Retirement saving rightfully gets a lot of press, since it affects all of us. One of the most widely talked about retirement vehicles is the 401(k) plan, in which employees can make tax-deferred contributions to plans administered through their employer. It’s become the default retirement savings scheme for most people, replacing pensions, and there are actually a lot of options out there when it comes to 401(k) administration. One option that has come up a lot in recent years is the opt-out 401(k) plan.
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
Yesterday’s Advisor began our coverage of BLR’s 2014–2015 Pay Budget Survey results. Today, the rest of the results, including 2015 compensation planning.
In yesterday’s Advisor, we shared the results of our 2014 Performance Management survey; today, the rest of the results.
Making wage deductions isn’t always as simple as it may seem. The problem lies in whether a particular deduction is legally allowed for a particular employee. In short, allowable pay deductions are highly case-specific. That is, a deduction that is allowed for one person may not be allowed for another, even in the same company. It deends on several factors, including:
Employee wellness plans have been gaining popularity in recent years, and with good reason: they can benefit both employees and employers.
An employee wellness program is simply a program that intends to promote the health and well-being of employees. This can be accomplished in a variety of ways, but the key is that the program has a goal of improving employee health.