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CBIA members: Click here to sign up for our free HR and/or our Safety & Heath electronic newsletters. |
Find the Connecticut-specific information you need to comply with employment laws and regulations, and effectively manage your company's most valuable asset — its people!
Web-only features
Federal minimum wage posterThe revised 5-in-1 poster reflecting the new federal minimum wage is now available. To order, contact Lise Cliche at clichel@cbia.com or 860 244 1977. The Fair Minimum Wage Act of 2007 calls for a three step increase over the next three years, with the first increase to $5.85. It is the first raise in the federal minimum wage since 1997. Study: Salary jump for new gradsThe overall starting salary offer to new college graduates, regardless of major, increased by 7.1% over last year, according to a report from the National Association of Colleges and Employers (NACE). The Summer 2008 issue of NACE’s Salary Survey shows that, in general, the average starting salary offers to 2007-2008 bachelor’s degree graduates are on the rise. While the Spring 2008 survey report suggested that salary increases might be leveling off, the current report shows that salaries continue to rise in many disciplines—including some that appeared flat in the spring. For example, the average salary offer to business disciplines increased by 4% over last year at this time, but the Spring 2008 report showed just a 1.6% increase. In terms of specific majors:
NACE publishes its salary surveys quarterly, compiling data from college and university career services offices nationwide on graduates in 70 disciplines at the bachelor’s level.
Program note: How can you attract, motivate, and retain good employees? A key is ensuring that your compensation and benefits plan is efficient and effective. CBIA and Mercer Human Resources Consulting have developed a series of courses that will help you do just that. Courses will be held from 8:30 a.m. to 4:00 p.m. at CBIA in Hartford, Mercer Human Resources Consulting in Norwalk, and the Marriott in Trumbull. To register or for more information.
10 Free bus rides for commutersGovernor M. Jodi Rell is inviting Connecticut residents to take advantage of a variety of state-sponsored services, including 10 free bus rides for new riders. “This is a perfect opportunity for those folks who have been giving some serious thought to commuting because of the high gas prices but aren’t sure if it is for them,” said Gov. Rell. “I encourage them to try it. The 10 free bus rides are an example of all the state-supported options out there.” The governor said other commuting incentives include a free voucher for a three-day trial ride for vanpooling. More information about commuter services. Special update on top labor and employment issuesOver the past year, there has been a flurry of activity in the areas of federal and state employment law. The courts also made a number of significant rulings sure to have a long-lasting impact on employers. Join CBIA and the U.S. Chamber of Commerce for a synopsis of recent legislative and regulatory developments, and gain insight into positions the government is likely to take in the future, on Tuesday, Sept. 30, starting at 8:30 a.m. in CBIA's offices in Hartford. To sign up, contact CBIA's Lise Cliche at 860-244-1900.
HSAs: IRS issues Q&AThe Treasury Department and the Internal Revenue Service (IRS) have released Notice 2008-59 providing employers and employees with a new set of formal questions and answers about Health Saving Accounts (HSAs). The agencies have issued numerous guidance items since HSAs were created as part of the Medicare Prescription Drug Improvement and Modernization Act of 2003. The act lets an eligible employee covered under a high-deductible health plan set up a tax-exempt trust or custodial account—an HSA— for the purpose of paying qualified medical expenses. The latest notice contains more than 40 new frequently asked questions and answers that cover a range of topics, including: Who is an eligible individual; issues related to high-deductible Health Plans; contributions to and distributions from HSAs; and establishing an HSA.
SSA unveils benefits calculatorThe Social Security Administration (SSA) has a new online tool that provides immediate and personalized benefit estimates to help people plan for their retirement. The Retirement Estimator is tied to a person’s actual Social Security earnings and eliminates the need to manually key in years of earnings information. Deciding when to retire is one of the most important and difficult decisions many people face, says Social Security. The Retirement Estimator is simple, easy-to-use and will provide highly accurate benefit estimates for those nearing retirement age. For younger workers, it will provide valuable information to help them plan and save for retirement. The estimator is interactive allowing the user to compare different retirement options. For example, a person can change retirement dates or expected future earnings. Individuals also can print out up to three difference scenarios at one time, including their benefits at age 62 (current age if older), full retirement age, and age 70. OFCCP has record yearIn Fiscal Year 2007, enforcement efforts by the Office of Federal Contract Compliance Programs (OFCCP) garnered a record $51,680,950 in back pay and annualized salary and benefits for a record 22,251 workers subjected to unlawful employment discrimination. OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Veterans’ Readjustment Assistance Act of 1974. These laws prohibit federal contractors and subcontractors from discriminating in employment on the basis of race, gender, color, religion, national origin, disability, or veteran status. Of the record enforcement result, 98% was collected in cases of systemic discrimination—those involving an employment practice or policy that affects a significant number of workers or applicants. The nearly $52 million reflects a 78% increase over financial remedies obtained in FY 2001. This marks the third consecutive year that OFCCP has posted record enforcement numbers. More information about the agency’s enforcement initiatives.
