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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Starting on July 1, 2016, a new Los Angeles city ordinance began requiring Los Angeles employers with 26 or more employees to provide paid sick leave benefits. Employers with fewer than 26 employees must do so as of July 1, 2017.
The U.S. Supreme Court has sent a case back to the 9th Circuit Court of Appeals without deciding if automobile service advisors are exempt.
The New York State Department of Labor has proposed new regulations that would require employers to tell employees in detail how direct deposit and paycard payment options work.
The Democratic Party’s 2016 platform, released July 21, calls for “supporting workers through higher wages ... and other investments [to] help rebuild the middle class for the 21st century.”
Some of the nation’s largest employers have quietly begun implementing a business strategy that has been all but forgotten since the Great Recession ended in 2009. They’re handing out raises.
Q. We suspect that one of our employees is a victim of domestic violence. What are the leave requirements for domestic violence victims under California law?
Does your state require you to provide employees with short-term leave?
Q. We recently started permitting one of our employees to telecommute on certain days of the week. We are concerned about tracking this employee’s hours. What wage-and-hour concerns should we consider for telecommuting employees?
The California Department of Industrial Relations (DIR) announced in July that, starting Aug. 1, public works contractors and subcontractors once again must electronically submit certified payroll records.
Worried that new mothers may not return to work following maternity leave? Increase the odds by building flexibility into your work culture. Offering options for when and where work gets done is one of the best ways to encourage women to come back—and stay—after they give birth.
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