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.
Don’t forget to turn your clocks back one hour, to standard time, at 2:00 a.m., Sunday, Nov. 6.
Q. Occasionally, when we receive a big order, our nonexempt employees are required to work through their lunch breaks. Although we do not pay them for this work, we buy delicious lunches for all the affected workers. Is this lawful?
Q. We give employees the choice of using two 10-minute breaks each day or combining them into one 20-minute lunch break. The employees are required to punch out and in for these breaks. Now, we have a policy that docks employees 15 minutes’ pay if they’re four or more minutes late returning from a break. Is this legal?
No federal laws give employees the right to leave work to vote. But a majority of states do have such laws.
With base pay staying relatively flat in recent years, 88% of employers now offer some form of variable pay.
Small business owners are finding that the implementation of the Affordable Care Act (ACA) has decreased the appeal of health care benefits to employees and increased retirement plans’ importance as a tool to recruit and retain employees.
Average starting salaries for U.S. professional occupations are expected to increase 3.6% next year, according to research by staffing agency Robert Half.
Q. Several of my employees have asked me about which holidays they have time off, and if that time will be paid. Do I have to give my employees any time off for holidays? If so, must it be paid time off?
Seattle Mayor Ed Murray has proposed an ordinance requiring large employers to provide their employees with predictable scheduling. If enacted, Seattle would become the second city to enact similar legislation.
Drivers for the takeout food app GrubHub have filed a class-action lawsuit claiming the company misclassified them as independent contractors, thus paying them less than minimum wage and denying overtime pay.