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The Latest Compensation News
Although standards for class actions have become more stringent, some circumstances still warrant class treatment. An example is a recent decision by the U.S. 9th Circuit Court of Appeals permitting a class of security guards to challenge their employer's on-duty meal period policy.
When some restaurant employees argued they weren’t properly paid, they sued not only the restaurant but also a manager individually. The manager argued she wasn’t an “employer” under the federal Fair Labor Standards Act (FLSA) and the Illinois Wage Payment and Collection Act (IWPCA). A recent federal court decision in Chicago reminds us that individuals can be branded as employers and burned with personal liability.
This week, the Compensation Daily Advisor discussed performance management, retention, and lessons from the Olympics.
Retaining talented employees is taking on a higher priority this year as more jobs become available, according to ClearRock Inc., a leadership development and outplacement firm, and employers should take a fresh look at how compensation relates to retention.
The American Federation of Government Employees has called on President Obama to provide federal employees with a 4 percent pay raise next year.
The Kansas Court of Appeals recently affirmed that an employer may change an at-will employee's compensation going forward as long as it notifies the employee of the change before implementing it. Read on to find out how one employer took the proper steps to protect itself from a breach-of-contract claim when it changed the company's bonus structure.
Philadelphia sports bar and restaurant chain Chickie's & Pete's has signed a consent judgment agreeing to pay current and former employees $6.8 million in back wages and damages for improperly taking tips from servers and violating federal minimum wage, overtime, and recordkeeping requirements. This is one of the U.S. Department of Labor's largest tipped employee investigations in recent years.
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