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  • Zappos CEO’s Success Secrets

    Company Culture: Lessons from Zappos CEO Tony Hseih

    How do you approach the culture at your company? If you haven’t thought about that question recently, it likely needs attention. A well-defined culture can bring you great business results. Just ask Zappos’ CEO Tony Hsieh, author of “Delivering Happiness.” He spoke at the SHRM national conference in Las Vegas this year about the importance of company culture in bringing success to a company.

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  • More Time Off? Tricky Pay Decisions

    Vacation Issue: Partial Days for Exempt Employees Q&A

    Nonexempt employees only have to be paid when they work, so they may take partial unpaid vacation days any time an employer authorizes the time. But what about exempt employees? Find out how the FLSA exemption regulations limit unpaid time off of less than a day for these employees.

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  • Essentials for Incentive Plans

    On Your Mark, Get Set, Wait… Before You Go:
    Essentials for Incentive Plans

    Before you add an incentive plan, there are several considerations to address to get ready. Answer these seven questions to assure you achieve success.

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  • Simple Incentive Plan Design

    Use “Line of Sight” to Keep Incentive Plans Simple

    More and more organizations are bringing incentives down to lower levels within the organization. They want employees to have a piece of their compensation that is variable. But, they often complicate their efforts.

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  • Employee Retention and Engagement

    Be Bold and Reward Only What You Want

    It’s challenging to design an incentive program that actually rewards top performers, and only top performers. But, it is more expensive, in the long run, to leave them under-rewarded. If you don’t believe that is true, keep reading. If you are afraid you don’t have the time and resources to reward their success, keep reading, too. In business, you will pay when you reward them or pay when you lose them. You decide.

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  • Beware of Verbal Discrimination Complaints

    FLSA: Supreme Court Rules Oral Complaints Valid

    An employee, Aziz, continues to complain about off color jokes during his staff meetings. He feels that his colleagues poke undue fun at his religious head cover, but at no time puts his concerns in writing. However, week after week, he calmly but directly looks his boss in the eye and reminds him that the jokes are offensive and obviously a show of disrespect for him and his religion. Aziz is clear with the boss that he feels uncomfortable in his job given the jokes.

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  • How to Communicate About Total Compensation

    How to Communicate About Total Compensation

    Perhaps you know this scenario. You have a great total rewards package for your employees – competitive salaries, benefits, professional development and training - even a comprehensive EAP. Everything is in place. Then, one day an employee asks you a seemingly simple question about their benefits. You ask yourself, “Why are they asking me this? Shouldn’t they know that already?”

    You may need to work on a key aspect of your compensation package – communication.

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  • Meal and Break Laws: Be Smart and Beware

    Your Meal Break Policy: Six Topics to Cover

    Meal breaks are a necessary component of every employee’s day and may be required by your state. Find out the six topics you should consider to make sure your meal break policy is legally compliant and effective.

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  • How to Talk to Leaders and Employees About Compensation

    How to Talk to Leaders and Employees About Compensation

    Here on Compensation Today, I often encourage HR pros and business leaders to take more time with their compensation planning. And, with our PayScale clients, we carefully break down the process and go over every detail. But, then what? It’s then time to carefully communicate the results with the rest of the company. And, that process is often done too quickly. I believe that if we don’t spend as much time and energy communicating about our compensation system as we do with design and implementation, then it will almost certainly fail.

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