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.
Employers often confuse the strict rules limiting the docking of exempt employees’ salary with different rules relating to partial-day deductions under vacation or paid time off policies.
Happy receptionists make a good first impression on clients, say execs at Ruby Receptionists in Portland, Ore., who are trying their best to keep their staff of virtual receptionists smiling.
Should Texas employers be so inclined, they may pay employees in Bitcoins as long as both parties agree to the arrangement.
The new amendment to the New York Human Rights Law adding protections for unpaid interns does not address the status of those interns who claim they should be compensated employees. Those cases appear to be working through the courts on a separate path.
About 7% of U.S. employees had some portion of their wages garnished in 2013, most frequently because they had fallen behind making child-support payments. Delinquent student loan payments were the most common “other” reason.
If you are going to oppose a former employee’s unemployment compensation application, determine what reasons you will present and stick to them. If you offer alternative reasons during the appeal process, chances increase that the court will allow the benefits.
It’s not easy recruiting long-distance truck drivers, so Con-way Truckload is piling on the pay. Its new compensation package raises per-mile pay; increases layover pay; and offers bonuses for loyalty and helping the company achieve its productivity goals.
If you use an arbitration clause in your application or require employees to arbitrate claims, try to get the case moved to arbitration as soon as possible after the employee files a wage claim with the California Department of Industrial Relations.
If you “shoot the messenger” and punish an employee who points out your wage-and-hour mistakes, a judge just may smack you back with a huge monetary penalty. That’s what appears to have happened in a recent Texas case.
At BambooHR, employees are out the door after 40 hours a week. The 53-employee HR software company strictly enforces a no-more-than-40-hour workweek. Employees go home on time, take every weekend off and never answer emails after hours.