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.
Here’s something to think about when you revise your handbook or send out an announcement outlining your benefit plan: Be sure to tell workers that benefits can change at any time and that this year’s offering isn’t a promise that the benefits described will continue indefinitely.
The Department of Labor has issued a new proposed model notice of continuation coverage rights under COBRA. It’s similar to previous versions you may have used, but emphasizes that separated workers might be better off seeking health insurance from state or federal Health Insurance Marketplaces than purchasing COBRA coverage through your plan.
Buried deep in the Consolidated Appropriations Act is a provision that requires the IRS to send a notice confirming any change of address to your old and new address. And for victims of service bureau fraud, the law also directs the IRS to give special consideration to offers-in-compromise, which may allow you to settle a tax debt for less than the full amount owed.
Real wages are down almost 8% since 2006, according to the compensation research firm PayScale, which analyzed Consumer Price Index data and information provided by 3,000 clients.
Wages will rise less than 3% over the next three years, according to 82% of U.S. employers polled by the nonprofit National Association for Business Economics.
The DOL's website, youthrules.dol.gov, is designed to educate employers about the rules for employing teens (sorry, there’s no help with how to actually manage them).
Many of the regulations for implementing the Affordable Care Act are highly technical, and don’t relate directly to the employer-provided side of the health insurance market. However, the feds have recently released rules that employers can use.
Employees who are in the National Guard and Reserves usually serve their two weeks during the summer. Here’s what you need to know.
Workers terminated for misconduct aren’t eligible for unemployment compensation. But before you oppose benefits, consider the employee’s side of the story. Rest assured, the hearing officer will. And even if you win the first round, an appeal may consume time and money better spent elsewhere.
Under final ACA regulations, insured employers with at least 50 full-time employees, including full-time equivalent employees, must file information returns with the IRS to report offers of health insurance made to full-time employees and provide statements to those employees. Key: Small self-insured employers must also report, even though they’re excluded from the play-or-pay provisions.