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.
Workers who are collecting unemployment compensation benefits and “perform services” for 32 hours or more per week aren’t eligible to receive benefits for that week. If they work for fewer than 32 hours, they do receive benefits. But what about time spent on-call? Do those hours count toward the threshold? A recent court decision says they don’t.
Domestic-partner benefits sprouted up in the 1990s because same-sex marriage wasn’t legal in most states. But following the Supreme Court’s landmark Obergefell v. Hodges decision last month, there are no more legal barriers to same-sex marriages nationwide ...
Paid sick leave is quickly catching on as a must-have benefit, driven by both government mandates and business realities. But is there a downside?
Employees at the Aura Thai restaurant in Long Beach, California will no longer be paid flat daily rates for their work. The practice certainly didn’t curry favor with U.S. Department of Labor investigators.
Q. Some of my employees have been griping that a portion of their job duties involves “off-the-clock” work. What are the rules regarding off-the-clock work, and what are some examples?
Richard Branson just may have started a trend that will make life easier for parents everywhere. Virgin Management, the investment and brand licensing office of the Virgin Group, recently announced that it will allow all parents—that means fathers also—to take up to 52 weeks of shared parental leave and receive up to 100% of their salaries.
Small businesses are not following the lead of bigger firms by self-insuring their health benefits to avoid the costs of the Affordable Care Act, according to new research by the nonpartisan Employee Benefit Research Institute.
Q. We have an employee who regularly comes into work a half-hour or more before her scheduled shift in order to get her work station ready and otherwise get herself set up for the day. This preparation time is important to the employee because she does not believe that she can meet the production requirements of her job without it. The employee has been told that she cannot start performing her actual job tasks until the start of her scheduled shift. Our new HR manager has advised that we must pay the employee for the time that she spends preparing for her shift, even though she had no approval to work during that time. Is that right?
The Supreme Court’s June 25 decision in King v. Burwell did more than guarantee that Affordable Care Act subsidies are available to all qualified individuals, regardless of whether they buy health insurance through a state or federal exchange. It also reaffirmed that the ACA’s employer mandate is here to stay.
Recently, a retired employee challenged her retirement and applied for unemployment, arguing that she never put a retirement request in writing and therefore her employer couldn’t oppose her request for unemployment benefits.