Every organization, large and small, must determine the pay structure for its employees. Compensation and Benefits administrators are the key specialists in charge of managing the impact of compensation and benefits packages on an organization’s bottom line while ensuring fair and equitable pay rates for employees. Get the training you need to stay ahead of other organizations in attracting and retaining top talent. It is essential to make employees feel that they are paid fairly and treated fairly for what they do. This is why it is imperative to get Compensation and Benefits aligned with the organization’s vision and goals. This program provides the fundamental strategic choices that employers must take in creating, designing, developing, & implementing a total reward’s package.
Upcoming PHR, SPHR, SHRM-CP, SHRM-SCP Exam Prep Evening Programs
“No where else can you get the specialized training needed to pass BOTH the coveted SPHR and SHRM-SCP exams!! For those of you thinking of furthering your certification, look no […]
Did You Know? Intermittent ADA Does not Exist!
Erratic, unpredictable absences such as allowing an employee to come in and leave at any time is not a reasonable accommodation as per the Americans with Disabilities Act (ADA).
Are Employers Required to Use the FMLA Forms from the Department Of Labor?
Employer’s failure to provide proper FMLA notices to the employees will be ruled by courts as interference with employee’s rights. So many cases have resulted in employers paying $275,000 or more for failure to comply. Notification is a vital component of FMLA leave.
Temporary to Regular Employees and FMLA
Here is a typical question about FMLA that I will receive from my clients: “I have an employee who started in our company about a year ago as a temporary employee from ABC Staffing Company. Two months ago, the employee was hired by our company as a regular full-time employee. The employee now needs surgery and is requesting FMLA. We denied the employee’s FMLA request since he has not met the eligibility requirements. The employee only has two months of service since we hired him. Do we need to worry about any problems? We are correct, right?”