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 Equal Pay Act says that men and women who perform jobs requiring equal skill, effort and responsibility should be paid the same. But that doesn’t mean everyone with the same title or similar job responsibilities falls into the same pay category.
By a vote of 6-4, Cuyahoga County commissioners have approved a measure that will provide health insurance benefits to the children of gay partners of county employees.
Q. Under our company policy, an employee who fails to give 20 working days’ notice before resigning forfeits any earned vacation days. Is this policy lawful?
Mentor-based North Coast Wood Products has settled a Department of Labor lawsuit alleging the company’s owner illegally diverted money from 11 participants in the now-defunct company’s profit-sharing plan.
Two recent settlements make what should be an obvious point: You can’t misappropriate employees’ retirement money and expect to get away with it. Cases in West Chester and Bethlehem show that the feds will come looking for you, and make you pay it back.
The Court of Appeals of Ohio has let stand a decision that denied unemployment benefits to a woman who quit her job so she could move with her husband to California.
You probably think that once a contract employee’s contract expires, that’s the end of the matter. You don’t renew the contract and she moves on. That may not be the case. She can still sue over Equal Pay Act claims for at least two years after her last check.
The Court of Appeal of Florida has concluded that employees fired for poor attendance must have a chance to show they tried to comply with their employer’s attendance policies before they are denied unemployment compensation benefits.
Q. A recently terminated employee demanded immediate payment of his wages and asked us to directly deposit the check into his bank account. I know that Minnesota law requires us to pay the wages through the employee’s last day of employment within 24 hours of his demand. While this employee was normally paid through direct deposit, we cannot coordinate a direct deposit within 24 hours. Can we just send the employee a check by mail?
It used to be that before an employee or former employee could get into federal court with a benefits-denial case, he had to show that he was a “plan participant.” But following a recent 9th Circuit decision, merely claiming to have been a plan participant is enough.