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Turnover is an important metric for human resource professionals. Tracking turnover helps provides information that can be used to address issues before key employees leave the organization.
Making sure that employees' salary data is in line with your budgeted increase pool is essential and this calculator provides you with an easy to use tool to ages salary data for more than one employee at a time.
Guidance:
In many organizations, compensation is shrouded in a veil of secrecy and surrounded by taboo. You don’t ask about what your fellow employee is making, and you certainly don’t disclose what you’re getting paid. Some companies may even have confidentiality policies around pay. But today, that culture is changing.
In many organizations, compensation is shrouded in a veil of secrecy and surrounded by taboo. You don’t ask about what your fellow employee is making, and you certainly don’t disclose what you’re getting paid. Some companies may even have confidentiality policies around pay. But today, that culture is changing.
Not all jobs are created equal, and job evaluations can be a great way to determine how important and impactful a particular job is to your organization.
Not all jobs are created equal, and job evaluations can be a great way to determine how important and impactful a particular job is to your organization. With a clear definition and evaluation of the importance of the position, you can more effectively allocate your rewards budget, and keep your top performers delivering superior ROI.
How are your payroll tax requirements changing for 2016? How can you be sure you are compliant with IRS, Affordable Care Act (ACA), and other regulations?
How are your payroll tax requirements changing for 2016? How can you be sure you are compliant with IRS, Affordable Care Act (ACA), and other regulations?
Comparing and adjusting your organization's compensation plan to remain competitive is critical to retaining top talent and attracting highly qualified applicants. Your salary structure should be commensurate with others in your field and geographical region.
Comparing and adjusting your organization's compensation plan to remain competitive is critical to retaining top talent and attracting highly qualified applicants. Your salary structure should be commensurate with others in your field and geographical region.
Deciding when to use incentive pay plan strategies was difficult enough in strong economic times, but the recession wreaked havoc with merit budgets, workforce levels, and the psychological challenge of dealing with uncertainty in a tentative economic environment.
Deciding when to use incentive pay plan strategies was difficult enough in strong economic times, but the recession wreaked havoc with merit budgets, workforce levels, and the psychological challenge of dealing with uncertainty in a tentative economic environment.
When the DOL’s new rules go into effect, chances are you’ll need to reclassify some—or many—exempt employees to non-exempt status. But, what happens to those who will remain exempt under DOL rules?
When the DOL’s new rules go into effect, chances are you’ll need to reclassify some—or many—exempt employees to non-exempt status. But, what happens to those who will remain exempt under DOL rules?
Often the link between pay and performance is lost in translation, both for employees and management. But the effort to fix it can be well worth it, both for employee morale and your bottom line. The trick is to know the hurdles facing pay for performance structures, and then develop strategies to overcome them.
Often the link between pay and performance is lost in translation, both for employees and management. But the effort to fix it can be well worth it, both for employee morale and your bottom line. The trick is to know the hurdles facing pay for performance structures, and then develop strategies to overcome them.
Whether it's an unexpected resignation or an unplanned, immediate termination, the clock is ticking on your employee's final paycheck. If you delay or get it wrong, you could face strict penalties and even a wage and hour class action.
Whether it's an unexpected resignation or an unplanned, immediate termination, the clock is ticking on your employee's final paycheck. If you delay or get it wrong, you could face strict penalties and even a wage and hour class action.
Minimum wage rates vary from state to state. This chart identifies the 2016 minimum wage for all 50 states as well as the federal minimum wage and selected cities.
Are you exempting employees from time and a half when you shouldn't be? Do you use "independent contractors" that are actually your employees, under complex wage and hour laws?
Are you exempting employees from time and a half when you shouldn't be? Do you use "independent contractors" that are actually your employees, under complex wage and hour laws?
Effective January 1, 2016, California has one of the toughest equal pay laws in the country, now that Gov. Jerry Brown signed the California Fair Pay Act into law.
