Little can leave you in the lurch like when a staffer — cough cough — calls out sick on a Monday or Friday. Sure a paid time off bank can help minimize that. Or you can try this instead.
Paid Time Off (PTO)
Considering the even-bigger bite health insurance is about to take out of most employers’ budgets (thanks, Obamacare), companies are facing many tough decisions when it comes to their benefits offerings.
When it’s used correctly, paid time off (PTO) is the type of benefit that prevents staffers from burning out. Unfortunately, PTO abuse is an all-too-common occurrence for many employers.
Nothing takes the place of a big fat raise. But if you can’t afford to offer monetary rewards to deserving staffers, it doesn’t mean you’re destined to have a bitter, unproductive team.
Sniff, sniff, cough, cough! How many folks are actually sick … and how many are trying to avoid losing their accrued time?
If your company offers paid parental leave to employees, it’s considered a generous, top-notch benefit that will no doubt help to separate you from the competition. But this perk could become standard in the near future.
Nobody really wants to dock an employee’s pay.
Following an array of state and local paid leave laws and loud calls from employers and prominent business groups, Congress has introduced a bill to make paid leave on a federal level a reality. But the legislation probably isn’t what HR pros were expecting.
It’s important for your Payroll pros to treat exempt workers differently than hourly employees in most circumstances. But there are exceptions your people need to know about, especially if your company has some common policies in place for absences and paid time off. The outcome of a recent court case, Jones v. New Orleans Regional […]
It’s not easy to decipher the pay-docking rules laid out by the Fair Labor Standards Act (FLSA). The regs are pretty murky.
If your payroll people have trouble understanding the pay-docking rules laid out by the Fair Labor Standards Act (FLSA), assure them they’ve got a lot of company. The regs are pretty murky.
Employers across the country indirectly increased employees’ compensation recently and in many companies, it seemed like nobody noticed. Why? Because management was guilty of a big oversight.
As we enter the summer months, you may notice some employees seem to be mentally checked out.
Many companies attempt to control the cost of safety breaches with monetary incentives for employees. Now, a national insurance giant is blasting OSHA for suggesting employers nix incentive programs because they encourage workers to hide injuries and may target employers for OSHA inspections.
Three words that leave even the most cool, calm and collect Finance chiefs reaching for their Advil and/or Tums: Intermittent FMLA leave.
Social media is helping employers spot fraud in all kinds of ways.
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