According to court documents, the woman is seeking class-action status that would include other unnamed hostesses, in part because ‘some, if not most, of the individual group members may not be aware of their rights to wages under federal and Indiana law, or may not, because of financial means or experience, be in a position to seek the assistance of counsel to commence individual litigation.’Read More
Graduates earning business degrees saw their overall average salary rise 4.6 percent in 2011 to $48,805 from the September 2010 average of $46,672.Read More
The automaker plans to insource manufacturing work from Mexico, Japan and China. The 12,000 new or retained jobs include 5,000 previously announced positions, Ford said.Read More
Under the pact, the automaker's 48,000 hourly workers have traded the promise of generous pay and benefits for job security and compensation gains that are more closely tied to the automaker's health, profitability and quality advances.Read More
In a controversial pay discrimination case handed down last month, the Supreme Court majority asserted that Congress intended to strictly limit the time period in which a claim could be filed. Democrats in the House and Senate are poised to advance bills to overturn the ruling,Read More
Aimee King McElroy and her husband were convicted of conspiring to defraud the IRS and their workers’ compensation insurers; three counts of mail fraud; and 14 counts of procuring false payroll tax returns.Read More
Two reports released November 17 put hard numbers on the degree to which workers today are discontented in the wake of company decisions to cut staff, freeze salaries and take other steps during the recession of the past year.Read More
The suit says the Chicago-based daily-deal company didn't pay sales employees overtime, violating wage laws, or didn't pay them enough.Read More
We want to compensate and recognize engineers who work long hours and shift work due to the commissioning and start-up of new plants. We don’t pay overtime at their level, so we want to devise a formal measure of recognition. What kind of recognition scheme is appropriate or is used most often in such cases? And how do we go about developing it?
Our company has 300 employees, including 100 sales staff in 39 states. We outsource payroll processing to a firm that is not able to keep up with our growth. We are considering a larger payroll provider or bringing payroll in-house. What factors should be considered in this evaluation, and what have other companies our size found to be the most economical and efficient solution?