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From benefits administration to wage and salary levels, HR Daily Advisor gives you specific guidance on how to handle compensation issues in a way that attracts and retains the best talent and advances the strategic goals of your business. You get news and tips on what’s going on nationally and in the states, and updates on changes in regulations, possible governmental action and emerging compensation trends.

Free Special Report: Top 10 Best Practices in HR Management

7 Critical Hiring Mistakes

Selecting the right people is so basic to success, yet many managers do it poorly, due to either haste or ignorance. Here are seven critical mistakes for recruiters and hiring managers to avoid.


A Merit Increase Grid That’s More Sophisticated Than Most

In yesterday’s Advisor we featured advice on variable performance pay from consultant Teri Morning, MBA, MS, SPHR, SPHR-CA. Today, her salary increase grid that is a little more complex than most, plus we offer the free downloadable white paper (FREE! thanks to sponsor PayScale)—the 2014 Compensation Best Practices Report.


What’s Behind the Move to Variable Performance Pay?

Across-the-board increases and the entitlement mentality are out, and the pay-for-performance mentality is in, says Consultant Teri Morning, MBA, MS, SPHR, SPHR-CA. Organizations are looking for less expensive, less permanent solutions, such as lump sum payments, bonuses, or just paying top performers, she adds.


Employee Reimbursements for Uniforms: When Must a Company Provide?

According to most state laws, all employees must be reimbursed for reasonably incurred business expenses. This includes employee uniforms in some cases, which is an area some employers like to push as an employee’s responsibility. Read on for more information on when it is the responsibility of the employer to either provide the uniform or reimburse the employee for its purchase, and when the employer really can make the employee pay for the uniform.


ACA Play-or-Pay Safe Harbor: Will It Benefit You?

Employers with more than 50 full-time employees must offer health insurance to their employees, as mandated by the Affordable Care Act (ACA). Failure to do so will result in the assessment of an excise tax penalty. This dichotomy is commonly known as the “play or pay” rule under the ACA.


ACA Play or Pay: Who is an Applicable Large Employer?

While the Affordable Care Act (ACA) contains many provisions, perhaps one of the most discussed is the “play or pay” provision. The ACA’s play-or-pay provision mandates that employers with 50 or more full-time-equivalent employees must offer group health benefits to full-time employees working, on average, 30 or more hours per week, or potentially pay a penalty.


Recognition and Retention—5 T’s to Success

As we leave the recession behind, the hot button for HR is going to be retention, says consultant Ronald Katz. HR will have to focus on holding on to your most valuable assets and then on getting the highest effort out of them.


Avoid DOL’s Wage and Hour Audits—10 Simple Strategies

Yesterday’s Advisor featured BLR Legal Editor Susan Prince, JD’s take on the Department of Labor’s (DOL) wage and hour audits. Today, Prince’s 10 strategies for reducing wage and hour exposure, plus an introduction to SourceCast Sponsored (Free!) Webinar.


Knock, Knock, DOL Calling

When the DOL (Department of Labor) comes calling, there could be big bucks at stake, says BLR® Legal Editor Susan Prince, JD. In today’s Advisor, Prince clarifies DOL’s rights during investigations.


How Does ACA Impact Employee Wellness Programs?

Did you know that the Affordable Care Act (ACA) contains provisions related to the implementation of employee wellness programs?