You may be able to recall down to the last penny what any given employee received in his or her last paycheck. But if you don't have an overall compensation philosophy, you may not realize what you're really paying.
A small yet growing number of companies are requiring workers to sign mandatory
arbitration agreements as a condition of employment, the Associated Press reports.
"Jim makes how much!? I make half that for the same work! How much do you make?" Overhearing a conversation like that may make some employers’ blood boil, but be forewarned—an attempt to prohibit such discussions may land you in court.
Congratulations! Your employees are satisfied with the company and with their
jobs, and that means your employee turnover is incredibly low. There might be just one little problem looming on the horizon,
though … pay compression.
In the early days, only very large organizations could afford to give their employees total compensation statements. But technological advances have made it possible for almost any employer to use this communication tool, personalized for each employee.
If an employment contract contains a "performance satisfaction" clause, what standard should be used in determining satisfaction? The New Jersey Supreme Court recently tackled that question.
Does merit pay work? If you asked for a show of hands from HR practitioners, few would indicate that it "works" for their organization. But here are some ideas for making your merit pay a real solution.
Nontraditional pay structures have penetrated not only the nation’s heartland, but also its most conservative industry sector — financial institutions.
The use of pay tools has traditionally been a "me too" business from top to bottom. Rather than worrying about "the next great thing," pay design has usually focused on "the most popular thing" — sometimes whether it made any sense to your organization or not.
