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Regulatory Analysis
We continually update our state and national regulatory analysis to help you stay current with changing regulations.

See the "updated" section below to find all of the latest topics.
New Documents
Calculators:
In order to measure the effectiveness and efficiency of the recruiting function, many employers calculate the cost per hire. Cost per hire is calculated by adding up all of the expenses associated with recruiting and then dividing that amount by the number of new hires during the period.
Whether using market-based salary data or established job grade ranges, you need to determine where within the range to pay any given incumbent or new hire. For some employers, their pay philosophy and/or strategy provide guidelines but not everyone has such a structure in place. The BLR Level Calculator can be used to determine the entry level, intermediate level, and senior level for any position whether using salary market data or a job grade structure.
Guidance:
The California Family Rights Act (CFRA) is one of the most complex state laws for HR to navigate, and knowing the basics only gets you so far. Our presenter, a seasoned California employment attorney, will teach you strategies for mastering tricky compliance challenges under CFRA and the federal Family and Medical Leave Act (FMLA).
The California Family Rights Act (CFRA) is one of the most complex state laws for HR to navigate, and knowing the basics only gets you so far. Our presenter, a seasoned California employment attorney, will teach you strategies for mastering tricky compliance challenges under CFRA and the federal Family and Medical Leave Act (FMLA).
In strategizing salary budgets, employers often have to decide whether they want to lead, lag, or lead-lag the market rate. What factors play into aging market data to suit your employment needs? And when is it time to retire your current market data??The webinar presenter will help you best determine an appropriate strategy for your particular salary budgets, as well as provide tips on where to get the best data and how to formulate a salary strategy.
In strategizing salary budgets, employers often have to decide whether they want to lead, lag, or lead-lag the market rate. What factors play into aging market data to suit your employment needs? And when is it time to retire your current market data??The webinar presenter will help you best determine an appropriate strategy for your particular salary budgets, as well as provide tips on where to get the best data and how to formulate a salary strategy.
What are your state’s unemployment tax rules and rates? How are unemployment charges allocated among multiple employers? Does your state permit voluntary contributions?
Does your state expand unemployment compensation coverage beyond the Federal Unemployment Tax Act (FUTA)?
Does your state exclude certain classes of employees from unemployment compensation coverage?
What workers' compensation issues must employers be aware of?
What are your state’s basic workers’ compensation requirements for employers?
How frequently must employers in your state pay employees? Does your state have special rules for callback/report-in pay?
Does the state have requirements regarding "small necessities" leave?
Does your state have special requirements for employers to provide paid sick leave or other paid time off? Find out using this state-by-state comparison chart.

Does your state have special requirements for employers to provide paid sick leave or other paid time off? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis on this topic, see Sick Leave.

Does your state require employers to pay earned vacation and/or sick days upon separation? Is there a “use it or lose it” policy? Does your state have any special restrictions on the use of paid leave to account for partial-day absences for exempt employees?
What are the qualification requirements for employees in your state to receive unemployment compensation?

Does the state have requirements regarding “small necessities” leave? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Personal Leave.

What are your state’s unemployment tax rules and rates? How are unemployment charges allocated among multiple employers? Does your state permit voluntary contributions? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Unemployment Compensation.

Does your state exclude certain classes of employees from unemployment compensation coverage? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Unemployment Compensation.

What workers' compensation issues must employers be aware of? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Workers' Compensation.

What are your state's basic workers' compensation requirements for employers? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Workers' Compensation.

Does your state expand unemployment compensation coverage beyond the Federal Unemployment Tax Act (FUTA)? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Unemployment Compensation.

What are the qualification requirements for employees in your state to receive unemployment compensation? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Unemployment Compensation.

How frequently must employers in your state pay employees? Does your state have special rules for callback/report-in pay? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Paychecks or Callback/Report-In Pay.

Does your state require employers to pay earned vacation and/or sick days upon separation? Is there a “use it or lose it” policy? Does your state have any special restrictions on the use of paid leave to account for partial-day absences for exempt employees? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Vacations.

Does your state have health insurance continuation and conversion requirements in addition to COBRA? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Health Insurance Continuation (COBRA).

Does your state have laws regarding pregnant employees that go beyond federal law? How does your state address breastfeeding in the workplace? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Maternity and Pregnancy.

Does your state have timely payment requirements for commissions and/or requirements for figuring commissions? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Paychecks.

Does your state require granting leave to employees for jury duty and/or witness service? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Jury Duty/ Court Appearance.

Does your state have a deadline for employers to give final paychecks? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Paychecks.

Does the state have requirements on family and medical leave that differ from federal law? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Leave of Absence (FMLA).

Does your state have requirements for military leave that go beyond federal law? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Military Service.

(A) What agency administers disability insurance in your state? What are the specifics on coverage, self-insurance options, and financing?

