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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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Only about one-fifth of employers still offer traditional defined-benefit pensions. Defined-contribution retirement plans have become almost universal.
Employees terminated for misconduct aren’t eligible for unemployment benefits. But what is misconduct?
San Francisco’s famously employee-friendly ordinances continue to set the standard in neighboring cities.
New York Labor Law requires employers to notify employees “in writing or by publicly posting the employer’s policy on sick leave, vacation, personal leave, holidays and hours.” If employers do so, then the written policy governs whether the employee is entitled to payment of unused leave on termination.
The California Employment Development Department has launched a new “Moments Matter” public education campaign to raise awareness about the state’s Paid Family Leave program and encourage eligible Californians to use it.
Sometimes landing the best candidate requires sweetening the salary pot, paying more than the last person to hold the job earned. Before you make such an offer, consider the potential consequences.
The average number of paid vacation days employees receive increases by length of service.
According to the U.S. Department of Labor’s Employee Benefit Security Administration, Weinhagen Tire employees’ retirement contributions took an illegal detour into the St. Paul company’s operating accounts.
Here’s advice if you’re ever tempted to fire an at-will employee because she is about to start racking up expensive claims using your employer-provided benefits: Don’t do it!
White House advisor and First Daughter Ivanka Trump has yet to find House and Senate sponsors for her proposal to require six weeks of paid parental leave for new mothers and fathers.
As the Trump administration and Congress negotiate elements of health care and tax reform, a new survey finds that most employers expect higher health insurance costs if the government decides to tax employer-provided insurance.
Nearly one-third of organizations increased their overall benefits in the last 12 months in an effort to stand out as employers of choice in today’s competitive recruiting environment.
Pennsylvania workers can be denied unemployment benefits for willful misconduct. A court just decided cursing counts, even if there’s no specific rule against it.
As the Senate continues to consider legislation to repeal and replace the Affordable Care Act, employers expect to retain many of the ACA’s popular provisions, even if they are not required to by a new law.
A federal judge in New York, presiding over a U.S. Department of Labor lawsuit, has found that First Bankers Trust Services breached its duties of prudence and loyalty to the participants of an employee stock ownership plan sponsored by SJP Group, a New Jersey paving company.
The 9th Circuit Court of Appeals has concluded that employers are free to use past pay as the starting point for a compensation offer as long as they can justify the practice as having a legitimate business purpose. That’s true even if using past pay ends up perpetuating past pay discrimination.
More than half of employers view their employee recognition programs as an investment in their workforce, according to a new survey by the WorldatWork nonprofit.
The U.S. Department of Labor is pulling the plug on two pieces of informal guidance affecting independent contractor misclassification and joint employment that were issued during the Obama administration.
In the world of controversial show host Bill O’Reilly, personal responsibility has given way to excuses and coddling, prompting the question: Where is good, old-fashioned comeuppance when it is needed? In O’Reilly’s case, we now have an answer to that question.
Q. As a labor cost-cutting measure we are scheduling employees for three weeks on and one week off. We expect to keep this schedule indefinitely. Can employees collect unemployment for the one week they are off?
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