Currently, as per federal law, employers are required to pay employees at least $7.25 per hour, although many state laws (and some cities and counties) have different minimum wage requirements. However, many federal lawmakers and citizens want to increase the federal minimum wage to $15 per hour because they claim that workers making less than […]
This topic provides 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.
Winning the war for talent requires a variety of methods to attract jobseekers to your company. One way to attract top talent is through your company’s benefit package. But does your benefits package stand up against the competition?
With Congress considering a couple of bills aimed at preventing wage discrimination—and several states with pay equity laws already on the books—employers may want to take a close look at their compensation practices, according to attorneys who help employers with pay matters.
With a stated aim of providing clarification on how to determine employees’ regular rate of pay, the U.S. Department of Labor (DOL) has announced a new proposed rule updating what forms of payment employers can include and exclude in the “time and one-half” overtime pay calculation.
Employers have until May 21 to make known their concerns about the U.S. Department of Labor’s (DOL) proposed rule that is expected to make more than a million more workers eligible for overtime pay.
In a widely expected move, the Maryland General Assembly has approved a significant increase in the state’s minimum wage by voting for legislation aimed at increasing the current rate of $10.10 per hour to $15 by 2025.
If Massachusetts’ new Equal Pay Act legislation is any indication, sweeping changes are coming, and the crux of forthcoming reforms will be determining comparable work and fair compensation. Companies can get a jump on this by defining and examining comparable work within their own organization to mitigate pay gaps and establish a fair work environment.
A wage attachment, also known by the term wage garnishment, happens when there is a court order requiring an employer to use (attach) some portion of an employee’s wages to some other purpose, such as repaying a debt or paying child support. When an employer receives an order for wage attachment/garnishment, the employer must comply […]
Now that the U.S. Department of Labor (DOL) has made known its plan for a new threshold for overtime eligibility, it’s time for employers to prepare for a $35,308 a year level, attorneys who have been following developments say.
Even with the passing of the Equal Pay Act of 1963, paycheck inequality remains a problematic issue in today’s workplace. There are a lot of reasons behind this—some more objective and obvious, and some more subtle—but the fact remains that pay has not equalized despite that law passing more than 50 years ago.