Engineering change through pay

Article Abstract:

Cummins Engine Co Ltd (England) instituted a revised payments system to cope with intensified worldwide competition. In an effort to better use employees' skills and improve their response to customer demand and new technology, job flexibility was increased: job responsibilities were broadened; tasks were integrated; 16 job bands were decreased to five; and pay differences and employment demarcation barriers were eliminated . Employees gained opportunities to enhance their skills; became more influential in decision making; and aided in cost reduction through improved skills and work conditions. However, a reduction in workforce from 3,000 in the late 1970s to about 800 a decade later resulted.

Analysis, Services, Employee motivation, Incentives (Business), Great Britain, Cummins Engine Company Ltd.

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Bonuses and commissions: is your overtime pay legal?

Article Abstract:

Despite the existence of The Fair Labor Standards Act (FLSA) and the Federal Wage-and-Hour Law, noncompliance still exists, and over $130 million in unpaid wages were disclosed in one year, mostly due to technical noncompliance with overtime pay provisions. An employer's potential overtime liability is increased by provisions such as incentive or productivity bonuses and commissions. Accurate records of computing overtime pay are essential, regardless of the methods used to compute overtime pay.

Wages, Wages and salaries, Wage payment systems, Bonuses, Overtime, Pay structure

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Pay equity laws in Canada

Article Abstract:

Canada's most populated province, Ontario, is moving to abolish systemic gender discrimination in compensation plans. Canadian employers are preparing a broad range of pay equity laws based on the concept of comparable worth or equal pay for work of equal value. The proposed measures are intended to eliminate pay discrimination in compensation based on the gender of the employee.

Canada, Social policy, Sex discrimination, Pay equity

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