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.
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American workers who rollover 401(k) retirement savings into individual retirement accounts lose at least $8 billion per year because of conflicts of interest created by financial advisors’ reliance on commissions, according to a new Department of Labor report.
The percentage of employees receiving promotions increased to 9% in 2014, up from 7% in 2010 according to a new “Promotional Guidelines” survey released by the total rewards nonprofit WorldatWork.
A supervisor’s single threat leading to a salary deduction could cost your company millions.
Specialty Painting & Wall Covering and M&S Enterprises, both in Niederland, have paid 22 painters and drywall installers $108,783 in overtime back wages following a U.S. Labor Department Wage and Hour Division investigation.
The price for top high-tech talent is rising, and employers that want to hold onto the best IT staff had better be ready to pay up. Technology pay in the U.S. saw a second straight year of hikes in 2014, with average earnings of $89,450, up 2% from 2013.
Looking for a no-cost way to help employees save more for retirement? Consider making enrollment in your 401(k) automatic for all employees. They’ll have to affirmatively opt out if they don’t want to participate.
The California Supreme Court has held that the on-call hours for security guards who work 24-hour shifts constituted compensable hours worked. The court also ruled that the guards’ employer could not exclude “sleep time” from the guards’ 24-hour shifts.
Retail giant Walmart has announced it will raise its minimum wage to $9 an hour, and vowed that by February 2016, 500,000 of its employees will be earning at least $10 per hour.
Employers that don’t pay men and women the same for substantially identical work violate the Equal Pay Act (EPA). The employer’s intent doesn’t matter. What matters is that the pay is unequal. The EPA is a strict liability statute, as one of the world’s most gender-equitable nations learned when it was sued in Minnesota.
In February, Anthem Blue Cross and Blue Shield, one of the largest health insurers in the country, announced it had been targeted by a cyber attack that compromised the confidentiality of medical and other personal information maintained on its computer systems. If your organization provides benefits through Anthem Blue Cross and Blue Shield, your employees have probably been affected.