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.
Page 17 of 184« First«...10...161718...203040...»Last »
Business models that lean heavily on independent contractors are tempting a DOL investigation. Might you be in a targeted industry?
Most workers are satisfied with the health benefits they have now, but nearly a third are interested in changing the mix of benefits and wages they receive, according to a new survey by the Employee Benefit Research Institute.
Delaware is attempting to collect almost $1.4 million from a Tennessee company that failed to properly direct a single unclaimed paycheck worth all of $147 into the state coffers.
A who’s who of some of the nation’s largest private-sector employers have formed a lobbying group to “advocate for better medical outcomes to injured workers and give employers a choice in how they will manage employee benefits.” Critics say the Association for Responsible Alternatives to Workers’ Compensation is out to gut workers’ comp laws.
The owner of five Manhattan Papa John’s pizza franchises will be out a little dough after a state court ruled he didn’t properly pay his delivery people.
Bart Lorang, founder and CEO of cloud-based contact-management app firm FullContact in Denver, pays each of his employees $7,500 extra each year to go on vacation.
Starting April 1, Vodafone employees may take up to 16 weeks of paid maternity leave—and be able to work 30-hour weeks at full pay for six months after they return to work.
Only a handful of employers have considered reducing full-time employees’ hours to dodge the employer mandate of the Affordable Care Act, according to a new survey by the Society for Human Resource Management.
Effective July 1, 2015, deadlines for reconsideration or appeal of unemployment insurance benefit rulings, determinations, computation or administrative law judge decisions will be extended from 20 days to 30 days.
Under California law, employees must receive a rest break for every four hours worked and employers may not require employees to work during their breaks. But what about employees who are allowed to take breaks and do what they wish during that time but still have to respond to calls if necessary? In a recent case, security guards asked that question because they had to carry their radios during breaks in case they were suddenly needed.