Effective January 1, 2016, California will have one of the toughest equal pay laws in the country, now that Gov. Jerry Brown signed the California Fair Pay Act into law.
Now that the DOL’s newly proposed overtime exemption rules are closer to becoming final, “exempt vs. nonexempt” is, understandably, one of the hottest HR issues today.
Now that the DOL’s newly proposed overtime exemption rules are closer to becoming final, “exempt vs. nonexempt” is, understandably, one of the hottest HR issues today.
Are you correctly calcutating employee hours worked under state and federal laws and regs? Are you sure?
Are you correctly calcutating employee hours worked under state and federal laws and regs? Are you sure?
Do you have a policy on what employees can and can't reveal about their pay and benefits? The Office of Federal Contract Compliance Programs’ (OFCCP) final rule on pay transparency took effect on January 11, 2016.
Do you have a policy on what employees can and can't reveal about their pay and benefits? The Office of Federal Contract Compliance Programs’ (OFCCP) final rule on pay transparency took effect on January 11, 2016.
Are you going to spend the end of the year scrambling to get your pay practices updated and your reporting obligations met?
Are you going to spend the end of the year scrambling to get your pay practices updated and your reporting obligations met?
Managing your organization’s compensation plans can be challenging, and planning and administering pay programs requires an arsenal of tools. For instance, to make appropriate compensation-based decisions, you need to understand the characteristics of the compensation structure your organization is using. But that's just the tip of the iceberg.
Managing your organization’s compensation plans can be challenging, and planning and administering pay programs requires an arsenal of tools. For instance, to make appropriate compensation-based decisions, you need to understand the characteristics of the compensation structure your organization is using. But that's just the tip of the iceberg.
Does your organization conduct performance appraisals? How often are they conducted? Are they tied to pay increases?
Policies:
Sample Policy: All employees of the company are employees at will and, as such, are free to...
A sample standard vacation policy.
White Papers:
Known as a premium reimbursement arrangement, this consumerization model is nothing short of a complete turnover of the existing benefits landscape. No longer would employers be faced with administrative headaches and ever-increasing cost burdens. Instead, their involvement would be only in subsidizing part of the cost of benefits. Budgeting for benefits becomes easier; employers simply choose an amount of money they can afford to pay employees toward the purchase of their benefits and contract with a company that can help communicate and administer the program. "Once the program is under way," Lindquist says, "the company’s HR office shouldn’t need to spend more than 5 minutes per month working on benefits."
PayScale’s latest study of compensation practices, the 2016 Compensation Best Practices Report, shows that many companies are rethinking traditional ways of handling pay. Their efforts seem to focus on retaining top performers rather than on recruiting, as in earlier years. "We are in the midst of a sea change in the way companies think about compensation," said Mike Metzger, president and CEO at PayScale. "More employers realize the importance of adopting innovative approaches to pay in order to retain the people who are making the largest impact.
As healthcare costs continue to rise, many employers are trying out accounts that can help employees pay their out-of-pocket costs. There are several types available, although each share one critical feature—the ability for employees to pay their eligible medical expenses pretax. There are also some key differences. Here is information you can use to decide which reimbursement account best fits your company and your employees.
Just how important are benefits to your employees? How much responsibility do you, as an employer, have for providing benefits?
Let’s get down to brass tacks: Pay is the reason people go to work. Yes, we may derive satisfaction from our job or even view our own worth through the lens of what we do and how much we’re paid to do it.
John Trentacoste of Farient Advisors spends much of his day thinking about, planning for, and reacting to the environment around executive compensation. Do you need to know something about the Dodd-Frank Act? Sarbanes-Oxley Act? Clawbacks, triggers, or any other of the myriad details involved in this field? He finds this stuff fascinating. That’s why we approached him to discuss the 2016 outlook in executive compensation.
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How much should you be paying to attract and retain the best employees, based on your industry and location?


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