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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:
Tracking turnover can help to identify trends that provide an early indication of potential problems in compensation, management practices, workload, etc. This provides the HR professional with valuable information that can be used to address issues before key employees leave the organization. This worksheet will calculate monthly, quarterly, and annual turnover rates.
Align your jobs with BLR job grades. Just rank your jobs from lowest to highest in the organization, group them by job grade family, and verify alignment by benchmarking selected jobs from each job grade family.
On June 30, 2015, the U.S. Department of Labor (DOL) released a Notice of Proposed Rulemaking (NPRM) with the long-awaited proposed changes to the overtime rules. In this first round, the proposed rule does not include changes to the duties tests used to determine if a position is exempt from the minimum wage and overtime rules. There are, however, major changes to the minimum salary threshold for the "white collar" administrative, professional and executive exemptions, and for the highly compensated employee exemptions. Use this calculator to determine and understand the impact of the proposed salary threshold for OT exemptions and to calculate the impact of the proposed salary threshold for highly compensated employees (HCEs).
The HR staff ratio and operating expense ratio are two commonly used metrics designed to measure the effectiveness of the human resources department. This worksheet will provide you with a report, based on your input, showing monthly and annual ratios.
Calculating the cost of turnover will help the company and individual managers understand the cost of losing and replacing key employees. This worksheet will calculate the cost of turnover for a single vacancy.
This calculator allows you to enter current salary information for employees and forecast the annual merit increase and any promotional increases anticipated during the budget year. The spreadsheet will then calculate the total salary and benefits expense for the budget. In addition, the calculator provides you with detailed information to use as a resource when managing these expenses throughout the year.
This worksheet can be used by employees and employers to keep track of the days they take off for vacation, sick time, and personal days. Just input the annual number of days for which the employee is eligible in each category at the beginning of each year, then update the worksheet monthly to reflect days taken. The worksheet calculates total days taken on a year-to-date basis, days remaining in the "bank," and flags employees when they have taken more than their allotment.
This calculator can be used to calculate revenue per employee by month and for the full year, and also to calculate the revenue per employee for a 10-year period.
This calculator can be used to calculate pretax profit per employee by month and for the full year, and also to calculate the pretax profit per employee for a 10-year period.
This confidential form should be the basis for a meaningful, two-way discussion with the employee. The ensuing performance discussion can be most successful when the report is thoughtfully and accurately completed.
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.
Use this calculator to determine and understand the impact of the U.S. Department of Labor's (DOL) proposed changes to the federal overtime rules salary threshold for OT exemptions and to calculate the impact of the proposed salary threshold for highly compensated employees (HCEs) and determine how the proposed rule compares to current California requirements.
Guidance:
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.
With major rule changes on the immediate horizon, organizations are understandably nervous about the practical, bottom-line financial impact these changes will have. Use this webinar for key insights on what to do right now to prepare now that the DOL is close to finalizing proposed overtime exemption rules.
Whether your goal is to reward performance, time, knowledge, or a combination of all three, establishing and solidifying your pay grades is the first step in building an equitable, competitive compensation structure that retains your top performers and attracts the brightest talent.
Whether your goal is to reward performance, time, knowledge, or a combination of all three, establishing and solidifying your pay grades is the first step in building an equitable, competitive compensation structure that retains your top performers and attracts the brightest talent.
With major rule changes on the immediate horizon, organizations are understandably nervous about the practical, bottom-line financial impact these changes will have. Use this webinar for key insights on what to do right now to prepare now that the DOL is close to finalizing proposed overtime exemption rules.
This year, there was so much activity—legislation, regulations, Supreme Court cases, FAQs, and other sub-regulatory guidance—that we aren’t able to cover everything. We do, however, hit the high points of 2015.
When it comes to the employer mandate, the ACA addresses seasonal employees in two important—but very different—ways.
You are undoubtedly weary of hearing about everything the Affordable Care Act (ACA) requires of you in terms of the employee healthcare coverage you’re mandated to provide.
On October 23, 2015, the U.S. House of Representatives passed H.R. 3762, the Restoring Americans’ Healthcare Freedom Reconciliation Act of 2015, by a vote of 240-189.
More than 1,000 U.S. workers employed in office environments were surveyed in November by an independent research firm for the study.
ingle and family premiums for employer-sponsored health insurance rose an average of four percent in 2015, according to the recently released Kaiser Family Foundation/Health Research & Educational Trust (HRET) 2015 Employer Health Benefits Survey.
Attracting and retaining the most talented employees has always been difficult, especially balanced against fiscal tightening. Changes to the Fair Labor Standards Act (FLSA) and Affordable Care Act (ACA) may invalidate historical approaches to pay and pay policies. So it’s important to periodically revisit your salary structure and consider updating or redesigning it.
Attracting and retaining the most talented employees has always been difficult, especially balanced against fiscal tightening. Changes to the Fair Labor Standards Act (FLSA) and Affordable Care Act (ACA) may invalidate historical approaches to pay and pay policies. So it’s important to periodically revisit your salary structure and consider updating or redesigning it.
Surveys:
This report offers highlights from BLR’s recruiting and retention survey, conducted in November 2015.
This report offers highlights from BLR’s 2015 surveys, along with 2012-2015 year-to-year comparisons to help identify trends in retirement benefits, training & development, policies, performance management, holiday practices, employee leave, and more.
White Papers:
Just how important are benefits to your employees? How much responsibility do you, as an employer, have for providing benefits?
John Hyttinen, Senior Director of Total Rewards at payroll and business services giant ADP, needed to explain a bonus program to employees in multiple locations. The initial communication was traditional— in-person group meetings using a PowerPoint presentation. But the meetings became time consuming and not sustainable. Hyttinen felt they could do better. A video platform was a natural fit.
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.
'The traditional broker model is gone,' says Joaquin Santos, senior vice president of sales for Zywave, a company that provides resources and services to brokers. 'The broker of today needs to be much more consultant-based, much more resourceful, much more proactive—that’s a key word.'

Because of Zywave's focus on helping the people who help employers, it has a high-level view of what you should expect from your broker. We spoke to Santos not for insights on what else you can do for your benefits program, but on what your broker should be bringing to the process.

 

During their early growth phase, many companies turn to Professional Employer Organizations (PEOs) to handle HR. But as the company continues growing, it may also outgrow its PEO—and the cost of the PEO can become prohibitive. When that happens, it’s time to hire someone in-house for HR responsibilities, and track down the right broker to help with the insurance benefits.
The Securities and Exchange Commission (SEC) recently released rules covering executive pay ratio disclosures. We spoke with Robin A. Ferracone, chief executive officer of Farient Advisors. Her firm recently released its take on SEC’s pay ratio disclosure rule, offering insight and advice about how to implement it.
Congress recently received a letter from the office of Julio Portalatin, president and CEO of Mercer LLC. The letter is a result of increases in Pension Benefit Guaranty Corporation (PBGC) premiums imposed in the Bipartisan Budget Act of 2015, and was delivered to express the firm’s concerns regarding unintended consequences. To learn more, we spoke with Geoff Manville, a Mercer principal and leader of its government relations team.
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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