Read this now
Pay Strategies for Remote Workers: Stay Compliant & Competitive
On-Demand Recording
Summary
Today’s remote workplace opens up a nearly unlimited talent pool for employers, but it also opens up a new host of challenges when it comes to setting employee compensation.
Many employers are now considering basing salary on where a remote employee is located, rather than where the organization is headquartered. This approach may give some relief to the compensation budget, but employers must also consider federal and state wage laws, plus the impact it could have on their ability to keep and recruit top talent.
In this instructor-led, 60-minute event we will take a close look at:
- Keys for researching salary compensation in the remote market
- Risks of targeting “lower cost of living” areas for remote applicants
- The impact of using this approach during the “Great Resignation”
- Using federal pay scales to determine how locality-adjusted pay affects salary
- How to prove you hired the “best person for the job” regardless of locality
- Recordkeeping requirements when making salary compensation decisions
An Employee Location v. Company Location Approach to Setting Salaries
- How to research salary compensation in the remote employee job market
- Differential compensation wording to use in job descriptions and listings
- Additional cost factors to consider when hiring remotely (besides salary)
- Responding to a remote applicant when salary compensation questions arise
- Pros and cons of using the applicant’s location to determine salary
- Strategies for finding qualified applicants in remote localities
Legal Considerations for an Employee Location-Based Salary Approach
- Four key factors to consider when seeking to justify pay differentials
- Establishing an affirmative defense to claims of pay discrimination
- Where to find individual state labor laws when determining appropriate salary for a locality
- Is it legal to target a “lower cost of living” area of the country for remote applicants?
- Recordkeeping requirements when making the “salary compensation” decision
- How to prove you hired the “best person for the job” regardless of locality
Program Benefits
In this compliance-based, 60-minute program you will discover the benefits and risks of using remote employees’ locations for setting pay, rather than the more traditional approach of using the organization’s main office location as the base. Learn what employers should and should not do when selecting a pay strategy.
If you'd like this program customized for your organization, call us at 1-800-964-6033. We're certain we can fulfill your training needs, while making it fit in your budget!
Register Now
FOR ONLY $99
Receive all the valuable tools, guidance, and materials as if you attended live!
Get access to all of our workshops plus much more with a subscription to HRMorning Insider.
Get
Guaranteed to be Good
All training experiences include a 7-day 100% money-back guarantee.
HRCI CREDITS
This program has been approved for 1 (HR (General)) recertification credit hour toward aPHRTM, aPHRiTM, PHR®, PHRca®, SPHR®, GPHR®, PHRiTM and SPHRiTM recertification through the HR Certification Institute. Learn more at hrci.org
SHRM CREDITS
HRMorning is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. This program is valid for 1 PDCs for the SHRM-CP® or SHRM-SCP®. For more information about certification or recertification, please visit www.shrmcertification.org.
