Despite laws requiring fair pay for equal work, gender bias remains a problem in the workplace. The Equal Pay Act of 1963 states that employers may not discriminate based on gender when it comes to wages. Additionally, the Lily Ledbetter Fair Pay Act, passed four years ago, also enforces equal pay for men and women and states that a case may be filed by an employee 180 days after any discriminatory paycheck is received. While another bill, the Paycheck Fairness Act is currently before Congress, Alison B. Marshall of Jones Day encourages employers to be mindful of pay equity. Even if the Paycheck Fairness Act does not pass, officials from the Equal Employment Opportunity Commission (EEOC) and the Office of the Federal Contract Compliance Programs are moving forward more aggressively in their investigations of pay disparity. A task force implemented by President Obama’s administration is currently auditing employers in New York, Chicago and Phoenix to determine companies’ compensation practices ...

The bureau of labor statistics recently released figures on the cost for employers to compensate their employees in December 2012. According to the numbers, private industry employers spent $28.89 per hour worked, on average, for complete employee compensation. Salaries and wages averaged $20.32 per hour and made up 70.3 percent of the costs. Benefits cost $8.57 on average and compensated for the other 29.7percent. The compensation costs for state and government employees were $41.94 per hour worked, on average. Total costs for civilian workers, including private industry as well as state and local workers were $30.84 per hour worked, on average.  Employer Costs for Employee Compensation (ECEC) is a product of the National Compensation Survey. It measures cost levied on employers for wages and salaries as well as employee benefits for nonfarm private as well as state and local government employees. The bureau also released the figures for the cost of paid leave in the private industry. Paid leave ...

The Patient Protection and Affordable Care Act, also known as Obamacare, is leaving companies and states trying to understand how to manage the costs that will be associated with the new federal health care reform law. Many states are not happy with provisions included like state-created marketplaces (also known as exchanges) for low income workers to buy health insurance or broaden the number of people who qualify for Medicaid. Other states, such as Florida and Georgia are making efforts to find ways to help reduce healthcare costs all around.  Lawmakers in Florida and Georgia are taking a look at legislation that would get rid the practice of defensive medicine—which is a major cause of high health care costs. Experts say this would happen by overhauling state’s medical tort system—so that no hospital, medical provider or doctor would be sued again. Defensive medicine happens when in order to avoid a lawsuit—doctors order more procedures, medications or tests than are medically ...

The state of the economy stalled or lowered salaries over the past three years. As conditions start to improve, companies are realizing their competitive edge in the market might have suffered. Many companies are starting to look at their existing salaries and the salary structures by beginning market studies to see where they stand. These five steps outline relevant compensation trends given today’s economy. Because some employees might be eager to seek alternative employment as the labor market becomes obtainable, it is important to understand market positioning in case compensation is one of the main forces for seeking another opportunity, particularly among recent graduates.  Employees only know of what they’re getting in terms of cash compensation, professional development and benefits if their employers tell them. Total reward statements are an effective means to deliver that information. In conjunction with economic improvements is the fact that companies are restructu ...

Recognition programs continue to serve an important role when it comes to retaining and engaging employees. According to a survey by the American Psychological Association, half of workers who do not feel valued by their employer plan to look for a new job within the next year. With regard to those who feel valued, only 1 in 5 (or 21 percent) will send their resumes to other companies. Recognition programs tie workers strongly to their workplace and they rank only second to pay when it comes to factors that keep people from looking for other jobs.  Behavioral psychologists say by looking at the human psyche, this can show employers how to build successful recognition programs. This should be done by appealing to workers' sense of value and reinforcing strong behavior. Top 10 retention strategies: Even though most workers (or 66 percent) stated that they are generally satisfied with their jobs, 25 percent said they will change jobs in 2013 or 2014. Based on a survey of more than 3,900 full-time workers ...