DOL proposes 401(k) disclosure ruleThe U.S Department of Labor (DOL) has proposed regulations to improve the disclosure of certain investment-related information to workers covered by 401(k) type plans. The centerpiece of the proposal is a requirement that plan fiduciaries provide information about investment options in a comparative chart or similar format. As part of the proposal, the DOL has developed a model chart for complying with this requirement, while giving plan fiduciaries the flexibility to design their own charts or comparative formats. The proposal also would require plan fiduciaries to disclose basic information about the plan and its investment options, such as how to give investment instructions, investment returns and fees and expenses, and how to obtain more detailed information. This information would be given to plan participants on a regular and periodic basis. The DOL says its proposal is consistent with public consensus that workers need clear and concise information to be able to make wise investment decisions and make the most of their 401(k) plans. The proposed rule would be effective for plan years beginning on or after January 1, 2009. Comments on the proposal should be directed to the U.S. Department of Labor, Employee Benefits Security Administration, Room N-5655, 200 Constitution Ave., N.W., Washington, D.C. 20210, Attention: Participant Fee Disclosure Project; electronically to e-ORI@dolk.gov or via www.regulations.gov. Comments must be received by September 8, 2008. Program notes: Coming this month…New conference designed for today’s busy professional…Improve Your Productivity: Survival Strategies for Today’s Workplace. Today’s stresses are verydifferent from those of even five years ago, so you need fresh advice. Thursday, August 21, 8 a.m. to 2:30 p.m., Crown Plaza, Cromwell. More details or to register.
When you top managers grow, your company will, too. Register now for CBIA’s Management Institute series —a convenient, affordable way to prepare your employees for the increased responsibility that comes with leadership. Classes are held at CBIA in Hartford.
Learn from some of the most experienced HR experts in Connecticut by participating in CBIA’s Human Resources Council., a five-meeting series covering a range of HR topics.The council will meet at CBIA in Hartford from 8:30 to 10:30 a.m. To register or for more information.
'What To Do about Personnel Problems in Connecticut'CBIA is partnering with Connecticut Human Resource Reports LLC to offer members one of the most comprehensive sources on HR issues in Connecticut. What to Do About Personnel Problems in Connecticut delivers clear, straightforward, state-specific guidance for handling all the employment related and HR issues that crop up in your organization on a daily basis. It’s a single resource — updated regularly — that offers guidance in hundreds of key areas, from absenteeism to FMLA leave to overtime pay to workers’ compensation. This unique guide is available to CBIA members for only $350. That’s a $50 savings off the regular price. For more information or to order, contact Lise Cliche at 860-244-1977 or e-mail her at lise.cliche@cbia.com .
CBIA’s Management Institute will make your best managers even betterCBIA's Management Institute, a series of courses designed to prepare your top managers for that next promotion. This series of courses covers topics ranging from business strategy to accounting to marketing and negotiating. They were developed to offer member companies a cost effective and convenient means to provide their talented mangers with the academic underpinning that allows them to take on a greater role in their companies. More information and to register. CBIA's 2007-2008 Compensation ReportFind out if your company’s wages and salaries are in line with those of similar businesses right here in Connecticut. Competitive compensation is key to attracting and retaining top performers. This report contains real wages and salaries paid by small, large and midsize Connecticut employers representing various industries and sizes. More than 150 positions are included in the areas of manufacturing, engineering, accounting, data processing, clerical/administration, purchasing and sales/marketing. Data are reported on a statewide basis and more narrowly by geographic region when possible. The report also includes information about bonuses and the minimum, midpoint and maximum salaries for established position ranges. In addition, for the first time CBIA has partnered with Adecco, a leader in human resource solutions, to include their salary survey data. As a result of this partnership, we’ve created a comprehensive document that provides a better analysis of salaries and wages paid in Connecticut. Includes information about more than 150 positions! • Accountant/Financial • Advertising Director • Administrative Assistant • Assembly Foreman • Bench Assembler • Buyer • Customer Service • Director of HR • Director of Marketing • DP Manager • Drill Press Operator • Engineer • Lab Technician • Machine Operator • Mechanical Engineer • Personnel Manager • Production Worker • Programmer • Purchasing Manager • Safety Engineer • Tool, Die and Gauge Maker • TQM Manager To order, visit the CBIA Store:"Compensation Report" Who should telecommute?The success of a telecommuting program largely depends on which employees are chosen to become telecommuters. Not all employees are suited to telecommuting or even want to telecommute; so determining who can be a successful telecommuter is key. Employees best suited for telecommuting are:
Telecommute Connecticut recommends that employers use a “Self-Nomination Form,” which gives employees the option to describe their pro-telecommuting characteristics, the telecommuting site and proposed work to be done while telecommuting. This helps both employers and employees determine if they are suited to telecommuting. It’s important to remember that telecommuting should be offered at the discretion of the employer. In fact, it is always a good idea to mention that telecommuting is neither a perk nor an entitlement or benefit. Telecommute Connecticut!, a commuter service of the Connecticut Department of Transportation, provides Connecticut employers with free assistance to custom-design, develop and implement telecommuting best practices for qualified employees. For more information about Telecommute Connecticut!, visit www.telecommuteCT.com or call (800) 255-7433. Are you in compliance with state and federal posting requirements?CBIA
has all the posters you need to comply with your state and federal posting
obligations. Click
here to find out what your company needs to post. After you find out
what you need to post, click here for more information on CBIA's poster
kits.
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© 2003 Connecticut Business & Industry Association (CBIA). All rights reserved. The articles, forms and other materials available through this Web site are for informational purposes only. They are not intended as legal advice or as a solution to an individual problem. You are encouraged to consult with appropriate legal counsel prior to relying on the materials in whole or in part.
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