(B) How does your state define disability? How are the base period, benefit year, earning requirement, benefit amount, and benefit duration calculated? Can employees be disqualified from receipt of benefits?

(C) What are the calculations for weekly benefit amount, duration of benefits, deductions, and partial week benefits? Is there a waiting period?

Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Disability Insurance.

Does your state have its own minimum wage? Does your state have exemptions to its minimum wage requirements? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Minimum Wage.

What are your state’s overtime requirements? Find out using this state-by-state comparison chart.

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For in-depth analysis on this topic, see Overtime.

(A.) What agency administers disability insurance in your state? What are the specifics on coverage, self-insurance options, and financing?
(B.) How does your state define disability? How are the base period, benefit year, earning resuirements, benefit amount, and benefit duration calculated? Can employees be disqualified from receipt of benefits?
(C.) What are the calculations for weekly benefit amount, duration of benefits, deductions, and partial week benefits? Is there a waiting period?
Does your state have health insurance continuation and conversion requirements in addition to COBRA?
Does your state allow employers to require direct deposit of paychecks? Does your state have special rules on the use of payroll cards?
Does your state have a deadline for employers to give final paychecks?
Does your state require granting leave to employees for jury duty and/or witness service?
Does your state have laws regarding pregnant employees that go beyond federal law? How does your state address breastfeeding in the workplace?
What are your state’s overtime requirements?
Does your state have timely payment requirements for commissions and/or requirements for figuring commissions?
Does the state have requirements on family and medical leave that differ from federal law?
Does your state have its own minimum wage? Does your state have exemptions to its minimum wage requirements?
Does your state have requirements for military leave that go beyond federal law?
Does your state restrict employers from making payroll deductions? Does your state prohibit firing employees because of wage garnishments?
Does your state have specific requirements for meal periods? What about breaks? Find out using this state-by-state comparison chart.

What are your state’s rules for hiring minors? Find out using this state-by-state comparison chart.

View this chart in HTML.

For in-depth analysis of this topic, see Child Labor.

Does your state restrict employers from making payroll deductions? Does your state prohibit firing employees because of wage garnishments? Find out using this state-by-state comparison chart.

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For in-depth analysis of this topic, see Deductions from Pay or Garnishment.

