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.
Washington, D.C., and Seattle top the list of metropolitan areas experiencing the highest annual wage growth since the recession ended. (The national average was $2,330.)
Rewarding your company’s star employees with the heftiest pay raises might not be enough to keep them from looking to jump ship if you expect them to take up the slack of associates who do the bare minimum.
If your company will hand out holiday bonuses this year, do it with purpose. Here are seven questions to ask before you start writing the checks.
The New York State Department of Labor has published final regulations—effective Oct. 9, 2013—governing employee wage deductions under Section 193 of the Labor Law.
Small business owners won't be able go online to buy health insurance for their employees until November 2014. Meanwhile, the Department of Health and Human Services suggests doing it the old-fashioned way—through a broker.
Here’s how employees prefer to learn about their employer-provided benefits options:
A year-end bonus isn’t the only way an organization can say “Happy Holidays!” to hard-working employees. Here are 10 alternatives to cash:
Q. Are we required to offer holiday pay to employees who are within their 90-day probationary period? Or can we start paying extra for holiday work only after the probationary period is complete?
Q. Our company policy states that employees are not compensated for the time spent changing into their uniforms, which includes special protective wear. A new employee was surprised to find out he couldn’t clock in before getting geared up. Are we required to pay workers for that time, or is it up to the discretion of each individual company?
The IRS has announced that employers sponsoring health flexible spending arrangements can drop long-standing “use-it-or-lose-it” rules that require employees to forfeit FSA funds if they don’t claim reimbursements by the end of a plan year.