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Tag: compensation

HR Resources and Tools for Small Businesses – Do It Yourself HR

woman managing business

Contributed by Sophia Conti

Many small businesses run on the bare essentials. Often, those essentials do not include streamlined and well-planned human resources functions. Even larger businesses fail to establish HR protocols and standard operating procedures. Many believe that HR is too expensive to implement for the minimal purpose it will serve. This may be true for some of the more expensive HR solutions but many HR resources are inexpensive. It helps to understand what human resources can accomplish and how it can benefit the company.

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Partial Unemployment Benefits for Hour and Pay Cuts

unemployment claim form on an office table

Most people probably aren’t even aware that a thing such as partial unemployment benefits even exists. Did you know that you can receive benefits even if you’re still working? In fact, unemployment insurance (UI) benefits aren’t so black and white – lose your job, get assistance. There are benefits available for employees who received hour cuts or pay decreases. As a business owner, you should know this.

If you need to calculate a pay cut, try our free pay cut calculator here.


Is It Legal to Give an Employee a Pay Cut

Reducing an employee’s pay is no minor thing. A pay cut can be anything from illegal, financially troubling, emotionally unsettling, to devastating. Before cutting an employee’s pay, employers should consider the effects. Sometimes the repercussions aren’t worth it. has a free pay raise/cut calculator you can use when the time comes.


Do You Have to Pay Employees for Unapproved Overtime?

Many employers simply do not allow unauthorized/unapproved overtime, and they outline this in the company handbook.

The stipulation might read something like this: “We do not pay for unauthorized overtime. Approval must be obtained prior to starting any work over 40 hours. If overtime is not approved, it is not our responsibility to pay time and a half.”

But watch out if you have a rule like this in your employee handbook! Just because it’s in the book doesn’t mean it’s validand lawful, and you probably still owe the employee for the time they worked.

(If you need an overtime calculator, try our free tool.)


On Call Time – Paid Or Unpaid

Man waitingWhen we wait around for something to happen –  waiting for someone to show up, standing in a long line, counting down the minutes till we leave for an appointment, or being on call – we seem to do a little less with our time than we otherwise would. It’s like we can’t get too involved because our activity might get cut short.

Waiting can be annoying, but being on call can interfere with life in a more serious way. If half your week’s schedule is on call, as is the case in many retail environments these days, it can be very hard to move forward or make plans.

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The Last Paycheck – When Terminated Employees Need to Be Paid

The exact date at which employees need to receive their final paycheck upon termination is a mystery to many small business owners. The fact that there are laws surrounding the issue at all vexes many who are responsible for paying employees. And it’s not surprising. State laws are complicated and the fed has no laws about it at all.

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Business Math: Paying Employees a Living Wage

Business man breaking open piggy bank savingsWith all the talk about raising the Federal minimum wage to $10.10 per hour, business owners are thinking about living wages and how to ensure that they are paying their employees enough money to satisfy their basic needs.

Coming up with a blanket “living wage” might be a good start for helping lift millions of Americans out of poverty, but I think it’s worth noting that a living wage is personal and will vary from person to person.


Exempt Employee Pay Deductions – What Is Permitted?

In general, employers cannot deduct pay from an exempt employee’s paycheck. The amount of money an exempt employee makes is not based on the number of hours she does or doesn’t work.

An exempt employee must receive the full salary for any workweek in which the employee performs any work, regardless of the number of days or hours worked. There are a few exceptions to this rule, however.


Vacation Payout in California is Mandatory but Offering Vacation Isn’t

This might sound contradictory at first. Why would you have to pay out vacation if you don’t even have to offer vacation to begin with?

Well, if you choose to offer vacation, you have to follow some rules. You don’t actually have to offer vacation in California at all if you don’t want to (although, it is a perk that employees find desirable so maybe you should!) but if you do decide to implement some vacation benefits, you’ve got to stick to it till the end.