What are your state’s rules for hiring minors?
On February 23, 2015, the IRS issued Notice 2015-16 (Notice), which provides important insight (and requests public comment) on positions the IRS may take on Internal Revenue Code (Code) Section 4980I (often referred to as the “Cadillac plan tax”).
Wellness program sponsors and vendors have long struggled with the application of an often forgotten or overlooked (or simply ignored) provision in the Americans with Disabilities Act (ADA).
This article will describe how the employer mandate applies to various types of “contingent worker” employees and will provide practical advice for complying with the employer mandate.
Recent news about employee benefits.
Recent data from surveys regarding employee retention and length of employment.
This guided tour of this new way of thinking about your compensation planning will answer important questions and help you maximize your performance and growth.
Learn what workforce segmentation is and what it could mean for your organization’s overall compensation strategy. This guided tour of this new way of thinking about your compensation planning will answer important questions and help you maximize your performance and growth.
An in-depth webinar led by two seasoned employment attorneys who regularly advise federal contractors and subcontractors on their OFCCP compliance obligations. They’ll teach you the critical components a comprehensive self-audit of your compensation practices to ensure that you’re in compliance with the OFCCP’s rules.
An in-depth webinar led by two seasoned employment attorneys who regularly advise federal contractors and subcontractors on their OFCCP compliance obligations. They’ll teach you the critical components a comprehensive self-audit of your compensation practices to ensure that you’re in compliance with the OFCCP’s rules.
Does state or local law require employers to offer spousal benefits to same-sex partners or common-law spouses?
A “soup-to-nuts” explanation on the essentials of market pricing. A seasoned compensation consultant, will teach you where to look for up-to-date, reliable data, and how to interpret that data for your unique organization.
View this webinar for a “soup-to-nuts” explanation on the essentials of market pricing. Your webinar leader, a seasoned compensation consultant, will teach you where to look for up-to-date, reliable data, and how to interpret that data for your unique organization.
Our expert will show you, step-by-step, how to update salary market data and adjust pay structures. You’ll sharpen your personal compensation administration skills and, with this makeover, you’ll be poised to boost your professional credibility within your organization!
Our expert will show you, step-by-step, how to update salary market data and adjust pay structures. You’ll sharpen your personal compensation administration skills and, with this makeover, you’ll be poised to boost your professional credibility within your organization!
This article provides an update on the challenge to the payment of premium tax credits through federal exchanges.
As the deadlines for the implementation of the Affordable Care Act (ACA) near, the requirements for employers keep shifting. Here’s an update on where the goal posts have recently moved.
The Affordable Care Act (ACA) requires health insurance exchanges (also known as “marketplaces”) to notify employers if any of their employees purchase coverage through an exchange and qualify for a subsidy.
Employers have had to deal with myriad Affordable Care Act (ACA) provisions in the last several years, but ACA compliance is not over yet.
The Department of Health and Human Services, the Department of Labor, and the Department of the Treasury (collectively, “Departments”) recently issued a FAQ addressing the Affordable Care Act’s (ACA) summary of benefits and coverage (SBC) requirement.
The U.S. Supreme Court is currently reviewing yet another challenge to the Affordable Care Act (ACA).
On March 20, 2015, the Equal Employment Opportunity Commission (EEOC) voted to send a Notice of Proposed Rulemaking (NPRM) on the interplay of the Americans with Disabilities Act (ADA) and the Affordable Care Act (ACA) with respect to wellness programs to the White House Office of Management and Budget (OMB) for clearance.
The new Affordable Care Act (ACA) eligibility requirements didn’t appear to have a large effect on enrollment in employer-sponsored health plans in 2015, according to a survey conducted by Mercer.
Congress is considering amending the ACA to change what’s considered a “workweek” from 30 hours to 40 hours per week.
On December 30, 2014, the Departments of the U.S. Treasury (Treasury), Labor (DOL), and Health and Human Services (HHS) (the “agencies”) jointly published proposed rules (Proposed Rules) that update and clarify the final regulations regarding the Summary of Benefits and Coverage (SBC) published in 2012.
The IRS recently issued Notice 2015-16, which represents the first step in yet another significant Affordable Care Act (ACA) guidance project that will unfold over the next two years.
Don't miss this in-depth webinar. Our presenter, a skilled compensation consultant, will provide a practical framework for how to approach the salary survey process—complete with tactical steps you can set into motion for conducting and analyzing actionable salary information for your organization.
Don't miss this in-depth webinar. Our presenter, a skilled compensation consultant, will provide a practical framework for how to approach the salary survey process—complete with tactical steps you can set into motion for conducting and analyzing actionable salary information for your organization.
To make sure your intermittent leave policies are both up-to-date and manageable, don't miss this in-depth webinar, led by an experienced California-based employment law attorney. You’ll obtain an excellent working knowledge of one of the trickiest areas of California leave law.
To make sure your intermittent leave policies are both up-to-date and manageable, don't miss this in-depth webinar, led by an experienced California-based employment law attorney. You’ll obtain an excellent working knowledge of one of the trickiest areas of California leave law.
Given the potential exposure for costly liability, this is an area of compliance you MUST master. Attend this webinar for up-to-date information on which legal pay deductions you can make under the FLSA, which to avoid, and when and how to handle deductions from pay.
Given the potential exposure for costly liability, this is an area of compliance you MUST master. Attend this webinar for up-to-date information on which legal pay deductions you can make under the FLSA, which to avoid, and when and how to handle deductions from pay.
Easy to understand instructions for how to use the new and improved BLR Grade A Job.
This webinar offers an insightful explanation of the state of compensation models today, changes opportunities that can stoke innovation, and shows you how to devise a plan to get there, controling costs and using funds efficiently and productively.
This webinar offers an insightful explanation of the state of compensation models today, changes opportunities that can stoke innovation, and shows you how to devise a plan to get there, controling costs and using funds efficiently and productively.
Incorporating profit sharing into your compensation strategy takes considerable thought, careful planning, and meticulous recordkeeping.
Incorporating profit sharing into your compensation strategy takes considerable thought, careful planning, and meticulous recordkeeping.
Use this webinar to learn how to design total reward statements that accurately convey the true value employees get through their salary and benefits. You'll be in a better position to strike a chord with employees regarding the value of the investment you're making in them, with a positive effect on engagement and productivity!
Use this webinar to learn how to design total reward statements that accurately convey the true value employees get through their salary and benefits. You'll be in a better position to strike a chord with employees regarding the value of the investment you're making in them, with a positive effect on engagement and productivity!
Surveys:
Does your organization employ full-time trainers? Does it offer developmental as well as job-specific training?
Does your organization employ full-time trainers? Does it offer developmental as well as job-specific training?
Does your organization provide on-site childcare? Does it offer tuition reimbursement, telecommmuting? Let's find out ...
Does your organization provide on-site childcare? Does it offer tuition reimbursement, telecommmuting? Let's find out ...
White Papers:
Your 401(k) plan is designed to help everyone in your workplace to save for retirement. Your youngest employees, Millennials, have seen up close the financial wreckage their parents may have experienced in the wake of the Great Recession. Are they taking their experience as an impetus to save and invest, or are they taking a live-for-today stance?
What steps can employers take to support mental health in the workplace? Paul Gionfriddo, President and CEO Mental Health America (the oldest nationwide mental health advocacy organization in the country), says there are three areas that are of primary importance.
Updated Documents
Regulatory Analysis:
State:
How much should you be paying to attract and retain the best employees, based on your industry and location?


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