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.
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.
Employer-provided health insurance for a family of four now costs $23,215, according to a new report by the actuarial firm Milliman. This can be seen as both good and bad news.
Following on the heels of several highly publicized lawsuits filed by unpaid or underpaid interns, Elite Model Management has tentatively agreed to a settlement with a class of interns who claim the agency either didn’t pay them or paid them less than the minimum wage.
For the first time since the pre-recession year of 2007, U.S. employees say compensation is now their No. 1 contributor to their job satisfaction, according to an annual Society for Human Resource Management survey.
State bans on same-sex marriage continue to be challenged in court. Here's a chart to help you make sense of where states currently stand in this fast-changing area of the law.
Make sure you set one standard for determining how late “tardy“ is and how it’s measured. The best bet: Use a time clock.
Q: A recently divorced employee refiled her Form W-4 to claim fewer withholding allowances. She included her name and address, but only the last four digits of her Social Security number (SSN). Payroll requested that she complete another form with her full SSN, but she balked, saying that wasn’t necessary, since the W-4 is an internal form only. Is this a valid form?