According to the Project: Time Off report, The State of the American Vacation 2017, it appears that Americans might finally be starting to use their vacation time. For years, vacation time usage has been on the decline in the U.S., but the 2017 report shows some optimistic results.
The US Department of Labor (DOL) is working toward rescinding its judicially enjoined overtime rules. These rules were published during the Obama Administration and dramatically increased the exemption salary level test from $433/week up to $913/week. It was intended to reduce the number of jobs that could be classified non-exempt by employers.
The salary history question has become quite controversial in recent months, and some cities and states have created laws around it. It used to be an expected question during the interview process, but there is debate over whether the question is a fair one and could cause pay inequality to prevail as women progress through their careers.
The Senate Bill for the repeal of the ACA was introduced Thursday, June 22nd. The bill is very similar to the House bill. However, both the House and Senate bills would likely lead to higher cost healthcare policies with reduced benefits. For example, both the House and Senate bills allow states to reduce the number of essential health benefits that policies would be required to cover, thus leading to a cap on costs on formerly essential benefits, such as maternity benefits.
It has been long said that Americans do not take as much vacation time off as their European counterparts and appear to work more and leisure less. A recent survey sponsored by Glassdoor, an online job site that also provides information on company culture for employees, found that most American workers only used half (54%) of their accrued vacation/paid time off in the past 12 months.
Gender pay disparity and the many reasons for it, continues to be studied by researchers. A new study by researchers at Wellesley, Harvard, Boston College and the Institute for Social Research in Oslo, Sweden identifies motherhood as a big impediment to equal pay as women’s careers progress.
A recent Michigan Appeals Court decision (unpublished) again affirms that courts regularly and purposely use employee handbook policy language to determine what the employer means when a dispute arises about payment of wages or fringe benefits. In the case of Robert E. Heine v. Mack 1 Global Services, Inc. (No.328964) 4/25/2017, the issue for the court was whether the organization’s incentive plan was properly followed in the payment of monies allegedly earned under the employer’s...
There has been a spate of good economic news recently. Notably, April’s job report was strong, soundly beating analyst estimates. To be specific, the U.S. economy added 211,000 jobs in April, and the unemployment rate, now at 4.4%, fell to its lowest level since 2007. In fact, the Bureau of Labor Statistics reported recently that unemployment rates were lower in March than a year earlier in 336 of the 388 metropolitan areas it measures. And, in a promising turn,...
Under the Equal Pay Act (EPA), courts have generally allowed employers to prove that some “factor other than sex” justified the pay differentials. However, a recent Federal 8th Circuit of Appeals case narrowed the parameters that employers can use to defend EPA lawsuits and allowed broadening of testimony to show the employer is committing systemic discrimination.
Solely based on Federal law…yes. A federal court ruled last week that it is legal to pay female employees less than men if it is based on past salary history. This decision by the 9th Circuit Court of Appeals overturns a previous ruling that stated that pay differences solely on past salary history were discriminatory, based on the Equal Pay Act.
One of the more frequent questions ASE receives from private employers is about how to practice compensatory time off. Compensatory time off is the practice of “paying” overtime worked through paid time off at some later time. ASE frequently advises that most compensatory time practices are illegal. The Fair Labor Standards Act (FLSA) requires payment to non-exempt employees (hourly and salaried) of time worked over 40 hours in a week at time and one-half pay. Therefore, if an...
In the ongoing war for talent, many companies are looking to broaden their benefits coverage and make them more family friendly. One benefit that is garnering more attention and is on the rise is coverage for infertility treatments such as fertility drugs, in vitro fertilization (IVF), and fertility concierge services. For employees facing difficulties conceiving, the financial cost of pursuing such options on their own can be out of reach. The American Society for...
Piecework pay is not a common pay practice today. In fact, ASE’s most recent Pay Administration Survey found no participants paid on a piece-rate in the Southeast Michigan area. However, in some industries this is still a pay practice.
It used to be that retirement plan administration was a routine affair. Not anymore. Excessive 401 or 403 fees are the hot new area of ERISA lawsuits. They can be costlier than wage and hour lawsuits and personally hit the retirement plan fiduciaries.
Do you worry about hiring the right people? Do you worry about retaining and engaging your current workforce? All in an effort to drive business performance? Maybe it is time to look at your organization’s pay equity.