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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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Federal law requires employers to verify that employees are eligible to work in the United States. It’s unlawful to knowingly hire anyone without authorization. But what happens if an employee’s ineligibility is only discovered in the course of investigating a workers’ compensation claim?
Republican efforts to repeal and replace the Affordable Care Act have stalled for now. A slight majority of employers want it to stay that way.
The workers’ compensation system is supposed to make it easy for employees who are injured at work to get benefits. They don’t have to sue: If they can prove they were hurt at work, they receive benefits.
Three Trump administration policy reversals issued over the course of two days in early October could quickly begin affecting the HR practices of employers nationwide.
Two years ago, Emeryville, Calif. passed its Minimum Wage, Paid Sick Leave, and Other Employment Standards Ordinance. Now the city manager has released the regulations implementing the ordinance.
Despite low unemployment, employer payrolls are expected to increase only 3% in 2018, according to recent surveys. That’s in line with pay raises employers have been handing out for the last several years. What is changing, however, is how employers are paying workers.
It’s time to answer some of the trickier questions about the interaction of the FMLA, the New York Paid Family Leave Law and the state’s Disability Benefits Law.
Leave donation programs allow employees to donate their paid leave time to colleagues who are dealing with a catastrophic illness, personal emergency, or natural disaster, allowing the time to recover while still drawing a paycheck.
The health insurance “offer rate” for all but the smallest employers increased in 2017.
If the EEOC wins a pending lawsuit, be prepared to amend any policy that unequivocally calls for firing employees who can’t return to work after they have used up all their leave. If you don’t, you could find yourself in the crosshairs of the EEOC litigation team.
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