ADVERTISEMENT
  • PayScale's VIP Blog Roundup: Do I Get Paid Extra for Working on the Holiday?
    If you're headed into work this weekend instead of hanging around a barbecue, waiting for the fireworks to start, you're probably already a little annoyed. If you're not getting paid extra for it, you might even upgrade annoyed to downright mad. In this week's roundup, we look at expert advice on determining whether you're likely to get paid more for working holidays – plus, insight on goal-setting and how to redeem a job interview, once it starts going horribly wrong.
  • Obama Will Expand Overtime to 40 Percent of Salaried American Workers
    Yesterday, President Obama announced a rule change that will expand time-and-half eligibility to around 5 million Americans. By raising the overtime threshold from $23,660 a year to $50,440, the president will grant overtime to workers who were previously ineligible for overtime pay, despite earning low wages and working more than 40 hours a week.
  • How the Supreme Court Ruling on Same-Sex Marriage Could Affect Employee Benefits
    On Friday, the Supreme Court handed down its decision in Obergefell v. Hodges, effectively legalizing gay marriage in the 13 states in which it wasn't permitted by law. In his majority opinion, Justice Anthony Kennedy said, "Rising from the most basic human needs, marriage is essential to our most profound hopes and aspirations." Some of those more practical needs are about to be at the forefront of your employer's HR policies in the coming months. Here's what you can expect to see, in terms of changes to your employee benefits.
  • What You Should Know About the Whistleblower Protection Act
    Whistleblowers are a vital part of our society. Without them, corruption and unfair and unsafe practices would continue unabated. These brave men and women have differing legal protections based upon what they blow the whistle on, whom they blow the whistle on, and where they live. One law that protects some is the Whistleblower Protection Act, which was supplemented in 2012 by the Whistleblower Protections Enhancement Act.
  • Spotlight on Disney-Layoff Debacle
    It feels a bit like deja vu. Didn't we just hear all that hubbub about Disney laying off workers? It was a sordid tale that involved 250 workers laid off from "the happiest place" on Earth, and then asked to train their replacements (who were an apparent part of an outsourcing directive via H-1B visas). Disney's debacle was only one of the most publicized incidents of such layoffs, and that bad PR may just have made a difference. After all, Disney just canceled similar plans to lay off more than 30 IT workers earlier this month.
  • Your Right to Compare Salaries
    How do employers get away with paying a protected class of employee less than other workers, despite laws that make it illegal? By allowing each staff member to negotiate his or her own salary, and then discouraging employees from sharing salary information. This discouragement interferes with your ability to prove discrimination. Fortunately, you have rights.
  • 4 Ways to Survive Fragrance Sensitivity in the Office
    Around 5,000 different fragrances permeate our personal care products. What smells clean and fresh to one person is a harbinger of an allergy attack for someone with fragrance sensitivity, which can result in sneezing, headaches, skin reactions, even difficulty breathing. Antihistamines can help, but the best treatment is reducing exposure. The question is, how far does your employer have to go to accommodate your condition?
  • Oregon to Employers: No, You Can't Make Workers Have a Facebook Account
    Technology moves faster than law. As a result, the era of social media has been a tricky one for workers' rights. Various state and federal courts have settled questions about whether employers can ask their employees for access to their accounts and whether complaining about work on social networks counts as collective bargaining. The latest frontier in social media-related employment law: mandating that workers maintain social media accounts in the first place.
  • Covert Discrimination: What You Need to Know About Coded Job Listings
    Sometimes employment discrimination is obvious; for example, a particularly bigoted manager or supervisor may use racial slurs or explicitly admit to discriminatory intent. Those cases are rare, however. More often than not it is much harder to prove employment discrimination because employers who want to discriminate have become quite good at hiding their intentions. One trick these employers use is using coded language in their job postings. They list job qualifications that are a pretext for eliminating certain job candidates. This is particularly common when it comes to age discrimination.
