Establishing an effective compensation administration program requires job analysis, job evaluation, and job pricing. A successful program will help attract top talent, retain core employees, and encourage longevity while efficiently using financial resources. Our articles and tips on Compensation Administration will provide you with How to information on compensation challenges including software, payroll, tax, and communication.
| Friday, November 29th, 2013
"We know from our readers that year in and year out, leave management is their number one headache. The Family and Medical Leave Act (FMLA) is the major culprit, but in total there are more than 450 pieces of federal and state leave legislation governing leave. (See infographic below.)"
And, of course, each type of leave has its own set of eligibility, entitlement, notice, documentation, and tracking requirements, and oftentimes the requirements overlap.
To help our readers cope with this thicket of leave laws, BLR—after evaluating a number of leave management systems—is proud to announce that we have established a partnership with Presagia to offer Presagia Enterprise and Presagia SimplyLeave, the most comprehensive leave management software solutions on the market.
| Thursday, November 28th, 2013
"Yesterday’s Advisor featured consultant Dick Sem’s warning signs of impending violence; today, the essential components of a workplace violence program plus an introduction to BLR’s unique checklist-based wage and hours self-audit guide."
Sem, who is CPP CSC certified, is the president of Sem Security Management in Lake Geneva, Wisconsin. He was joined by Di Ann Sanchez, PhD, SPHR, the founder and president of DAS HR Consulting LLC, at a recent webinar sponsored by BLR®.
The Four Essential Components of a workplace violence (WPV) Program
| Wednesday, November 27th, 2013
"Most organizations have a robust emergency plan for fire, natural disasters, and spills, but the plans often ignore “purposeful emergencies,” such as incidents of violence. And that’s a mistake, says consultant Dick Sem, CPP CSC."
Sem’s general observations:
- Badly handled or emotional discipline, refusal of service, or termination often triggers the violence. Never discipline, terminate, or refuse service with emotion.
- Violence is evolutionary. It tends to escalate. Most situations do show some warning signs.
- In many situations, people knew something was wrong and didn’t do anything. Generally, someone is aware of an escalating situation with a coworker, patient, or customer.
- No two incidents are the same, so—and this is a critical concept—you have to allow some room for a judgment call.
| Friday, November 22nd, 2013
"As we reach the end of 2013, we take a look back at some of your favorite articles. Here’s a list of the top 5 posts on the Compensation & Benefits Daily Advisor website this year."
| Friday, November 22nd, 2013
BLR has released the results of the new 2013 Holiday Practices Survey, which examines employer practices for providing paid holidays and paying nonexempt employees during the 2013 holiday season and provides information on planned paid holidays for 2014.
The infographic below highlights survey findings and links to an article by BLR Legal Editor Susan Prince, J.D., who explains the rules for bonuses and gift cards related to the Fair Labor Standards Act (FLSA), payroll taxes and withholding.
| Friday, November 15th, 2013
"While he was in Birmingham, Alabama, visiting his daughter at college, business and leadership blogger Dan Oswald saw a local newspaper with the headline “Live Generously: How three Gardendale teenagers hope to change lives with new business.”"
Oswald, CEO of BLR, shared his thoughts about the article in a recent edition of The Oswald Letter:
The article caught my attention for a number of reasons. I love the “Live Generously” lead. I just think it’s a great concept. Add to it the teen and business angles, and I was hooked. The article is about three high-school girls who have plans to start a T-shirt business and donate 100 percent of the profits to charities. A pretty neat concept for these three teenagers to come up with.
| Thursday, November 14th, 2013
"In yesterday’s Advisor, consultant Amy Letke offered guidance for outsourcing. Today, how to select your outsourcing vendor, plus an introduction to the trusted source for federal and state compensation and benefits guidance."
Letke, who is founder and CEO of Integrity HR, Inc., in Louisville, Kentucky, offered her tips at BLR’s Strategic HR Leadership Summit in Scottsdale, Arizona.
How Do You Identify Providers/Partners/Vendors?
There are a number of helpful sources for finding outsourcing options, says Letke, including:
| Wednesday, November 13th, 2013
"The infamous 4-hour workweek is probably not going to happen for you, but there are ways to free up time, says consultant Amy Letke, and one way to do that is to outsource some nonessential functions."
What Is Outsourcing?
Outsourcing is the contracting of an internal business process to a third party organization, says Letke, who is founder and CEO of Integrity HR, Inc., in Louisville, Kentucky. She offered her tips at BLR’s Strategic HR Leadership Summit in Scottsdale, Arizona.
What’s the Difference Between Outsourcing and Offshoring?
| Friday, November 8th, 2013
"Highlights of the 2013 Holidays Survey:
• In 2013, 96% of survey respondents will give Thanksgiving off, and 65% will give the day after.
• As for Christmas, 94% will provide December 25th as a paid holiday, and 39% (down from 43.6% in 2012) will offer the 24th as well.
• 35.4% will give 6 to 8 paid holidays in 2014, 45.1% will give 9 to11 days, and a surprising 13.2% will give 12 or more paid holidays.
• Of the 70% of survey participants that host year-end or holiday parties for their employees, 49% make alcoholic beverages available, and 46% allow spouses and/or significant others to attend the celebration."
Thanks to all 3,804 participants!
Here are the detailed survey results. How does your organization measure up?
| Tuesday, November 5th, 2013
"In yesterday’s Advisor, Attorney Susan Schoenfeld offered tips for complying with the new affirmative action requirements for veterans. Today, the rest of the story, plus an introduction to the all-things-compensation- website, Compensation.BLR.com®."
Here are some of the other important changes included in the final affirmative action rule:
The incorporation of specific EO Clause language in subcontracts. In order to incorporate the equal opportunity (EO) clause by reference in subcontracts, contractors must include specific language spelled out in the new regulations. This language notifies subcontractors of their responsibilities and includes a reference to “veteran status.” The reference to veteran status must also be included in the EO clause when listing vacant positions.