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 plan to spend an average of $521 per employee on wellness incentives this year, according to a survey by the National Business Group on Health. That’s 13% more than in 2011, and double the $260 average reported in 2009.
New York-based public relations firm Weber Shandwick is helping its employees recharge mind, body and soul through an array of programs that encourage them to engage in new experiences, take care of themselves and keep in touch with one another.
The U.S. Supreme Court has agreed to rule on a controversial issue: whether time that employees spend putting on (and taking off) safety-related gear should be considered “paid time.”
The IRS and the Department of Health and Human Services have released a raft of proposed and final regulations that implement the Affordable Care Act health care reform law, which becomes fully operational in nine months.
In 2005, Georgia Power discovered that more than 53% of its 8,500 employees had or were at risk of developing a chronic health condition. Since then, the utility has enrolled thousands of employees in its “Southern LifeStyle” wellness program, helping workers slim down, eat healthier and cut their risk for diseases.
A new law for 2013 requires California employers that pay regular commissions to provide employees with a written contract detailing the formula for calculating commissions, as well as the method of payment.
The irony wasn’t lost on execs at online travel giant Expedia when they learned that most of its employees weren’t taking all of their vacation time. So the Bellevue, Wash.-based organization started paying them to go.
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.