’t sue you for injuries suffered at work, think again.