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.
Q. We have recently needed to cut back on some of our employees’ shifts, meaning that some of our workers are now working fewer than 40 hours per week. In order to bring their hours up to 40, these workers have been filling their time sheets with varying amounts of their earned vacation. Are we permitted to restrict when our employees use their earned vacation?
The federal minimum wage will remain at $7.25 per hour in 2013, but the minimum wage will rise in at least seven states on Jan. 1.
Q. We need some of our employees to work during the holidays. Are we required to pay them extra for those days?
Execs at Cleveland-based KeyBank figure there’s something to be said for keeping the same medical administrator on staff for more than a decade. In fact, they call it part of their “commitment to wellness.” The organization’s aim: to drive down medical costs by helping employees improve their health and become more involved in their own well-being.
You no doubt know that employers have to provide for meal breaks under California law. But how far do you have to go to force employees to actually take the break? It turns out, not very far.
Don’t confuse Uncle Sam with Santa Claus. When it comes to violating pay laws around the holidays, the feds won’t be generous if your organization is on the naughty list. Here are four rules to make sure holiday pay complies with the FLSA and IRS rules.
Annual premiums for employer-sponsored family health coverage reached $15,745 this year, up 4% from last year, with workers on average paying $4,316 toward the cost of their coverage, according to the Kaiser Family Foundation’s 2012 Employer Health Benefits Survey.
Q. With the start of the school year, several of our employees have asked to leave work early to attend parent orientation events at their child’s school. Are we obligated to grant employees time off for these events?
Q. We recently needed to cut back on some of our employees’ shifts, meaning that some of them now work less than 40 hours per week. In order to bring their hours up to 40, these workers have been filling in their time sheets with varying amounts of their earned vacation. Are we permitted to restrict when our employees may use their earned vacation?
Q. We want to terminate an underperforming employee and are considering offering a severance agreement in which we agree not to contest unemployment benefits and he agrees to resign and release the company from any claims. Is that OK?