A Sophisticated Merit Increase Grid
Yesterday’s CED featured advice on variable performance pay from consultant Teri Morning, MBA, MS, SPHR, SPHR-CA. Today, her salary increase grid—which is a little more complex than most.
Tag: california hr
Free Report Friday: David vs. Goliath: How Small Business Can Win The Recruiting Battle
Competing Compensation Goals? Matrix Them
Yesterday, consultant David Cichelli talked about hurdles, modifiers, and multipliers for sales compensation. Today, his take on using matrices, plus an introduction to a new compensation webinar you won’t want to miss.
Free Report Friday: Learn the Benefits of Creating a Mobile Workplace
Over the past ten to fifteen years organizations have noticed a shift in the work habits of employees especially with the wide availability of mobile capabilities.
Carve-Outs Mean Small Budgets Can Differentiate Performance
Yesterday, we looked at the first seven of consultant Jim Kochanski’s nine factors for pay-for-performance success. Today, the remaining two—plus an invitation to a webinar next week that will help you become fluent in pay for performance at your organization.
The Good News? 30% Do Pay for Performance Well
“Approximately 30% of organizations we study do pay for performance well,” consultant Jim Kochanski says, so it is possible, but it’s not automatic. “Fortunately, there are nine factors that can help the other 70%, he says.”
What Are the Rules for Mixed-Motive Bias in California?
In early 2013, the California Court of Appeals ruled in favor of an employee in a so-called “mixed-motive” case (when an employer has both unlawful and legitimate reasons for taking an adverse employment action) brought under the state Fair Employment and Housing Act (FEHA).
Employment Law Alert: San Francisco’s Ban the Box Ordinance
Effective August 13, 2014, San Francisco’s Fair Chance Ordinance prohibits employers from asking about a job applicant’s criminal history, including inquiries on an employment application form. This prohibition, often called a “ban the box” provision, applies to private employers, city contractors, and subcontractors with 20 or more employees. Covered employers may ask about an applicant’s criminal history after the first live interview (in person or via telephone or other technology) or after a conditional job offer. A notice describing the protections provided under the ordinance will be developed by the city’s Office of Labor Standards Enforcement (OLSE). Employers are required to post the notice and to send a copy to any labor union with which they have a collective bargaining agreement.
Changes To California Mixed-Motive Rules
Yesterday, we looked at the case of a California employee, Lorena Alamo, who successfully established that her termination was due to improper “mixed motives” (the employer had both unlawful and legitimate reasons for the firing).
