Base pay raises on scale, work
Dear Karen: I’m evaluating my employees for year-end salary increases. Can you offer any advice on the process?
Answer: Establish a consistent scale that enables you to evaluate all employees equally. Mike Hayes, vice president of compensation data firm PayScale Professional, suggested a five-point evaluation range that ties rewards to differences in specific performance levels.
For instance, an employee with a distinguished evaluation would get a five, along with a 5.7% to 8% increase. An excellent worker would score four and get a 4% to 5.6% increase. A proficient employee would score three and get a 2.9% to 3.9% increase, Hayes said, and those who score one or two would not get merit increases.
“Ideally, year-end salary increases and general employee compensation should map to the individual’s unique skills, abilities and performance, as well as to the current market rates for the position,” Hayes said.
Providing mental health coverage
Dear Karen: I’m providing health insurance benefits for my employees. Must I include mental health coverage?
Answer: No. You may choose what coverage to provide. Ask your broker to help you do a cost-benefit analysis on the issue of mental health coverage. One thing to consider is that there are modest administrative costs related to mental health coverage, as applicable law requires you to provide certain notifications to employees and to take steps to safeguard their privacy, said Greg Keating, co-chairman of the healthcare practice group at labor law firm Littler Mendelson.
Keep in mind also that the effect of depression on absenteeism and lost productivity is substantial.
“Employers nationally have repeatedly indicated that depression and other mental conditions top the list of chronic conditions which, when not properly treated, have a devastating impact on productivity,” Keating said. “If you decide to provide mental health coverage, you should strongly consider contracting with a capable third party to ensure that your employees have the necessary assistance to follow their treatment plans.”
Selling a slogan could be difficult
Dear Karen: I have what I believe is a perfect slogan for an international company. Should I approach companies directly? Do I need to hire an intellectual property attorney?
Answer: Corporations tend to make decisions about things like slogans internally, relying on their key executives or other employees. Others hire branding agencies. It would be very rare for a company to adopt a slogan submitted by an outsider, said Athol Foden, president of consulting firm Brighter Naming.
“People get passionate about their slogans and don’t understand how corporate decisions are made,” Foden said. “Unfortunately, there is no practical way to legally protect a slogan or tag line, though for a short time you could file a trademark ‘intent to use.’ Doing that, however, would scare any company away from using your slogan.”
And it wouldn’t be cheap either. “A company will want a number of slogan choices based on their present campaigns, positioning, values or strategies. Also, trademarks are based on international classes, so potentially they could still use your slogan exactly as is in another registration class,” Foden said.
If you have a knack for making up slogans and names and can produce a number of clever ones on short notice, he suggested that you start freelancing for a creative agency that specializes in slogans, tag lines, naming and verbal branding.
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