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.
After a recession-induced lull, health savings accounts (HSAs) regained popularity in 2011, and now total $12.4 billion in assets, spread over 8.4 million accounts.
CFOs aren’t the only ones with their eyes on the bottom line when it comes to health and wellness. Your organization’s workers also can—and want to—save money by participating in employer-sponsored programs.
Most private companies in the U.S. now offer long-term incentives (61%) in addition to short-term incentives (95%), according to a new study on pay practices by the nonprofit organization WorldatWork and Vivient Consulting.
After realizing how much it spent training new employees, SIB Development and Consulting in Charleston, S.C., decided to launch a novel retention bonus: If you keep your job for five years, you get $50,000.
Insurance plan administrators no longer have to worry about offering optional long-term care coverage under the Community Living Assistance Services and Supports Act, which was rolled into the health care reform law. And they have a temporary reprieve on providing employees and beneficiaries with a simple explanation of their benefits and a uniform glossary covering basic health insurance and medical terms.
Execs at HEI Hotels & Resorts hope to convince at least 3,000 employees to make voluntary commitments to action to improve their own health. A companywide survey revealed that 86% of associates are willing to change their lifestyles to improve their health.
Rather than reinvent the wheel, “borrow” some of these unique, low-cost benefits from employers on Fortune magazine’s “100 Best Companies to Work For” list, which includes several small and midsize businesses.
Q. We have an exempt supervisor who has accumulated more than 400 hours of comp time over the past year. It’s almost impossible for her to take 400 hours of comp time and still do her job. What is our obligation to pay for this comp time? How can this issue best be resolved?
Q. A long-standing employee recently took FMLA leave to give birth, but her son has many medical complications. She exhausted her eligibility under our disability carrier and isn’t eligible for long-term disability because she herself is not disabled. We want her back, but she can’t commit to even 20 hours a week. What are our obligations under the FMLA, and would our employee be entitled to unemployment compensation if we terminate her?
Here’s another reason to act fast when an employee complains about offensive graffiti in the workplace: He can quit and collect unemployment compensation benefits.