Despite Pay Hike, CHROs Still Trail Fellow C-Suite Execs’ Salaries

Median compensation for top HR executives at public companies hit $1.7 million in 2016, according to a new report.

First the good news. Median pay for chief human resources officers at publicly traded companies in the United States rose in 2016 for all but top executives at the very largest companies, a possible reflection of HR’s more strategic standing of late, according to a new report. Now the bad news: pay for CHROs remains far below total compensation for…

Talent10x: Does Meritocracy Work?

Workforce editors Frank Kalman, Rick Bell and Lauren Dixon discuss the merits of meritocracy, the latest on CEO activism and more in today's Talent10x podcast.

This week’s episode of Talent Economy podcast Talent10x features Workforce’s Rick Bell, Frank Kalman and Lauren Dixon, who discuss Lauren’s most recent story analyzing the state of meritocracy at work, the latest developments in CEO and business political and cultural activism, and news that Equifax fired its CEO. Listen here or subscribe to Talent10x on iTunes, Stitcher, Google Play or Tunein. This podcast originally appeared on Workforce‘s sister publication, Talent Economy.

5MM: Lowering the Minimum Wage

Workforce editors Rick Bell and Frank Kalman discuss St. Louis lowering its minimum wage by $2.30, a move very different from what's happening in other cities.

In this week’s edition of 5 Minutes of Management, Workforce editors Frank Kalman and Rick Bell discuss St. Louis lowering it’s minimum wage. They also talk about CEO activism and the importance it has among different generations. For more 5 Minutes of Management, check out our YouTube channel. 

Is the Labor Department’s White-Collar Salary Test DOA?

The ball is now in the hands of the appeals court.

Late last week, a federal judge in Texas struck down the Department of Labor’s attempt to raise the salary test for the Fair Labor Standards Act’s white-collar exemptions from $455 per week to $913 per week. The court held that because the statute defines the administrative, executive, and professional exemptions based on their duties, any salary test that renders the…

Time Management Clock Ticks Toward Value and Away From Hourly Pay

How much is your time worth? Millennials are spearheading value versus hourly wage and getting immediate access to their compensation rather than waiting until payday.

Clocking in, signing time sheets and clocking out are normal occurrences in most standard jobs. Working a certain amount of hours and getting paid for them is how work is documented, but the luster of hourly wages and two-week pay periods may not be the shiny gem of the workday that it once was. Being a time watcher at work…

Don’t Let Off-the-clock Overtime Claims Become a Game of Rock, Paper, Scissors

In the wake of an OT claim for reading emails after hours, update your employee handbook to make sure it insulates your pay practices from such claims.

Defending claims for off-the-clock work is one of the most difficult tasks employers face under the Fair Labor Standards Act. An employee (or worse, group of employees) says, “I (we) worked, without compensation, before our shift, after our shift, or during our lunch; pay me (us).” Often, these employees have their own personal, detailed logs supporting their claims. And the…

When Is a Settlement not a Settlement? When FLSA Is Involved

Develop a bargaining history with the employee’s attorney that the employee may have an FLSA claim for unpaid wages, and that you are specifically bargaining for the release and waiver of that claim.

When you settle a lawsuit with an employee, you are bargaining for finality. You are paying that employee to resolve all disputes between you, whether asserted or unasserted. You want to be done with that individual forever. Except that is not always the case. An employer cannot release or otherwise waive one’s FLSA rights by contract without a court-approved stipulation or…

When Equal Pay is not ‘Equal’ Pay

What is an employer to do? Follow the law of your jurisdiction.

The Equal Pay Act requires that an employer pay its male and female employees equal pay for equal work. The jobs need not be identical, but they must be substantially equal, and substantial equality is measured by job content, not job titles. This act is a strict liability law, which means that intent does not matter. If a women is…

Wage Theft is a Misnamed, Overused Phrase

The term suggests that evil, thieving employers created this mess. That's not always the case.

Writing at, Suzanne Lucas (aka Evil HR Lady) reports on a study published by the Economics Policy Institute, which says that employers short their employees $15 billion in wages per year. According to Suzanne, “Wage theft isn’t always the case of a corrupt boss attempting to take advantage of employees.” She is 100 percent correct. In fact, most instances…

Working Families Flexibility Act Seeks to Legalize Comp Time in Lieu of OT

This bill strikes an important balance for employees and employers on an issue that has become more and more important to the American worker — flexibility and time.

If you are a private employer, it is 100 percent illegal for you to provide employees comp time in lieu of overtime for hours worked by non-exempt employees over 40 hours in a work week. If a non-exempt employee works overtime, you must pay them overtime, and you violate the FLSA if you provide comp time in its place. The…