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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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National Employee Benefits Day, April 2, celebrates trustees, administrators, corporate benefits practitioners and professional advisors for their dedication to providing quality benefits and the important role they play in their colleagues’ well-being.

Slalom Consulting guarantees its employees that all of its clients are local, so they don’t have to travel if they don’t want to. That guarantee draws travel-weary consultants and new grads who don’t want to stray too far from home who, in turn, keep hiring and retention rates high.

Some nonprofit Minnesota em­­ployers can opt into an alternative unemployment compensation plan that allows skipping quarterly unemployment taxes in exchange for reimbursing the state for any benefits paid. Good news for those employers: The alternative plan doesn’t affect unemployment eligibility.

An undocumented worker who is fired after claiming he isn’t being paid minimum wage can’t collect back pay after his discharge. That’s because illegal immigrants shouldn’t be working anyway.
Employees of Men’s Wearhouse dress their clients for success, and their employer dresses them. Employees reap $50 in merchandise from the Houston-based men’s clothier for every $500 they spend there.
Any employee of United Airlines who passes through O’Hare International Airport may stop by the organization’s new health clinic for treatment of routine illnesses, flu shots, employment-related physicals and other services. The free clinic also is open to United’s 10,000 Chicago-area employees.
Under the federal sequester, a federal contractor may be forced to rejigger its workforce through reduced hours or furloughs. The problem: Under the FLSA, exempts must receive a full week’s pay if they do any work during the week. You have three options.
Oddly, determining how many employees you have is one of the trickiest parts of the health care reform law. The answer matters: You could wind up paying big penalties next year if you miscalculate.
Popularity pays in the form of a fatter paycheck, according to a new study by the National Bureau of Economic Research.
The Affordable Care Act requires employers of 50 or more full-time em­­ployees to offer them affordable health benefits—or pay free-rider penalties. Benefits are affordable if employees’ contributions don’t exceed 9.5% of their household income and employers pay at least 60%. The IRS has created three optional affordability safe harbors.
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