Practical HR Tips, News & Advice. Updated Daily.
Federal contractors need to be preparing now for the U.S. Department of Labor’s (DOL) new pay transparency rule, a rule going into effect in January that is likely to present challenges to a number of employers, according to an attorney familiar with its provisions. “This rule appears to me to be part of the overarching […]
You may have read about different generations and how they view their work and their lives. The differences in their viewpoints, not to mention which attributes they seek as they decide on a job or a career, are significant. What does all this have to do with executive pay? Click here to read more.
Which is better—job evaluation or market pricing? Though many see them as competing processes, a blend of the two offers more benefit because it balances the strengths and weaknesses of each. Click here to read more.
The annual raise was once a staple of the American workplace. However, it’s now turning into a relic of the pre-crisis economy as companies turn to creative—and cheaper—ways to compensate their employees. Read more.
Can you deduct from an exempt person’s salary for loss, damage, or unauthorized expenses? All of these deductions would be problematic because the employee is exempt under the FLSA.
Market-based compensation uses salary survey data to match pay with rates paid in the external market. It’s not a job factor evaluation system but can be used to develop an internal job worth hierarchy. Read more.
Millions of Americans earn their living from behind a desk and computer screen, and while that’s a reality only likely to expand over the coming years, hundreds of nondesk jobs continue to grow and thrive, according to a recent analysis of labor market data from CareerBuilder. Read more.
Is your salary data a toddler, a teenager, or ready for retirement? If you’ve worked in compensation for very long you probably know all there is to know about “aging” data. If you’re new to comp, however, and aging data is a bit of a mystery, read on.
There is really no absolute definition of an independent contractor. The important distinction, from the point of view of an employer, is that an independent contractor is an individual who is performing services for the employer but who is not an employee.
Don’t make the mistake of thinking that having a compensation plan is the same has having an effective one. There are several warning signs that can alert employers when their compensation plan is not effective.