To the loyal readers of the Compensation and Benefits Daily Advisor:
Thanks for reading!
Yesterday, we looked at whether the Department of Labor (DOL) is actually drawing tighter lines around the definition of “independent contractor” or merely restating its existing position on the problem of misclassification. Today, we’ll get some thoughts directly from DOL administration on precisely why the DOL is so concerned about this issue.
Yesterday, we began to discuss how most employers struggle with managing leave of absence issues, understanding Family and Medical Leave Act laws, and knowing when a family medical leave of absence is covered by state or federal law. But now there’s a new wrinkle to consider in an increasing number of places: legally mandated paid leave. Today, Susan Schoenfeld, JD, BLR’s senior legal editor, provides some guidance.
In late May 2015 the U.S. Department of Labor (DOL) issued its long-awaited new Family and Medical Leave Act (FMLA) forms. It was hoped that the new forms, which do not expire until May 31, 2018, would contain multiple changes clarifying long-standing issues regarding genetic information, spousal coverage, and lack of clarity in the certification process.
Yesterday, we got some insights on the importance of a well-structured approach to compensation at your organization, courtesy of J. Timothy O’Rourke. Today, we look at his take on whether building an effective salary structure is more of an art or a science.
Whether you want to reward performance, time, knowledge, skills, or competencies, determining pay grades is the first step to creating an equitable, competitive compensation system. Without accurate pay grade determination, it won’t matter how valid the pay survey data you acquire are—your internal compensation will likely be too high or too low.