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Incentive Pay

Consider hazard pay to fill essential positions

Once upon a time, hazard pay was an incentive to entice workers to perform jobs that were themselves dangerous—think firefighting or defusing explosives. In the coronavirus pandemic era, hazard pay is being granted to delivery drivers, grocery cashiers and many other jobs now deemed “essential.”

DOL rule allows bonuses for fluctuating workweek employees

A new final rule from the U.S. Department of Labor clarifies how employers can offer bonuses and other incentive-based pay to nonexempt workers who receive salaries under the fluctuating workweek method of compensation.

Snapshot: Quarter of employers offer COVID-19 incentive pay

As employers continue to navigate the uncertain terrain in a COVID-19 world, some have begun offering hazard pay to employees who are required to work on-site during the pandemic.

Short-term incentives universal in private sector

Fully 99% of private employers offer some kind of short-term incentive to reward employee performance, according to new research by WorldatWork.

Rule would allow bonuses for fluctuating workweek employees

The proposed rule would revise the regulation for computing overtime compensation for salaried, non-exempt employees who work hours that vary each week (i.e., a fluctuating workweek) under the Fair Labor Standards Act.

Are bonuses the key to hourly retention?

Some employers have decided that significant investments in bonus plans are worth a try. They’re making even low-level retail and restaurant staff eligible—even part-timers.

Focus on retention: Pay jumps for job hoppers

Wage growth continues to bump along near 3%, the same as the past several years. One group, however, is seeing much higher raises; and it’s a group that should have employers worried.

Cash is still king for performance incentives

Short-term, cash incentives continue to dominate the incentive-pay landscape among American employers, according to new research released last month by the WorldatWork total rewards association.

Absences due to FMLA can count against calculations for performance bonus

Generally, time spent on FMLA leave can’t be counted against an employee when, for example, tallying absences under a no-fault attendance program. However, calculations to figure a production bonus don’t have to “forgive” work missed because of FMLA leave.

More employers paying staff to stay ‘fiscally fit’

An increasing number of employers are giving money and other incentives to workers to encourage them to fund their emergency savings accounts, reduce their debt and attend financial education classes.