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Compensation Ezine - Weekly
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Featured White Paper:
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Poll:
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Last Week's Poll:
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Reliable state and regional pay data—Download Your Broadbanding for Compensation Success Report Today!
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Thousands of Jobs with National, State, and Local Salary Data available 24/7. Plus, for a limited time receive a Free Special Report —Broadbanding for Compensation Success— when you start your 14-day Free Trial. Learn how to simplify salary administration and improve employee retention through broadbanding.
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Tips for Auditing Your Compensation Plan
The thought of conducting a self-audit of your compensation plans may be intimidating, and it’s true that you may want to seek expertise to help you the first time through. But once the tracks are laid, you can follow them every year to learn whether your plans are doing what you want them to—or whether they are not.
Read on ... |
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Minimum Wage Compliance: Paying the Right Rate for All Hours Worked
Several recent cases in which employers were subject to considerable fines for wage law violations are reminders that minimum wage compliance involves more than correctly calculating an employee's rate of pay. Well-intentioned employers may find themselves liable for a number of violations—from misclassifying a non exempt employee to failing to pay employees for all hours worked. It's worth taking a look at some of these issues and how to avoid costly mistakes.
Read on ... |
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This Week's Poll
Does your organization ban cell phone use/texting by employees while driving?
Vote here ... |
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Last Week's Poll
See how respondents graded their organization's customer service.
View results ... |
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Tool of the Week
Salary Finder
[Trial or subscription to Compensation.BLR.com® required.] |
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Free Report: The Pillars of Employee Performance Management
eBook & strategy manual for leveraging Employee Performance Management in your mid/large organization
Download Now
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Executive Pay Cuts, Freezes to Stay at Least a Little Longer
Most employers have no plans to reverse executive pay cuts or freezes in the next six months, according to a new survey by Watson Wyatt, a consulting firm.
Read on ... |
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Top 10 Compensation Stories
The following 10 articles are the most popular among Compensation.BLR.com readers in the last 90 days.
Read on ... |
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Featured White Paper |
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Use Caution When Reclassifying Employees |
A $200 million lawsuit filed by three former employees of Northwestern Mutual Life Insurance Company, who claim their employment status was misclassified will, at a minimum, cost the company considerable money to defend. If Northwestern loses the lawsuit, it will cost considerably more. If you are considering reclassifying employees as exempt employees or as independent contractors, remember: While your company is reacting to economic hard times, your employees are doing the same.
Read on ...
[Trial or subscription to Compensation.BLR.com required.]
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Compensation Q&A
Questions from our Ask the Experts archives
Is the fluctuating workweek OT calculation under FLSA prohibited in some states? If so, which ones?
Get the answer... |
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HR Challenge®: Age Discrimination
Employer A posts a help-wanted notice expressing a preference for older individuals with the term “over age 60.” Employer B posts a help-wanted notice expressing a preference for older workers with the term “supplement your pension.” Which employer violated the Age Discrimination in Employment Act, according to the EEOC’s regulations?
Take the quiz ... |
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Compensation Hot Topic: Bonus and Overtime Pay
An HR Forum member has a question about calculating overtime when a bonus is earned in one year but paid in the following year.
Join the discussion ... |
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Odd Jobs
Job Title: Shill
National Average Salary: $7.23 per hour (July 2004 data)
It's probably a safe bet that more people have been accused of being a shill than have admitted to being one. The Department of Labor classifies this shill among attendants of amusement and recreation facilities.
Source: Bureau of Labor Statistics
Need job descriptions or salary data for jobs at your company? We have hundreds available at Compensation.BLR.com. |
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| Featured HR and Compensation Resources |
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Compensation.BLR.com®
This online compensation resource gives you current, reliable information on thousands of job titles and hundreds of industries. You can be confident using these data to benchmark salaries in your organization. Pair the salary information with BLR’s rate ranges, and you have a complete compensation system.
Start Your Free Trial Today
Employee Compensation [in Your State]
Here's help on your two biggest compensation challenges. You get state wage and hour law explanations, plus current wage and salary survey data, for virtually every job—in YOUR state. BLR’s exclusive wage and salary survey data ensure your pay rates are right for any job in your state and region.
Start Your Free 30-Day Trial
FLSA: Wage & Hour Self-Audit Guide
Download this guide to easily determine whether you are in an industry or employ the type of worker who is most typically at risk. It will help you quickly determine the most cost-effective method of compliance with the revised Fair Labor Standards Act.
Download Your Self-Audit Guide Now
Best Practices in Compensation & Benefits Newsletter
This concise, easy-to-read monthly newsletter will keep you on top of what’s working—and what’s not—in compensation and benefits practices. Plus, get the latest developments and case studies in 401(k), wage and hour issues, flexible benefits plans, regulatory news, and much more.
Take a Free Trial
Lilly Ledbetter Fair Pay Act: Take Action Now
On January 29, 2009, President Obama signed the Lilly Ledbetter Fair Pay Act into law. BLR's expert legal and editorial staffs have carefully reviewed the Act, and they have created a plain-English overview that tells you what you need to know and do.
Download Your Report Now
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Copyright 2009
BLR®—Business & Legal Resources, All rights reserved.
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| October 14 , 2009 |
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A Note to Readers
Compliance Note: Michelle's Law took effect Friday. The law (Public Law 110-381) prohibits a group health plan from terminating coverage of a dependent child under the plan due to a medically necessary leave of absence from a postsecondary educational institution before the date that is the earlier of (A) the date that is 1 year after the first day of the medically necessary leave of absence; or (B) the date on which such coverage would otherwise terminate under the terms of the plan or health insurance coverage. For more information, see the Health Insurance topic.
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