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.
Pressured to demonstrate that they’re responsible stewards of tax dollars, states have begun to experiment with variable pay for government employees. Indiana is pointing the way ...
Compensation experts are predicting modest but steady wage growth over the next few years as employers shake off the salary freezes, layoffs and low profits brought on by the recession. Still, a recent Forbes story says 2012 could be The Year of the Employee Backlash, as workers look for greener pastures.
Premium penalties tied to health problems are on the rise, according to a study by Towers Watson and the National Business Group on Health. In 2012, nearly 40% of larger employers plan to penalize employees who don’t participate in wellness programs, or for not meeting certain health goals.
The cost of practically everything keeps going up, but not the amount of tax-free transportation benefits for employees. Because Congress failed to extend a group of tax breaks beyond 2011, certain tax-free benefits have been virtually cut in half. Here’s a recap of the transportation fringe benefits that are currently available.
Giving employees at least three weeks to review benefit information and providing that information in at least three different formats is the key to benefits training that sticks, says new research from benefits provider Unum.
Supervisors can learn a lot from others' mistakes, particularly when it comes to employment law issues. Here are four recent court decisions that provide lessons on how supervisors can keep their organizations (and themselves) out of legal hot water.
For everything else that contributes to employee satisfaction, most people wouldn’t do their jobs free. Compensation is a critical tenet of the employment contract. If you're committed to attracting and retaining excellent employees, you had better be prepared to answer these questions about your compensation practices.
How much your organization pays for unemployment insurance is based, in part, on how many of your former employees have successfully filed claims against you. Understanding who is eligible for unemployment benefits and who isn’t can go a long way toward keeping insurance rates low. It starts with how you terminate an employee.
Q. Our employee handbook says nonexempt retail employees can take an unpaid 30-minute lunch break. However, our store is often very busy and employees often take lunch breaks of only 10 to 15 minutes. Should employees be paid?
The average pay raise will be modest this year—around 3%—compared to about 4% from 2005 to 2008, just before the economy tanked. Here are a dozen pay trends to consider as your organization weighs how to structure compensation in an age of diminished expectations.