• “Play-or-pay” delay: what employers need to know

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    Evan Rodd, PayScale

    Following a recent announcement by the Treasury Department, employers have been provided another year (until 2015) before penalties under the employer “play-or-pay” mandate are addressed. Additionally, the mandatory employer and insurer reporting requirements have also been delayed. Under the mandate, organizations with 50 or more full-time (those that work 30 or more hours a week) employees are required to minimum essential coverage.

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  • Has Google Stumbled Upon the Future of Candidate Screening?

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    Evan Rodd, PayScale

    Let’s face it – we are living in a mobile world where convenience and speed tend to dictate most of our decision-making. There seems to be an app for, well, almost everything, and that doesn’t seem to be changing any time soon. Not only do we have multiple apps for calling car services, or recognizing music, we have a variety of different platforms that allow us to access apps (and the information contained within) at almost any moment.

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  • What the Skills Gap DOESN’T Mean for STEM Jobs

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    Jessica Miller-Merrell, blogging4jobs

    The skills gap is a growing concern for employers across America and there is no better example than in science, technology, engineering and math (STEM) industries. Of more than 4000 companies PayScale surveyed, 67% report having a skills gap in 2013. Its effects are felt by companies that are constantly under pressure to develop advanced technologies, but it’s also felt by companies across every imaginable industry simply filling positions in IT and related departments. In fact, the Bureau of Labor Statistics estimates that there will be 8,654,000 jobs in STEM jobs in just five years, and that’s not even including self-employed professionals. Job creation is certainly a positive thing, but 42 percent of employers believe that employees will enter the workforce unprepared for STEM jobs.

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  • The Death of DOMA: What Does It Mean For HR?

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    Evan Rodd, PayScale

    2013 is shaping up to be a big year for healthcare benefits in the US, and Human Resources professionals are starting to ask: What do these changes mean for my company’s benefits program?

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  • Financial Pacific Leasing saves time and money with PayScale Insight

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    Laleh Hassibi, PayScale

    Financial Pacific Leasing is an equipment leasing company located just outside of Seattle in Federal Way, Washington. The company employs approximately 120 people. PayScale talked with Heather Bolek, Vice President of Human Resources, to learn more about how PayScale Insight helps their business.

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  • The Q2 2013 PayScale Index Signals a Continued Slow Recovery

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    Laleh Hassibi, PayScale

    The drop in wages during Q1 2013 was, seemingly, a bump in the road for U.S. businesses as we surmised last quarter. Q2 2013 saw wage growth in most measures. However, wage growth overall has slowed down and annual wage growth, while still positive, is not as explosive as previous quarters. Previously high-performing industries (e.g., Healthcare, Biotech, Oil & Gas Exploration, etc.) floundered at the middle and bottom of the list this quarter.

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  • Are The PHR and SPHR Sugarcoating or Career Sweeteners? A Sneak Peek of New PayScale Research

    Laleh Hassibi, PayScale

    Next week at SHRM 2013, PayScale will release a report showing the impact of human resources certification on annual salaries and career progression. Entitled “The Value of PHR and SPHR Certifications:  Sugar Coating or Career Sweetener?”  This year’s study also compared salaries across positions, industries, geographic location, genders to get the complete picture of the impact of the PHR and SPHR certifications on HR careers. A sneak preview of the report's highlights are above.

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  • How Much Vacation Time Do We Really Need to Provide?

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    Evan Rodd, PayScale

    According to a new report by the Center for Economic and Policy Research, the United States is the only advanced economy in the world where all workers are not guaranteed paid vacation. While some workers enjoy paid time off provided by employers, this is not an option for all, especially those that may have struggled with unemployment or partial employment during the recession. The report notes that the gap between the US and the rest of the world increases when paid holidays are added to the equation. Currently, there are no laws requiring paid holiday leave in the US, while many other countries offer 5 or more days per year. Austria and Portugal top the list, offering employees the most paid holiday leave.

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  • What I learned at the 2013 Total Rewards Conference


    World at Work RecapMykkah Herner, MA, CCP, Senior Compensation Consultant at PayScale

    I had the good fortune to attend the World at Work Total Rewards Conference last week. In addition to the great group of exhibitors, there to support compensation and HR professionals, there were also some stellar presentations that got me thinking. Here are the top four things that piqued my interest at the conference.

