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  • Temporary Employee Laws

    Temporary Employee Laws Legal Smarts: Hiring Temporary Employees

    The holidays are coming up, which can mean hiring temporary workers in retail and other industries. Do you know how to protect yourself against claims of unfair pay, benefits requests payments, and other temporary employee legal issues? Temporary employee laws abound so it’s important that you’re well informed. Here are some of the A-B-C’s of law relating to temporary employees that will help keep your company off of Santa’s “naughty” list this season.

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  • Employers and the National Labor Relations Act

    Employers and the National Labor Relations Act Does the National Labor Relations Act Impact Non-Union Employers?


    How are employers affected by the NLRA? For most non-union employers, the National Labor Relations Act (NLRA or Act) is probably not the federal statute that has been at the top of their watch list in recent years. With union membership at a historical low point, employers in the US concern themselves with other state and federal laws that impact their HR policies and HR practices more so than the NLRA.

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  • Compensation Analytics with Market Ratios

    Compensation Analytics with Market Ratios Compensation Analytics: Alignment of Incumbents within Pay Grades


    Once you completed some initial compensation analyses, like looking at how your salary ranges compare to the market compensation data and, if applicable, ensuring that your company follows through and creates a history of pay for performance, you can then move on to doing an analysis of how your employees align within their pay grades. This information can highlight unusually high or low base salaries and give you the opportunity to correct them or adjust your ranges.
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  • Voluntary Benefits Plan

    Voluntary Benefits Plan The Advantages of Offering More Voluntary Benefits


    It doesn’t seem that long ago that the extent of voluntary benefits plans for employees was limited to “buying up” extra insurance on the company’s group plan, or increasing short-term (STD) or long-term disability (LTD) benefit coverage from 50 to 66 percent. In 2009, it seems like every organization is looking for ways to reduce benefits costs and voluntary benefits plans are, often, the only way to expand offerings for employees.

    The easy conclusion to be made of this situation is that employers are simply unwilling to add any additional costs to their budgets. While this is certainly true, it does not make this deal automatically negative for employees.

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  • Common Issues in Internal Pay Equity

    Common Issues in Internal Pay Equity Roadblocks to Internal Pay Equity: Two Key Issues

    Most of you in HR have seen some common problems with internal pay equity. Perhaps the most common is pay compression, often resulting when the pay market requires you to hire someone new at a higher rate than your longtime employees in the same job are getting paid.

    Much has been written about the most common issues in internal pay equity. So, in this blog post, I’m going to take on some of the most common issues I’ve dealt with that don’t receive attention. The hope is that the information will help you tackle these common issues in internal pay equity.

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  • Create a History of Pay for Performance

    Create a History of Pay for Performance Compensation Analysis: Create a History of Pay for Performance


    In our previous discussions on compensation analytics, we discussed why taking the time to review the effects of your compensation plan is valuable to a company and, also, how to perform an analysis of your salary ranges. In this next post on compensation analytics, let’s consider the company that has made a commitment to paying for performance and see how that company can assess whether it is really doing so. Do you really have a history of pay for performance at your organization?
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  • Definitions of Employee Classifications

    Definitions of Employee Classifications Understanding Employee Classification Issues

    How do you determine whether an employee is classified as full-time, part-time, or temporary? It is really up to you.

    Since federal and state laws generally do not define these terms, employers usually have a lot of flexibility when categorizing employees. Employee classifications are often based on the number of hours worked and job duties performed and typically determine eligibility for benefits.

    The following outlines issues you need to consider in classifying employees.

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  • How to Conduct a Compensation Analysis

    How to Conduct Compensation Analysis How to Conduct a Compensation Analysis and Move Salary Ranges

    In a previous post we reviewed why performing compensation analytics can provide value to an organization. In this next post on compensation analytics, we’ll look at how it is used to review salary ranges.

    At many companies, the assumed answer to the question, “Do our compensation ranges need adjustment?” is usually, “Yes.” Compensation ranges are often adjusted every year to match industry trends and economic ups and downs.  But, is it really smart planning to assume that you need to adjust your salary ranges every year – no matter what? I suggest that a key to long-term success is stepping back and having a conversation as a company about, “Do we need to move our salary ranges this year?”

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  • The Value of Compensation Analytics

    The Value of Compensation Analytics The Value of Compensation Analytics for Top HR Professionals


    Is your compensation program really doing what you want it to? You have to make time to look at the data your compensation practices are producing to find out.

    There are many to-dos when an HR professional or business owner is deciding on compensation at their company. You need to set up formal ranges, put people into the ranges, complete performance reviews and much more. But, an essential area that may not receive enough attention is to step back once all of that nuts and bolts work is completed and say, “How’s it working?” That is compensation analytics and the following post provides advice on how to perform it efficiently and effectively.

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