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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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Despite persistent worries that the Affordable Care Act will raise costs for employer-provided health insurance, less than 1% of companies responding to a new survey say they plan to stop offering coverage to their employees.
The court said closely held private companies can’t be forced to cover certain types of contraceptives for their workers.
In a serious bid to retain the tax and business advisors it employs, New York’s WTP Advisors is piling on the benefits—including unlimited vacation time.
The fallout from the U.S. Supreme Court’s 2013 U.S. v. Wind­­sor decision continues to affect employers. The IRS now says that 401(k) plans that define marriage and spouses in terms of heterosexuality must be amended to define those terms in a gender-neutral way.
Workers who delivered the San Diego Union-Tribune will split a $5 million judgment against the paper’s former owner. A state judge ruled that about 1,200 carriers who worked for the paper from 2005 to 2007 were employees, not independent contractors.
The United States is the only developed country that doesn’t guarantee its workers paid holidays (or vacation days for that matter). Here’s how many paid holidays employers must grant in the 10 most generous nations.
The Labor Department's proposed rule would affect employees nationwide.
Managers at national mortgage banker Supreme Lending encourage em­­ploy­­ees to balance work with time off and play—even on the job.
More than 60% of employees polled by Glassdoor.com reported that they tended to some kind of work-related matter during their last vacation.

Managers and supervisors are often classified as exempt from overtime under the FLSA’s executive exemption. It requires that the employee have the authority to hire and fire or make hiring and firing recommendations that carry particular weight. Some employers believe they can meet this requirement by asking for recommendations or insight into potential hires. That’s not enough.

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