<?xml version="1.0" encoding="UTF-8"?>
<rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title>Cypress Ridge Solutions &#187; Compensation</title>
	<atom:link href="https://www.cypressridgesolutions.com/category/compensation/feed/" rel="self" type="application/rss+xml" />
	<link>https://www.cypressridgesolutions.com</link>
	<description>408.294.3431 607 N. First St., San Jose, CA  95124</description>
	<lastBuildDate>Thu, 11 Jun 2020 17:01:32 +0000</lastBuildDate>
	<language>en-US</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.5.1</generator>
		<item>
		<title>Compliance Tip #9&#8211;Exempt/Non-Exempt Classifications: The Computer Professional</title>
		<link>https://www.cypressridgesolutions.com/compliance-tip-9-exemptnon-exempt-classifications-the-computer-professional/</link>
		<comments>https://www.cypressridgesolutions.com/compliance-tip-9-exemptnon-exempt-classifications-the-computer-professional/#comments</comments>
		<pubDate>Fri, 01 Feb 2013 18:01:50 +0000</pubDate>
		<dc:creator>Cherryll Sevy</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compliance]]></category>
		<category><![CDATA[2013 Compliance Tip]]></category>
		<category><![CDATA[Competitive Pay]]></category>
		<category><![CDATA[Job Descriptions]]></category>

		<guid isPermaLink="false">http://www.cypressridgesolutions.com/?p=1526</guid>
		<description><![CDATA[It is a good business practice to review the exempt/non-exempt classifications of job descriptions periodically. Responsibilities change, and more importantly, the laws and criteria  change.  Recently, in a job description review for a client, I found an employee who was &#8230; <a href="https://www.cypressridgesolutions.com/compliance-tip-9-exemptnon-exempt-classifications-the-computer-professional/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/compliance-tip-9-exemptnon-exempt-classifications-the-computer-professional/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>2013 Compliance Tip #1&#8212;Exempt Classifications: Computer Software Employees</title>
		<link>https://www.cypressridgesolutions.com/2013-compliance-tip-1-exempt-classifications-computer-software-employees/</link>
		<comments>https://www.cypressridgesolutions.com/2013-compliance-tip-1-exempt-classifications-computer-software-employees/#comments</comments>
		<pubDate>Wed, 07 Nov 2012 18:42:26 +0000</pubDate>
		<dc:creator>Cherryll Sevy</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compliance]]></category>
		<category><![CDATA[2013 Compliance Tip]]></category>
		<category><![CDATA[California Labor Laws]]></category>
		<category><![CDATA[Exempt Classifications]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[Job Descriptions]]></category>

