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Astron’s Yearly Compensation Review Part III: Non-Profit Executive Compensation Planning for 2019

Astron Solutions

The Tax Cuts and Jobs Act of 2018 is the most impactful change to the way non-profit organizations will plan their executive compensation programs going into 2019. The second most impactful change is the clarifications from the Internal Revenue Service on the use on “incentive” and “bonus” programs for non-profit executives.

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2019 HR & Compliance Web Summit: Executive Summary

Paycor

Industry experts like Jennifer McClure offered actionable insights and advice on all things HR, from self-care for the HR pro to in-the-news compliance issues. Maintaining compliance for the organization. W-4 Changes In 2020: What You Need to Know |Speakers: Paycor Compliance Team. Recruiting Compliance – EEOC.

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Best HR Practices for Your MedSpa Business Source

Hppy

billion in 2019 and is expected to grow by $47.14 Administrative roles: How would you ensure compliance with healthcare regulations in a Medspa environment? Reward performance: Recognize and praise employees for a well-done job and provide incentives, such as monetary rewards ( pay increase, bonus, gift card) to keep them motivated.

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New DOL Overtime Rule: FAQs

Paycor

On September 24, 2019, the Department of Labor issued its final ruling to increase the minimum salary threshold for executive, administrative and professional exemptions from $455 per week ($23,660 annually) to $684 per week ($35,568 annually). Q: Can employers use bonuses to satisfy part of the salary level test?

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How the SECURE 2.0 Act of 2022 benefits your workplace

Insperity

Act of 2022 Expanding on the provisions laid out in the original SECURE Act of 2019, the SECURE 2.0 Act seeks to: Open access to 401(k) retirement plans to more people Provide greater opportunities to save Offer financial incentives to save while removing common barriers and penalties So, what does the law require of employers?

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Why Every Organisation Needs a Solid Compensation Strategy

6Q

A compensation strategy typically includes the following: Basic pay: This refers to the initial salary without the benefits, bonuses or raises. Bonuses: Employees are rewarded with bonuses for meeting their quotas and performing their job duties well. Check for legal compliance. It fosters employee loyalty.

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Why Every Organisation Needs a Solid Compensation Strategy

6Q

A compensation strategy typically includes the following: Basic pay: This refers to the initial salary without the benefits, bonuses or raises. Bonuses: Employees are rewarded with bonuses for meeting their quotas and performing their job duties well. Check for legal compliance. It fosters employee loyalty.