Compensation

Top 5: Compensation & Benefits Daily Advisor 2014 Year in Review

As we reach the end of 2014, we take a look back at some of your favorite articles. Here’s a list of the top 5 posts on the Compensation & Benefits Daily Advisor website this year.


Featured Post

2014 Employer Holiday Practices Survey (Slide Show)

BLR has released the results of the new 2014 Holiday Practices Survey, which examines employer practices for providing paid holidays and paying nonexempt employees during the 2014 holiday season and provides information on planned paid holidays for 2015.

When Exempt Employee Has No PTO, Takes Time Off

PTO banks are working well for many employers. They simplify time off requests, and they can also be a way to ensure that salaried employees do not take advantage of their salaried status by taking time off without boundaries. However, when poorly administered, PTO can cause employees to lose their exemptions.

Out of PTO, Can’t Deduct, What Can You Do?

In yesterday’s Advisor, we explored the tricky issue of exempt employees who have exhausted their paid time off (PTO). Today, we’ll look at what to do when deducting pay is not an option.

Performance Appraisals—10 Most Common Sins

Performance appraisals—love them or hate them, it’s easy to make expensive mistakes. We’ve collected the most common errors of managers and supervisors who conduct performance appraisals. We call them the “10 Sins.”


Keep your employees happy with accurate pay levels. Not sure where to begin? Start on December 2, 2014, with a new interactive webinar, Regression Analysis: Using Survey Data to Set Internal Pay Levels with Precision. Learn More



9 Thinks You MUST NOT Include in Your Documentation

Yesterday’s Advisor presented Attorney Franck Wobst’s key things you should include in documentation. Today, 9 things not to include, plus an introduction to Employee Compensation in Your State.

Yes, You Must Pay Overtime—Even if It’s Forbidden

Like most employers, you probably have a written policy prohibiting unauthorized overtime. Such policies are fine—but you still have to pay employees for all hours they work, even if they have repeatedly violated your policy by working the extra hours. (But you can discipline.)