		<guid isPermaLink="false">http://www.cypressridgesolutions.com/?p=1278</guid>
		<description><![CDATA[There are going to be many new labor laws which become effective in 2013 for employers.  This is the first in a series of tips to keep you aware of what&#8217;s happening.  (But first, my disclaimer.  CRS is a Human &#8230; <a href="https://www.cypressridgesolutions.com/2013-compliance-tip-1-exempt-classifications-computer-software-employees/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/2013-compliance-tip-1-exempt-classifications-computer-software-employees/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Archeology and Compensation</title>
		<link>https://www.cypressridgesolutions.com/archeology-and-compensation/</link>
		<comments>https://www.cypressridgesolutions.com/archeology-and-compensation/#comments</comments>
		<pubDate>Sat, 29 Sep 2012 00:05:59 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Competitive Pay]]></category>
		<category><![CDATA[Job Descriptions]]></category>
		<category><![CDATA[Motivating Employees]]></category>
		<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=192</guid>
		<description><![CDATA[Recently I made an offhand comment to a colleague that I can look at a company&#8217;s compensation plans and tell them about their organizational culture and what they really value.  He asked me to explain further, so I offered a few examples.  &#8230; <a href="https://www.cypressridgesolutions.com/archeology-and-compensation/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/archeology-and-compensation/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Hidden (and very real) Costs of Employees</title>
		<link>https://www.cypressridgesolutions.com/the-hidden-and-very-real-costs-of-employees/</link>
		<comments>https://www.cypressridgesolutions.com/the-hidden-and-very-real-costs-of-employees/#comments</comments>
		<pubDate>Wed, 18 Jul 2012 19:43:06 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Employee costs]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employee Management]]></category>
		<category><![CDATA[Employee Retention]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[employee management]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[human resources]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=222</guid>
		<description><![CDATA[With the economy slowly recovering,  employers are beginning to hire carefully.  Perhaps in your organization,  you are  adding new employees.  In any business, it is essential to balance expenses and investments with the value gained. Is there enough value to &#8230; <a href="https://www.cypressridgesolutions.com/the-hidden-and-very-real-costs-of-employees/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/the-hidden-and-very-real-costs-of-employees/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Money and Motivation</title>
		<link>https://www.cypressridgesolutions.com/money-and-motivation/</link>
		<comments>https://www.cypressridgesolutions.com/money-and-motivation/#comments</comments>
		<pubDate>Tue, 28 Jun 2011 20:45:51 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Motivating Employees]]></category>
		<category><![CDATA[pay for performance]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=168</guid>
		<description><![CDATA[Does money motivate?  As a compensation expert for many years I say &#8220;No,  I don&#8217;t believe money motivates at all!&#8221; I believe simply that inequitable, unfair and misunderstood pay practices are huge de-motivators. However, just because an employee is fairly &#8230; <a href="https://www.cypressridgesolutions.com/money-and-motivation/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/money-and-motivation/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>2011 Compensation Planning Tips</title>
		<link>https://www.cypressridgesolutions.com/2011-compensation-planning-tips/</link>
		<comments>https://www.cypressridgesolutions.com/2011-compensation-planning-tips/#comments</comments>
		<pubDate>Tue, 11 Jan 2011 23:12:06 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation Market Data]]></category>
		<category><![CDATA[Employee Retention]]></category>
		<category><![CDATA[pay for performance]]></category>
		<category><![CDATA[Salary Survey Data]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=148</guid>
		<description><![CDATA[In the past few months and as January has arrived, employers are finalizing their compensation plans for 2011.  Salary freezes are thawing, merit increase budgets are being set, as companies look ahead to economic uncertainty.  What is certain is the &#8230; <a href="https://www.cypressridgesolutions.com/2011-compensation-planning-tips/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/2011-compensation-planning-tips/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>All salary market data is not created equal</title>
		<link>https://www.cypressridgesolutions.com/all-salary-market-data-is-not-created-equal/</link>
		<comments>https://www.cypressridgesolutions.com/all-salary-market-data-is-not-created-equal/#comments</comments>
		<pubDate>Thu, 21 Oct 2010 06:42:24 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation Market Data]]></category>
		<category><![CDATA[Competitive Pay]]></category>
		<category><![CDATA[Employee Retention]]></category>
		<category><![CDATA[Job Descriptions]]></category>
		<category><![CDATA[pay for performance]]></category>
		<category><![CDATA[Salary Survey Data]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=128</guid>
		<description><![CDATA[As employers begin thawing their salary freezes, there&#8217;s a tendency to simply grant across-the-board increases to everyone.  Or worse, anecdotal information or &#8220;free&#8221; salary market data are used to adjust pay rates.  Beware! Recently, various compensation trend reports indicate 2011 &#8230; <a href="https://www.cypressridgesolutions.com/all-salary-market-data-is-not-created-equal/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/all-salary-market-data-is-not-created-equal/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Job Descriptions&#8211;Cornerstone to Great Compensation Planning</title>
		<link>https://www.cypressridgesolutions.com/job-descriptions-cornerstone-to-great-compensation-planning/</link>
		<comments>https://www.cypressridgesolutions.com/job-descriptions-cornerstone-to-great-compensation-planning/#comments</comments>
		<pubDate>Mon, 18 Oct 2010 23:48:36 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Employee Management]]></category>
		<category><![CDATA[Job Descriptions]]></category>
		<category><![CDATA[pay for performance]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=105</guid>
		<description><![CDATA[Position profiles, job descriptions, or virtually any document which describes the role and expectations of an employee lag the reality of what&#8217;s currently being done by the employee. In the past couple years, employees&#8217; roles have been adjusted, realigned, or &#8230; <a href="https://www.cypressridgesolutions.com/job-descriptions-cornerstone-to-great-compensation-planning/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/job-descriptions-cornerstone-to-great-compensation-planning/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>The Baseball Player Model of Pay for Executives</title>
		<link>https://www.cypressridgesolutions.com/the-baseball-player-model-of-pay-for-executives/</link>
		<comments>https://www.cypressridgesolutions.com/the-baseball-player-model-of-pay-for-executives/#comments</comments>
		<pubDate>Thu, 17 Jun 2010 23:22:58 +0000</pubDate>
		<dc:creator>CypressRidge</dc:creator>
				<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation planning]]></category>
		<category><![CDATA[Executive compensation]]></category>
		<category><![CDATA[Pay for performance]]></category>

		<guid isPermaLink="false">http://cypressridgesolutions.wordpress.com/?p=61</guid>
		<description><![CDATA[I am a strong advocate of performance-based compensation programs for companies.  Simply, those employees who create the greatest value to the company and perform well should make more than those who don&#8217;t.  Of course, performance is often subjective and the &#8230; <a href="https://www.cypressridgesolutions.com/the-baseball-player-model-of-pay-for-executives/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>https://www.cypressridgesolutions.com/the-baseball-player-model-of-pay-for-executives/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>
