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.
A former McDonald’s employee is suing a franchise owner, arguing that paying her via a payroll card—with all its attendant fees—meant she earned less than the minimum wage.
A car salesman fired after he cursed and threatened a customer has been denied unemployment benefits.
Some employers have retooled the traditional method of setting paid time off in separate categories by folding vacation, personal or sick leave entitlements into one “bank.” So-called paid time off (PTO) programs offer benefits for employers and employees alike, but there are some potential pitfalls if you are not careful.
For the third year, Houston-based Swift Worldwide Resources has given all of its employees a day off—the same day—to volunteer in their communities at 23 locations around the world.
CEO Dr. Jennifer L. Howse says the March of Dimes’ attention to employee benefits reflects its mission of supporting healthy families, starting with its own employees.
With Obama administration officials now stating that Healthcare.gov “will work smoothly for the vast majority of users by the end of November,” it seems reasonable to wonder when employers will be able to use the site to buy coverage for their employees under the Small Business Health Option Program (SHOP).
Vacations are meant to clear a person’s mind, but the post-vacation blues also tends to give employees another idea—jumping ship.
36% of workers report that they always or usually live paycheck to paycheck, a recession-era low, down from its peak of 46% in 2008.
The California Court of Appeal has held that employees need to be compensated for “on-call” hours if the employer substantially restricts their ability to engage in nonwork activities. However, employers may exclude eight hours of sleep time from 24-hour shifts, if an agreement between the employer and employee calls for it.
Q. We’ve allowed employees to work from home on occasion and are considering making it an option for some positions. Does exempt/nonexempt status matter when it comes to employees working from home on a permanent basis?