Compensation p2


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  • This includes direct and indirect compensation
  • There are two types of benefits. Direct and indirect. Indirect benefits can account for as much 30% - 40% of an employees compensation
  • Certain benefits have been mandated and count for 10% of the total compensation
  • Social Security was setup up to fund unemployment and retirement. 95% of people who work pay into Social Security Currently the SS program is running a surplus but if changes are not make by 2038 our nation will not have a surplus. This is due to the 77million baby-boomers retiring.
  • When employees are terminated through no fault of their own they can receive unemployment. During the recent recession the government increase the weeks of unemployment.
  • When employees on injured on the job the employer will pay all cost of the worker’s compensation. Companies may sometime investigate claims to make sure the are legitimate
  • Applies to companies that have employees of 50 or more. If the organization is governmental the number of employees do not make a difference. For employees to take advantage of the FMLA benefit they must be employed for at least 12months and worked over 1250hrs within the 12 months.
  • There are other benefits that do not provide direct compensation. These benefits will vary by company.
  • Some companies offer Vacation time separate from Sick time. The normal is moving towards companies offering “PTO” and having sick and vacation rapped into one Employers pay and allow time off for Jury duty military, voting and bereavement leave. The time off will vary by company.
  • HMOs have a fixed fee but controls which doctors are used by the employees PPO provides flexibility to employees and employees are able to control which doctor they use Point-of-services indicates that before an employee can see a specialist they must have a referral from their physician
  • Defined contribution- Employees receive a certain amount of money to purchase the health care needed Medical Savings- Employees have the opportunity to set aside pretax dollars for medical reasons. Employees must use it within the calendar year.
  • Employees have the ability to select the coverage they need/want. It can include coverage of as much as 2 times to times an employees base salary
  • Promote ownership in the company and is offered to employees at all levels
  • Companies provide relocation of household goods and help ensure that the employee can arrive at work and not worry about their personal items. It also provides temporary housing if need Companies are now providing on-site child care or permit employees to bring Child to work Companies offer subsidized lunches, soda machines, coffee to help increase productive and provide a great place to work Companies offer employees the ability to purchase insurance policies and receive a payroll dedication and discount
  • Companies will pay extra for the conditions employees are put in. This includes hazard pay and shift differentials. Hazard employment could be a washer for skyscrapers or military pilots. Shift differentials is for inconvenient work schedules. For example working from 12am – 7am.
  • It is a well known fact that people do not always want a lot of money to stay or even join a new company. There are other factors that come into play that do not include direct compensation.
  • Skill Variety – when an employee has variety in their job has the ability to utilize different skills Task Identity- When an employee is able to identify their job with a certain accomplishment. For example, a Footwear Product Developer will see his or her shoe in footlocker. Task Significance- when an employees job influence the lives of people it adds a sense of achievement. For example, a doctor or police officer. Autonomy - leads employees to feel they have ownership and responsibility for outcomes on the job Feedback-
  • Flextime- allows employees to have the benefits of adjusting the time they come to work. Businesses can offer flexible services to customers, supervisors are forced to communicate more effectively. Compressed workweek- employees have the opportunity to work 4 days a week with longer work hours, usually 10hours per day. In return they are able to take one day off a week with out using vacation. Job sharing- two part-time people split the work schedule of 40 hours a week. Sometimes the days work over lap to allow for successful hand-offs and communication. Trust is very important in this role Flexible compensation - allows employees the ability to select what components that have for their compensation package. This approach with employees individual needs and preferences Telecommuting- allows employees the ability to work from home if they are able to maintain their performance. Not every job can be performed remotely. For example, Customer Service Representative. Most telecommuters are information workers. For example, programmer or recruiter. Part-time work - the employee who are students or parents with young children may need part-time schedules. The retail industry is known for having its workforce be part-time. Modified retirement- permits older workers to work fewer hours for a certain time period while maintaining their eligibility to retire
  • Compensation p2

    2. 2. Chapter Objectives • Define benefits as indirect financial compensation. • Describe mandated (legally required) benefits. • Describe the basic categories of voluntary benefits. • Describe the range of employee discretionary benefits. • Explain factors involved in non-financial compensation. • Explain factors that are involved in workplace flexibility. • Discuss workplace flexibility 2
    3. 3. Benefits Include all financial rewards provide to employees for being employed for the organization 3
    4. 4. Benefits in a Total Compensation Program External Environment Internal Environment 4 Compensation Indirect (Benefits) Legally Required Benefits Social Security Unemployment Compensation Workers’ Compensation Family & Medical Leave Voluntary Benefits Payment for Time Not Worked Health Care Life Insurance Retirement Plans Employee Stock Option Plans Supplemental Unemployment Benefits Employee Services Premium Pay Unique Benefits Financial Non-Financial The Job Job Environment Direct
    5. 5. Mandated Benefits (Legally Required) • Social security • Unemployment compensation • Worker’s compensation • Family and Medical Leave Act of 1993 (FMLA) 5
    6. 6. Discretionary Benefits (Voluntary) • Payment for time not worked • Health care • Life Insurance • Retirement plans • Employee Stock Option Plans (ESOP) • Supplemental Unemployment Benefits (SUB) • Employee services • Distinctive benefits • Premium pay • Part-time employee benefits 10
    7. 7. Payment for Time Not Worked “PTO” • Paid vacations • Sick pay • Jury duty • Sabbaticals • National guard or other military reserve duty • Voting time • Bereavement time 11
    8. 8. Health Care • Health maintenance organizations (HMO) – cover services for fixed fee, but control exercised over doctors and health facilities • Preferred provider organizations (PPO) – incentives to use services within system, may use outside providers at greater costs • Point-of-service – requires primary physician and referrals to see specialists 12
    9. 9. Health Care (Continued) • Defined-contribution health-care system – employee gets set amount of money annually to purchase health-care coverage • Medical saving accounts – employees set aside pretax money to pay for medical bills that are not covered, including deductibles and co-payments • Dental and vision care 13
    10. 10. Employee Services • Relocation benefits • Child care • Educational assistance • Food service/subsidized cafeterias • Legal benefits 17
    11. 11. Premium Pay • Compensation paid to employees for working long periods of time or working under dangerous or undesirable conditions • Hazard Pay - Pay provided to employees who work under extremely dangerous conditions • Shift Differentials - Paid to employees for the inconvenience of working less desirable hours 18
    12. 12. Nonfinancial Compensation Very powerful factor in compensation equation 19
    13. 13. The Job as a Total Compensation Factor • Skill Variety • Task Identity • Task Significance • Autonomy • Feedback 20
    14. 14. Workplace Flexibility • Flextime • Compressed workweek • Job sharing • Flexible compensation (cafeteria compensation) • Telecommuting • Part-time work • Modified retirement 21
    15. 15. Illustration of Flextime 23 Flexible Time Core Time Flexible Time (Lunch) Core Time Flexible Time 6 a.m. 9 a.m. 6 p.m.3 p.m.Noon Bandwidth
    16. 16. Advantages of Telecommuting 29 Aids recruitment and retention Broadens labor market (worker location not a factor; caters to employees with disabilities Reduces sick time and absenteeism Improves job satisfaction and productivity Saves costs for office space and utilities Provides work/life flexibility Reduces transportation and clothing costs Reduces stress of travel Caters to most productive hours for both “early birds” and “night owls Decreases traffic congestion Conserves energy and reduces pollution Relieves public transportation of “rush hour” problems Reduces peak-time congestion for many service organizations (e.g., retail and health care) For the Company For the Employee For the Community
    17. 17. 32