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.
Employees who have been fired generally qualify for unemployment benefits unless they were terminated for misconduct. But “misconduct” is broadly defined. It can even include rude or snippy behavior that shows an employee doesn’t really care.
Q. Occasionally, when we receive a big order, our nonexempt employees are required to work through their lunch break. Although we do not pay them overtime for this work, we buy pizzas and sodas for all the affected workers. Is this lawful?
The 9th Circuit Court of Appeals has clarified who can sue for unpaid benefits under the Employee Retirement Income Security Act.
A federal court has rejected a bid by two former employees to represent other similarly situated employees, based on the employer’s claim of conflict of interest. The court agreed that these particular employees weren’t the best choice to represent other workers.
The Court of Appeal of California has finally clarified how much employers owe employees who don’t get their required meal and other breaks. The penalty is two hours of pay per day if workers missed both types of breaks.
Pharmaceutical giant AstraZeneca, has agreed to settle a gender pay discrimination claim, and the consent decree that spells out the terms of the settlement could affect New Jersey women who work for the company. Under the settlement, 124 female pharmaceutical sales specialists will split $250,000.
The U.S. Department of Health and Human Services issued new guidelines in August that require health insurance plans to cover eight different kinds of women’s preventive services without charging a co-payment or deductible.
Q. We have medical providers at our clinic who are paid straight commission based on the number of patients treated and the treatment cost. Sometimes, they block time out of their schedules to attend training on laser techniques or continuing medical training for their licenses. I know that most employees must be paid for training time, but this is different. Do we have to pay them?
Congratulations! You’ve cleared the first wellness hurdle: Executives have finally agreed to implement a wellness program. But now they’re asking for hard evidence that the company’s financial investment in the program will pay off. If measuring your program’s ROI seems akin to scaling Mount Everest, take comfort in the fact that more and more employers are successfully making the climb.
The total number of people who worked from home or another remote location for an entire day at least once a month has declined for the first time since the nonprofit WorldatWork began measuring telework in 2003. The pull-back from telework reflects a psychological shift driven by the anemic economy, according to authors of a WorldatWork report.