Incentive Pay

Absences due to FMLA can count against calculations for performance bonus

05/09/2018

Generally, time spent on FMLA leave can’t be counted against an employee when, for example, tallying absences under a no-fault attendance program. However, calculations to figure a production bonus don’t have to “forgive” work missed because of FMLA leave.

More employers paying staff to stay ‘fiscally fit’

04/19/2018

An increasing number of employers are giving money and other incentives to workers to encourage them to fund their emergency savings accounts, reduce their debt and attend financial education classes.

New OT rules: Determine how bonuses fit into regular rates of pay

10/27/2016

How you set up bonus programs can have a big impact on your overtime budget.

Bank fiasco still paying learning dividends

10/06/2016

The hits just keep coming for beleaguered banking giant Wells Fargo. What’s the lesson for employers?

SEC limits severance language

09/29/2016

The Securities and Exchange Commission recently issued two decisions rejecting severance agreement language that would require employees to waive their rights to additional monetary recovery.

Wells Fargo fraud offers lesson on incentives

09/15/2016

Wells Fargo’s recent $185 million fine should be a lesson: Build accountability into your bonus or incentive programs.

Snapshot: What kinds of variable pay do employers offer?

09/12/2016

With base pay staying relatively flat in recent years, 88% of employers now offer some form of variable pay.

Final rules cap wellness plan incentives at 30%

05/17/2016

Employers can offer incentives worth up to 30% of premium costs to encourage employees and their spouses to provide health information as part of an employer-sponsored wellness program.

The most common kinds of short-term incentives

05/14/2016

Could incentives work to raise your company’s productivity?

Raises hold steady, but not for top performers

10/01/2015

After pulling back the reins on pay raises during the recession, employers have returned to handing out steady, but not spectacular, salary increases. But the one-raise-fits-all approach is dying off as more employers embrace pay for performance.