This week's Compensation Daily Advisor covers variable pay, FMLA leave, and job references.
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Comprehensive variable pay programs—more “pay at risk” for employees—are a growing trend for 2015 and beyond, notes John A. Rubino of Rubino Consulting Services. Here are some reasons why, and why you could save some serious money by implementing a comprehensive variable pay program at your organization.
Critical Success Factors for Variable Pay Programs
Yesterday, we explored the factors behind the rise of comprehensive variable pay programs—and the types of cost savings you can expect. Today, John A. Rubino of Rubino Consulting Services explains who (and what) can make the difference between variable pay success and failure.
Shift and Variable Schedules? How to Calculate FMLA Leave
The Family and Medical Leave Act (FMLA) is tricky enough for employees who work standard schedules. But how do you calculate FMLA time for employees (such as fire personnel) who work 24 hours on and 48 hours off, or employees who work 10- or 12-hour shifts? BLR® Senior Legal Editor Susan Schoenfeld spells it all out for us today.
Pay for Exempts Who Leave Midday?
Yesterday, we looked at how to properly calculate Family and Medical Leave Act (FMLA) leave for employees who work nonstandard shifts. Today, we present a related question: What happens when an exempt employee comes into work for just part of the day before having to leave?
Fake Job References—Has the World Really Come to This?!
The other day I heard about a company that provides fake references for job applicants, renters, and others. And from what I understand, the length it goes to in order to “lie” on behalf of its clients is unbelievable—even if the references it provides are believable.