In a recent poll during Conversations with Mike & Tony, only 1 out 20 attendees were assisting employees with gas costs. But as gas prices continue to rise and more and more employees struggle financially, more employers might consider financial assistance or other accommodations to help with gas costs.
ASE has released the results of its 2022 Michigan Compensation Survey, which reveals that low unemployment, sluggish labor participation, and unprecedented employee turnover have accelerated the wages and salaries of local employers. Data from the most recent ASE compensation survey shows that overall wage growth, based on a matched sample of companies (referred to as a constant sample) was 4.0% compared to just 2.1% in 2021.
The pandemic has had a profound effect on all areas of employment, including benefits. Mental health coverage has emerged as one of the most popular covered benefits in 2022 with 91% of employers now offering coverage according to a recent SHRM Employee Benefits Survey.
Currently, the U. S. Department of Labor Wage and Hour Division (Wage & Hour) has been conducting a series of listening sessions in various regions to hear what industry and workers’ organizations thoughts are about raising the salary level for exempt employees.
Many employers are investing in health programs for their employees. It could be offering to co-pay for a gym membership, providing online health support programs, or providing on-site fitness centers. However, one important health benefit that employers have offered for a long time is vacation time.
As millions of U.S. employees voluntarily resign and employers desperately scramble to find workers, a new survey suggests employee health strategy may be a key ingredient to keeping employees well and at work.
With the onset of the pandemic and the issue of remote workers, a big question in compensation has arisen: do you pay rates based on the location the employee had been physically working or do you pay the rate in the geographic area the employee now lives? Although IT was most impacted by this issue, with many moving to Texas or Florida, where state income taxes are zero, other industries allowing remote work are being impacted.
Two years into the pandemic, businesses large and small continue to struggle to find employees and keep the ones they have. Now, many employers are seeking new ways to retain and attract talent by identifying what matters most to their employees.
I distinctly recall “back in the day” when I was complaining about school and why I had to go, my parents' immediate retort was; go to school and you will be able to get a good job – or some words to that effect.
44% of millennials would consider a job change to secure better benefits, according to a new survey from Buck, an integrated HR, pensions, and benefits consulting, technology, and administration services firm. Faced with increased competition for talent, 72% of employers plan to add additional voluntary benefits.
Just recently the EEOC settled with a trucking and property management company who terminated an employee after they exhausted their FMLA leave and were unable to return to work. In the situations before the EEOC, the company terminated one employee with 30 years tenure who needed an additional three weeks off and another employee with 20 years tenure who simply needed an additional week.
As employers move further into remote work arrangements (full-time, part-time, hybrid) with their employees, a basic understanding of the state’s workers’ compensation law is important.
A recent U.S. Fifth Circuit Court of Appeals court case brought up the issue of the salary basis test. The case concerned an oil rig worker who met the duties test and income minimums of the FLSA executive and highly compensated exemptions.
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