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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Can you zero out the Affordable Care Act’s mandate to provide 95% of full-time employees—those who work at least 30 hours a week—with group health benefits by cutting their work hours, so that they’re no longer considered full-time employees? One employer that allegedly did so is now defending itself against a class action lawsuit.
Do you consider your commissioned salespeople independent contractors? If you pay them a draw, they may be employees for unemployment com­­pensation purposes.
Employees who quit generally aren’t entitled to unemployment compensation. Unless something occurred that would compel a reasonable worker quit, employees won’t get benefits.
There isn’t a worse sound than someone scraping ice off their windshield at 6:30 in the morning. You don’t have to make employees choose between taking a snow day and working, if you allow them to work from home. While you’re crafting a telecommuting policy, don’t forget the Fair Labor Standards Act.
Urban Outfitters and its subsidiaries Anthropologie and Free People face a lawsuit alleging the company’s call-in policy violates California labor law.
The Affordable Care Act is finally in full swing for all large employers. Let's get caught up to date.
Q. Many of our employees have reached the top of the current pay scale. We just instituted a salary cap. The only employees affected are those with many years of service and are well into their 50s and beyond. Some of the affected employees are angry and say this is age discrimination.
More than three-quarters of American workers say their workplace benefits package is important to their decision to take or reject a job, according to new research by the Employee Benefit Research Institute.
The Fair Labor Standards Act is generally a fairly straightforward law—for most of the year. But winter weather—and the delays and closures that sometimes accompany it—can make wage-and-hour compliance more difficult.
Too many employers make one key common mistake when deciding which employee to classify as exempt: They think calling a worker a “manager” or “executive” in the title is all it takes. Not true.