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.
New IRS guidance affirms: Same-sex married employees are entitled to all federal spousal tax benefits, even if they live in a state that doesn’t recognize same-sex marriage.
InStar Services Group has agreed to pay $65,000 in back wages to more than 100 employees who did not receive the pay they were promised for cleaning up after Superstorm Sandy.
More than three-fourths of large employers are moving to penalties and/or rewards to help improve employee health, says a recent Midwest Business Group on Health survey. Some companies will offer penalties but no incentives. That could be a mistake. Experts say that incentives alone or combined with penalties work best.
The New York Court of Appeal—the state’s highest court—has ruled that Starbucks baristas in New York must share tips with their shift supervisors. Assistant managers, however, are out of luck. The court said they don’t get a cut of the nickels, dimes and quarters left in the jars on the Starbucks counters.
Women who hold the highest-paid jobs in their companies earn less than their male counterparts at other firms, according to research by Bloomberg News.
Nationwide, the average employee costs his or her employer more than $29 per hour in pay and benefits. However, there are significant regional variations.
Compared to the average worker, that’s how much more the CEOs of America’s largest companies earned last year, according to the AFL-CIO.
Starting in 2014, small businesses can earn a significant tax break if they provide health insurance benefits to their employees. To qualify, a small business must meet three criteria:
UPS will stop offering health insurance to many employees’ spouses next year, a move the company said was prompted by fears that the Affordable Care Act won’t be affordable after all.
If employees will have to bear a larger share of health benefits in your next plan year—whether in higher premiums, deductibles or copays—you can expect to get an earful during your upcoming open enrollment period. Here are four ways to prepare employees for changes and—perhaps—soften the sting: