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.
The Affordable Care Act requires employers of 50 or more full-time employees to offer them affordable health benefits—or pay free-rider penalties. Benefits are affordable if employees’ contributions don’t exceed 9.5% of their household income and employers pay at least 60%. The IRS has created three optional affordability safe harbors.
Among Fortune magazine’s “100 Best Companies to Work For” are 11 with extras so unusual that the magazine singled them out as “top perks.”
If you use a time clock, you probably also use a rounding method so employees who clock in a little early or clock out slightly late are only paid for their scheduled time. The presumption is that over time, employees will clock in both early and late. Fortunately, a recent California appeals court decision sanctions this common-sense practice.
The health care reform law required employers to begin notifying employees on March 1 about the availability of state-based exchanges as an option for buying health insurance. But acknowledging the obvious—that the state exchanges are nowhere near ready to go live—the Department of Labor has temporarily rescinded the notice requirement.
The 6th Circuit Court of Appeals has denied the IRS’ request to rehear its decision in U.S. v. Quality Stores, Inc. Having run the gamut at the appellate level, it’s likely that the IRS will appeal to the U.S. Supreme Court. A petition to the Supreme Court is due April 4.
Convenience store chain Sheetz has cut the ribbon at a new employee health and wellness center next to its distribution center in Claysburg, Pa. Its “Center for Shwellness” partners with Marathon Health to offer free health and wellness coaching for employees and their families.
Workers receiving unemployment benefits are encouraged to take available positions even if it looks like the job may be unsuitable. As incentive, taking the job and then quitting within 30 days won’t bar continued benefits. The date that counts isn’t the last day worked, but the day the worker gave notice.
Each year, the Human Rights Campaign rates Fortune 500 companies on how well they treat lesbian, gay, bisexual and transgender employees. Five Pennsylvania firms couldn’t have scored any better, earning perfect 100s from the gay-rights advocacy organization.
Q. Can we give an exempt employee a bonus of extra vacation days in addition to the standard accrued time off outlined in our employee handbook?
Starting this year, TD Bank is offsetting the additional federal and state taxes that its lesbian, gay, bisexual and transgendered (LGBT) employees pay for domestic-partner benefits compared with heterosexual married couples.