Candidates have the upper hand in today's job market. Unemployment under four percent means that there is a high quantity of jobs available but a lack of candidates who have the required skills. Great candidates are harder to find which increases the length of the hiring process Managers spend valuable time reviewing resumes and holding interviews—if the candidates even show up that is.
While most football fans do not link the sight of their favorite team’s colors with issues of employment law, the American gridiron has proved to be one of the most important arenas for the development of modern workers’ compensation law. Many dedicated football fanatics talk about Jack Lambert’s toothless grimace, Joe Theismann’s broken leg, or Drew Brees’ torn labrum. Not many football fans consider how Lambert’s busted mouth is repaired, Theismann’s leg is healed, or Brees’ shoulder is reconstructed, though. The answers are found in the ubiquitous workers’ compensation system.
Classifying real estate agents as independent contractors means that the employer steers clear of many obligations.
These include not being required to give their workers employee benefits, minimum wages and overtime pay. But the murkiness of agents' legal status has been debated at the courts time and time again. For now, real estate corporations still don't have a final and clear law or court ruling to go by.
We have moved into a new era of employee benefits. While traditional employee benefits such as healthcare, PTO, and retirement matching are expected, perks like on-site free food, gyms, and massages are becoming increasingly attractive to job seekers. It’s typical of emerging startups to use these perks to entice competitive talent to join their organization, with companies like Google offering an entire campus of free cafés, haircuts, and other extravagances. But while these perks seem to be appealing to fresh young talent, are they actually proving a real return on investment?
A good friend recently commented that this is the year of the Fair Labor Standards Act (FLSA), and I couldn't agree more. By now, you’ve certainly read countless articles and blog posts discussing the recently proposed rulemaking that will more than double the minimum salary required for a worker to be classified as “exempt” under FLSA. Under the proposed rule, an employee will need to earn a minimum of $970 per week (or $50,440 per year) and meet the duties test in order to be exempt from overtime wages, increasing from $455 per week ($23,660 per year).