  • What You Need to Know About Genetic Information Discrimination
    Most people have heard of discrimination based on race, sex, age, and disability. However, you may not have ever heard of genetic information discrimination unless you have been a victim of this sort of illegal employment practice or know someone who has.
  • Disney Workers Laid Off and Asked to Train Foreign Replacements
    Imagine receiving notice that you'd just lost your job. It'd be devastating. But, then, just think about being asked to train your replacement over a series of months – as you discovered that the jobs had been transferred to labor imported from other countries on a temporary visa for highly skilled technical workers. Would that kind of a situation feel like some kind of new level of hell? That's just what happened to workers at Disney, who found themselves facing unemployment ... and training the workers who would soon take over their jobs.
  • You Can Be a Victim of Employment Discrimination Without Even Working
    We often think of employment discrimination as being something that happens to people who already have jobs. A woman may be denied a raise because of her sex, or an older person may be forced into retirement because of his age. But employment discrimination also happens on the front end of employment, when hiring decisions are being made. So if you are looking for a job, you need to understand your rights.
  • What's Really Behind That Manicure?
    Nail technician: It's one of those careers that seems almost hidden, overlooked, and even ignored. And, when you last went into a nail salon to get your manicure or pedicure, you probably had no idea about the reality of the working conditions the women workers are often forced to endure across the country.
  • What You Need to Know About Your Right to Unionize
    Unions' position in America has changed drastically over the last few generations. Large swaths of our population used to work in industries like manufacturing and many of those industries were unionized. Then companies began outsourcing jobs to other countries, and more and more Americans found themselves in service industry positions that often are non-union positions. Only you can know whether a union is right for you, but if you think it may be and you are not currently a union member, you need to understand what your legal rights are when it comes to unionizing.
  • How the Civil Rights Act Protects Transgender Workers
    For generations, transgender individuals facing workplace discrimination have had little legal recourse. While a small number of jurisdictions have passed local anti-discrimination laws, federal laws were rarely used to protect transgender people. However, that is changing.
  • PayScale's VIP Blog Roundup: Help! My Company Wants Me to Work During FMLA Leave
    Most workers have probably heard of FMLA, but how many really understand what it means, in terms of rights and limitations? Worse, a lot of employers don't know where the line is. In this week's roundup, Alison Green advises an Ask a Manager reader on what he can expect from FMLA. Plus, we learn why high school students should learn how to use social media, and how job hopping can be good (or very bad) for your career.
  • FMLA: What You Need to Know
    The main purpose of FMLA or the Family and Medical Leave Act is to help employees balance work and personal/familial needs. By way of the FMLA, you can take up to 12 weeks leave in any 12-month period for personal or an immediate family member's medical exigencies, expansion of family, or for matters arising out of a family member's call for military duty. If you're thinking about taking FMLA, there are things you need to know in order to make sure you get the coverage you're entitled to.
  • Non-Competes: Not Just for Executives Anymore
    Non-compete agreements are provisions that are traditionally included in the contracts of executives and tech employees who work with sensitive trade secrets. These agreements prevent these high-level, and usually well-compensated, employees from immediately going into competition with their employer should they leave the company. While these agreements stifle competition, there are arguments that they make sense for these positions. However, companies like Amazon have made non-compete agreements a condition of employment for even temporary factory workers. If these oppressive agreements are enforceable they could prevent temporary factory or warehouse workers from finding other work basically anywhere once their temporary job has ended.
  • 5 Reasons Why STEM Has a Woman Problem
    How is it that science, technology, engineering, and math (STEM) companies can find solutions for some of the world's most complex problems, but they can't seem to solve the gender bias issue that keeps women out of STEM careers? According to new research, it's because we, as a culture, don't know that there's even a problem – it's unconscious, and we're all to blame.
  • Employee Monitoring: Justifiable Security Measure or Overly Orwellian?
    Remember that time you worked yourself into a hypochondriac frenzy, and wound up spending the whole afternoon at the office surfing WebMD and trying to figure out if people get cholera anymore? As it turns out, Bill the IT guy — or even your CEO — may have been assessing your risks at the same time in a very different way for very different reasons.