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By Upendra Chivukula and Veny W. Musum Today, almost 50% of Americans own zero capital wealth. With the already manifest discontent all over the country, this fact is an ominous recipe for even wider, much more serious future levels of unrest. However, there is a solution. Shared employee ownership via Employee Stock Ownership Plans (ESOPs) […]
New data from a survey by PayScale, Inc., addresses male and female perspectives on gender equity and equal opportunity in the workplace and confirms that there is a “perception gap” between the sexes, especially in male-dominated fields such as the tech industry.
Nearly 75% of minimum-wage paying firms in the United States say they would reduce current or future employment if the minimum wage is raised to $15 per hour, according to a recent survey of senior finance executives. The Duke University/CFO Global Business Outlook survey has been conducted each quarter for two decades. The latest survey […]
Accepting a job below one’s skill level can be severely penalizing when applying for future employment due to the perception that someone who does this is less committed or less competent, according to new research from a sociologist at The University of Texas at Austin.
A new study that examines the graduate earning returns for various college degrees will be good news for women. In fact, a study by Activia shows females experience a much better return on their investment than males.
In Yesterday’s Advisor, we began to learn about employer responsibility when it comes to joint employment. Today, we’ll explore the responsibilities of the secondary employer.
In early 2016, the Wage and Hour Division of the U.S. Department of Labor (DOL) released an Administrator’s Interpretation addressing joint employment under the Fair Labor Standards Act (FLSA) and Migrant and Seasonal Agricultural Worker Protection Act (MSPA). In conjunction with this release, the DOL also issued a new fact sheet on the Family and […]
Let’s get down to brass tacks: Pay is the reason people go to work.
Despite embracing the concept of pay-for-performance, a surprisingly large number of North American employers say their pay-for-performance programs are not doing what they are designed to do—drive and reward individual performance—according to a new survey released by Willis Towers Watson.
For the first time, the federal Bureau of Labor Statistics (BLS) has broken down clergy pay by gender, and the surprising results—that there is a gender pay gap in this occupation—is causing much comment in the religion-based media.