Most employers understand the benefits of workers’ compensation insurance. If an employee is injured on the job, the insurance kicks in to pay for the medical bills and at least a portion of the lost wages while the employee recovers. The employee doesn’t have to fear losing his or her livelihood after reporting the injury, so there is less incentive to keep injuries quiet. The employer doesn’t usually have to fear negligence lawsuits (except in extreme cases) for simple work injuries. (In the past, these suits were the only way for an employee to get bills covered, so they were much more common—workers’ compensation is in place to reduce this issue.)
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
In yesterday’s Advisor, we shared some results from our 2014 Holiday Practices Survey. Today, more findings from this timely study, including what organizations are doing regarding employee gifts, charitable donations, and decorations.
Do you ever wonder if your employees’ salaries are in line with the market? Perhaps you are finding that applicants are often turning down job offers—and you suspect the salary level might be to blame. How can you know? One of the best ways to get data on competitor salary offerings is to use a market survey.
In yesterday’s Advisor, we discussed why merit programs don’t work according to consultant John Rubino. Today, his take on variable and step-based pay systems.
Yesterday’s Advisor began our presentation with the results of BLR’s 2014 Employee Leave Survey; today, the rest of the results. How does your organization measure up?
Highlights of the 2014 Employee Leave Survey:
- 97% offer some type of vacation pay.
- 80% allow employees to take sick time for sick relatives.
- 30% allow some form of sharing leave.
- As for top challenges regarding employee leave, scheduling workloads around employee leave topped the list at 49.8% followed by recordkeeping and/or tracking leave at 37%, abuse of leave at 36.5%, and FMLA intermittent leave at 33.5%.