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.

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Nationwide, the average employee costs his or her employer more than $29 per hour in pay and benefits. However, there are significant regional variations.
Compared to the average worker, that’s how much more the CEOs of America’s largest companies earned last year, according to the AFL-CIO.
Starting in 2014, small businesses can earn a significant tax break if they provide health insurance benefits to their employees. To qualify, a small business must meet three criteria:
UPS will stop offering health insurance to many employees’ spouses next year, a move the company said was prompted by fears that the Affordable Care Act won’t be affordable after all.
If employees will have to bear a larger share of health benefits in your next plan year—whether in higher premiums, deductibles or copays—you can expect to get an earful during your upcoming open enrollment period. Here are four ways to prepare employees for changes and—perhaps—soften the sting:
Pay-raise budgets at U.S. employers have picked up from all-time lows four years ago, going from a mean of 2.2% in 2009 to 2.9% in 2013, according to the “WorldatWork 2013-2014 Salary Budget Survey.” While employers plan to loosen the purse strings next year, spending on pay raises will be far from lavish.
California wage-and-hour law requires employers that provide vacation benefits to pay out unused vacation immediately upon termination. However, there’s an exception for union workplaces if the employer and union clearly and unmistakably agree to waive that payment.
Q. Is it true that the California state minimum wage is increasing soon?
U.S. Nursing Corp., a temp agency that provides replacement nurses to hospitals when staff go on strike, has agreed to pay $1.77 million to settle a class-action lawsuit filed by California employees.

When working parents need time off for school activities, most employers are flexible. But just how far they’ll bend depends on whether employees are nonexempt or exempt under the FLSA and state short-term leave laws.
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