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  • 5 Essential Employer Deadlines for Obamacare

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    Jessica Miller-Merrell, blogging4jobs

    You may have heard about this little thing called Obamacare that’s headed our way. It’s made up of about 1200 pages of law, will affect millions of people and is estimated to raise costs for employees by as much as 73 percent. So really, this is clearly minor, unless you are an employer, an employee or oh, an American.

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  • The DOs and DONT's of Cutting Compensation Costs

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    Jessica Miller-Merrell, blogging4jobs

    Our economy has come a long way in the last couple of years. Things are definitely looking up, but some companies are still feeling the pain. If you're experiencing the pressure to cut costs, you're not alone. The recent sequestering on the federal budget is the perfect example of making difficult decisions to make ends meet. When those tough decisions need to be made, chances are, you're the one your company turns to.

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  • Michelle Obama Says to Hire a U.S. Veteran

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    Laleh Hassibi, PayScale

    U.S. First Lady Michelle Obama urged companies to hire more veterans last week. The unemployment rate of those who served in Iraq and Afghanistan is nearly two points higher than the national average, at 9.4 percent. While it’s admirable to hire veterans for emotional reasons, there’s another really good reason to hire a veteran — their skills.

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  • 5 For Friday: Remote Workforce

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    Laleh Hassibi, PayScale

    Everyone has been talking about the business pros and cons of telecommuting this week after Yahoo's big announcement that they are pulling the rug out from under their work-from-home agreements. Is Yahoo's move to get workers back in the office a sign of a shift? Here are some of this week's most interesting views on the subject.

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  • Is Yahoo's Decision a Sign That Remote Workers Are Becoming Extinct?

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    Amy Knapp

    In a recently leaked memo, Yahoo exec Jackie Reses called all of the company’s remote employees back to the office effective June of this year, a controversial move for which Yahoo CEO Marissa Mayer has already taken a heavy dose of flack from Bloomberg, the New York Times, Forbes, even Richard Branson.

    Wasn’t telecommuting supposed to be the future? Insurance company Aetna reported saving $78 million in real estate cost since it began encouraging employees to work from home and providing the tools to do so. 37signals founders Jason Fried and David Heinemeier-Hansson wrote a hit book about their success with telecommuters. What’s changed?

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  • Here Comes The Sun: The Return of Optimism in 2013

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    Laleh Hassibi, PayScale

    Today we released the PayScale 2013 Compensation Best Practices Report. The report is a result of our end of year study on the compensation practices of small, medium and large companies. We also asked some questions about the changing world of work, the use of social media at work and for work, as well as some additional questions on the Skills Gap and ObamaCare.

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  • New Guidelines for Restrictive Covenants in Canada

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    Amy Knapp

    Implications of recent decision Martin v. ConCreate USL Limited Partnership

    Restrictive covenants are a tricky business. While fundamentally important in some circumstances, they’re notoriously ineffective in others. With the recent rulings on enforcement of restrictive covenants, it's becoming even more apparent that Canadian companies need to develop more compelling strategies to keep talent from going to the competitors.

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  • 5 For Friday: HR Going Global

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    Laleh Hassibi, PayScale

    Effectively managing human capital is of concern to companies across the globe. Many of those human resource issues are becoming less siloed to particular countries as outsourcing becomes more commonplace in business. This week, we take a look at some of the top news and issues surrounding human capital management and compensation across the world.

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  • Legally Destroying The Gender Gap

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    Jessica Miller-Merrell, blogging4jobs

    Despite tremendous growth in select sectors, women are still only paid 77 percent of what their male counterparts make according to the American Association of University Women. Women earn less for numerous reasons including field of study, occupation, and the number of hours they work during the work week. The Paycheck Fairness Act is now being introduced for the third time in four years in the United States Senate.

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  • Compensation Best Practices Sneak Peak

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    Laleh Hassibi, PayScale

    The results from the Compensation Best Practices Survey are in! Over 4,300 executives and human resources professionals from all sizes of business and all industries completed the survey. The PayScale team is diligently working on the full report right now, but the news is exciting and I wanted to give you a sneak preview of what you can expect to find in the 2013 Best Practices Report:

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  • Research Gone Wild!

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    Tim Low, PayScale

    Love in The Office
    Maybe you know how we get the best, freshest salary data and maybe you don't. It's actually pretty simple—if completely different than the old-school, employer-submitted way—we crowdsource it every day. People who want to know what they themselves are worth in the market contribute information on their current position and salary to get an accurate salary report for themselves. We make our data available in aggregate to our business software customers so that they can pay the right way, stay on top of market trends in their industry, etc.
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