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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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The Trump administration’s formal fiscal year 2018 budget proposal, set to be released May 23, is expected to ask Congress to create a state-run program granting new mothers and fathers up to six weeks of paid leave following the birth or adoption of a child.
Employers expect efforts to repeal and replace the Affordable Care Act will have the most significant impact on their operations.
A poll by the National Partnership for Women and Families shows that 82% of U.S. citizens surveyed favor some sort of paid sick leave. But paid leave enjoys much less support from employers.
Federal law requires paying employees for short breaks. That doesn’t mean employees can take as many breaks as they want and expect to be paid for that time.
The 2017 Willis Towers Watson Global Medical Trends Survey found that medical insurers globally are projecting the cost of health care benefits to rise 7.8% this year, an increase from 7.3% in 2016.
Thirty-eight percent of employers offer paid leave specifically intended to help new parents care for and bond with their children.
Third-generation owners Mark Godshall, Floyd Kratz and Ron Godshall said they were motivated to make the transfer as a way to preserve the company’s independence.
The rise of the gig economy and changing demographics are creating a cultural mash-up that’s redefining what workers expect from the benefits employers offer.
The New York State Workers’ Compensation Board has unveiled proposed regulations for the state’s new Paid Family Leave law. It is intended to complement the existing state disability insurance program.
Generally, you must pay employees for the time they spend in training. But that’s not always the case for initial orientation programs.
Not too many workers are absolutely wild about their benefits packages.
Q. Our company policy is not to pay an employee for unused vacation time if the employee resigns without giving the required two weeks’ notice. A former employee has challenged this policy and is threatening to take the company to court. Is this policy lawful?
Health insurance remains the employer-provided benefit employees value most, followed by retirement savings.
Add Minnesota to the growing list of states where conservative legislators are trying to overturn local ordinances raising the minimum wage.
A California Senate bill (S.B. 63) would expand the California Family Rights Act to businesses with as few as 20 employees.
Q. I am a small employer. One of my employees plans to donate a kidney to her sibling. She will need to take time off for the surgery and recovery. How much time can she take off? Must it be paid?
Q. An employee who is a volunteer firefighter wants to take two weeks off to engage in related trainings. That seems like a lot of time to miss. Must I allow him to take this time off?
While much of the nation is focused on what changes may be coming to the Department of Labor, the National Labor Relations Board and the EEOC, employers would do well to also pay attention to changes at the state level.
An overwhelming percentage of Americans believe employers—not the government—should bear the cost.
You wouldn’t dream of having informal payroll policies, right? Yet too many employers treat vacation time—a form of compensation—as a casual entitlement. Getting too informal can cost you. Here are the five key elements a sound vacation policy addresses—plus two sample vacation policies you can adapt for your organization.
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