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.
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.
The Sheetz gas-and-grocery retail chain is building a new health and wellness center at its distribution facility in Claysburg, Pa., for employees and their families. Bill Young, director of compensation, benefits and risk management, calls the center part of the firm’s “Shwellness” program.
Amtrak will give an HR executive working at Philadelphia’s 30th Street Station a salary boost of almost $16,000 to bring her into parity with what the railroad pays men doing the same job. She will also receive a lump-sum payment of $171,000.
There may be a class-action lawsuit lurking in your delivery charges if you automatically tack on extra fees for delivering pizza or other food directly to homes or businesses and that money doesn’t go straight to the delivery drivers.
When an employee’s workload is reduced and her pay declines because she’s working fewer hours, she may be able to sue. The pay reduction qualifies as an adverse action, which can trigger litigation.