The Wage and Hour War: Managing Risk in an Ever-Changing Environment
April 21, 2008—Wage and hour class action litigation has now outstripped all other employment-related litigation--and no wonder, because fully 80 percent of all employers aren't in compliance with the FLSA.That was the message of Tammy McCutcheon and Lee Schreter, shareholders at Littler-Mendelson, in a recent SHRM webcast.
Law Firm Helps Parents Meet Needs of Work and Family
April 15, 2008—While a 70+-hour work week may be less common than it once was, the legal profession is intense and demanding. Women (and men) who are in the early stages of climbing the ladder in their chosen field are also often at the point in life when they want to start a family. These two aspirations collide, and women may decide to quit the field entirely. What can law firms do to address these issues?
The Art and Science of Paying Unique Jobs and Critical Skills
April 08, 2008—With an abundance of salary surveys available, it is very likely that you can find pricing information for the job you're evaluating, in your area, at any given time. The process comes down to three simple steps: choose a salary survey, locate the job, price it at the 50th percentile. But there are always a few jobs, perhaps those in high demand in your area, or those requiring a unique set of skills, for which you'll need to inject a bit of art into the process.
Supreme Court Ruling: A Big Win for 401(k) Participants?
March 31, 2008—A tenacious management consultant, convinced that his plan "fiduciary" had bungled his 401(k) retirement savings plan, took his employer to court to recoup what he said was the resulting shortfall in his account. He ultimately won the right to sue, but what his victory may mean for future plaintiffs is still uncertain. BLR spoke with two attorneys to help make better sense of it all.
Nuts and Bolts of Workers' Compensation
March 24, 2008—Workers' compensation administration is one of the daily challenges crossing the HR desk, so an understanding of its highly complex, sometimes-esoteric workings is an essential part of the HR toolkit. In a recent webinar, Dr. Richard Victor, executive director of the Workers' Compensation Research Institute explained how workers' compensation works--and highlighted some telling differences among states in terms of comp related costs and state system successes.
Creativity in Customizing Benefits Keeps Employees Happy at CFHA
March 17, 2008—Ingrid Provencher took a hard look at the demographics in her area. As Human Resources director at Central Florida Health Alliance (CFHA), it is her responsibility to make sure the hospitals making up the alliance are well-staffed. With that in mind, she asked herself, "What do people in this area want and need from an employer?"
Retirement Security for Disabled Employees
March 10, 2008—Because neither an employer nor an employee can continue to contribute to the company's qualified retirement plans on behalf of a person who is not an active employee, a disabling injury can mean a much smaller pension at retirement. What can be done to guard against such a scenario?
New Obligations for Plan Sponsors under DOL's Proposed Fee Disclosure Rules
March 03, 2008—The U.S. Department of Labor recently issued new regulations aimed at bringing transparency to employer-sponsored benefit plans. Though much of the debate over enhanced fee disclosure has revolved around the impact new rules will have on the service providers who must do the disclosing, plan sponsors have also recognized that, if finalized without change, these proposed rules will affect them too.
8 Meaningful Changes in Proposed FMLA Regs
February 25, 2008—The Department of Labor's (DOL) revised regulations interpreting the Family and Medical Leave Act are almost--but not quite--final. Contained in a lengthy proposal that reflects thousands of comments from employers, attorneys, business groups, and others, the new regs contain several changes that will be helpful to employers.
Prepaid Health Benefits Cards Help Employees Be 'Smart'
February 18, 2008—You've been encouraging employees to take a more active role in their health care. You've provided an HSA, an HRA, and an FSA to make sure they have the ability to pay health-related expenses before taxes. But you've also fielded questions from employees, nearly as frustrated with the complicated new programs as they are with healthcare costs. What's a conscientious employer to do?
