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.
Q. We have an employee who has been off work for more than 10 months because of a workers’ comp-covered injury. We have no idea when she may possibly be able to return to work. Are we absolutely required under the law to give this employee her job back whenever she believes she is ready to return to work, no matter how long she has been out?
Pharmaceutical giant Astra Zeneca has agreed to settle a gender pay bias claim, and the consent decree that spells out the terms of the settlement could affect North Carolina women who work for the company. Under the settlement, 124 female pharmaceutical sales specialists will split $250,000.
Employers are now free under federal law to set the percentage of employee tips that can be placed in a tip pool. But Minnesota employers need to be aware of a crucial difference between federal and state laws.
Employees who quit because of substantially reduced pay may be able to collect unemployment. However, they can’t merely speculate that a new pay system will result in lower pay.
Employees sometimes think that employers have to accommodate all their schedule requests. Not usually. Often, employees fired for refusing to work their scheduled hours expect to receive unemployment benefits.
An employee who reports a serious safety hazard and stops coming to work after the employer refuses to fix the hazard may collect unemployment benefits. But that’s not true if the employee doesn’t give the employer a chance to remedy the problem and just quits out of fear.
A bill sponsored by state Sen. Warren Daniel would require North Carolinians who have been on unemployment for more than eight weeks to volunteer five hours a week in order to continue receiving benefits. The volunteer commitment would rise to 10 hours per week for those on the unemployment rolls for more than a year.
Employers are now free to set the percentage of employee tips that can be placed in a tip pool. In years past, several court decisions conflicted with the U.S. Department of Labor’s position restricting the amount of tips an employer could require to be pooled.
Beware if you allow employees to clock in early, but tell them not to start work before their scheduled start times. If early clock-ins are routinely unpaid, there may be a class-action lawsuit brewing.
A former employee of Brunel Energy Inc. is suing the company for failing to notify her of her right to maintain her health insurance coverage after she quit in 2010—and she has proposed making the case a class-action lawsuit that could involve hundreds of other former employees.