In May of last year, we artfully described the paradox of good economic news and low or moderate wage growth. At the time, the U.S. economy had just added 211,000 jobs, and the unemployment rate had fallen to its lowest level since 2007. However, what was missing in all that good news was signs of substantial wage growth.
Most federal gender pay discrimination cases are brought under Title VII of the Civil Rights Act of 1964. The other applicable law that was intended to address pay discrimination, the federal Equal Pay Act (EPA), was enacted before Title VII and was more narrow-focused.
As unemployment has steadily ticked down for the last several years, economists watched and waited for wage growth to start. Questions as to why a tightening labor market was not resulting in higher pay have been discussed and debated. As late as this week, an article in the New York Times (NYT) pointed to several macro force reasons wage movement was not behaving as economists have predicted.
Since the passage of the Affordable Care Act (ACA), the requirements of the ACA have profoundly impacted small employer plans (under 50 employees) by raising costs at a faster rate than large employer plans.
Benchmarked compensation data provides organizations the information they need to make sound pay decisions for hiring, promotions, internal equity salary adjustments, and general compensation planning.
The paid family leave credit under the new tax law is another provision that has many holes that need filling. Under the law, employers would have to provide at least two weeks of leave and compensate their workers at a minimum of 50% of their regular earnings. The tax credit would range from 12.5% to 25% of the cost of each hour of paid leave, depending on how much of a worker’s regular earnings the benefit replaces. The credit starts at 12.5% of the benefit’s costs if...
In 2010 the U.S. Department of Labor (DOL) issued Fact Sheet # 71 narrowing the definition of what qualified as an unpaid internship. The definition, or more technically speaking…the six-part test, defined a true unpaid internship very narrowly. The 2010 Fact Sheet stated that in order for a for-profit company to engage a true unpaid intern, the job the person was doing had to mirror the type of instruction received in class, and the employer could “derive no immediate...
Pay discrimination investigations have been around for a long time. After hiring discrimination, pay discrimination follows as one of the most common areas of discrimination complaint. Lilley Ledbetter’s Fair Pay law, passed in 2009, highlighted pay inequity and has put pay discrimination front and center with the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFFCP).
A recent survey from the American Society of Employers (ASE) revealed that small employers are less likely to adopt critical pay administration practices like pay structures or written compensation philosophy statements. By not embracing these compensation systems they are putting themselves at greater risk of employee attraction and retention issues.
Imagine an employee that is paid close to a million dollars annually, is non-exempt, and therefore entitled to time and one-half on top of their six figure pay. Possible? A federal court in Tennessee says yes. The Plaintiffs in this case were employees paid as commission based sales representatives. They earned well over $100,000 per year, and in some years the most successful sales representatives earned over $900,000.
Michigan Democratic Legislators are introducing legislation intended to curtail illegal deductions from pay. Any illegal deduction from pay is being called wage theft. Wage theft is described as the “denial of wages or employee benefits that are rightfully owed to an employee.”
The Republican tax bill was introduced last Thursday by the House of Representatives. The proposed bill has mixed-results for HR programs, although 401(k) programs are relatively untouched.
Last week we wrote about the recent Sixth Circuit Court of Appeals decision pertaining to hours worked and travel time. Following up in short order, the Sixth Circuit ruled on yet another and arguably more obscure part of wage and hour regulation, Draw Against Commissions. They looked at whether an employer can collect draws by the employee that exceeded commissions owed after employment ends.
As the population continues to age, more and more adults are finding themselves in caregiving situations. By the year 2040, the percentage of people aged 65 or older will have nearly doubled to almost 22%, up from 13% in 2010. More than 1 in 6 Americans are currently working full- or part-time and assist with the care giving of an elderly or disabled family member or relative. The typical “sandwich generation” employee is a woman in her late forties who not only...
One of the trickier areas of wage and hour compliance is calculating hours worked when non-exempt employees travel on company business. There are several different situations that the wage and hour regulations address. One is “travel that is all in a day’s work” another is “home to work on a special one-day assignment in another city,” and the third is “travel away from home community.”