Wellness Plan

Wellness Plan
Developing an Organizational Employee Wellness Plan
Sample Outline
This outline is intended to be a starting point to guide state agencies in developing their own
agency–specific wellness plan. The provided outline addresses specific points to consider in
developing the agency plan, but each agency will need to add additional content to define
adequately what and how each activity will be implemented in the agency. While the outline is
presented in this format for ease of reading and brevity, a more narrative format is recommended to
serve as the actual agency wellness plan.
Additionally in some sections, such as Program Objectives and Program Content, the outline
provides suggested objectives or program content for agencies to ... Show more content on
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By the end of FY , at least % of mothers of young children will report that their worksite
environment and policies supported their efforts to begin and/or continue breastfeeding.
III. Survey of Employee Needs
A. Employees were surveyed to gather data on their interest in wellness activities, types of events,
topics of interest, and preferred cost and times for activities. In summary, the following results were
noted:
IV. Eligibility Requirements
A. All employees are eligible for voluntary participation in the wellness activities.
B. Family members are eligible to participate per guidelines set by the organization:
V. Use of Facilities
A. Wellness program activities will take place in appropriate designated spaces. This may include
conference rooms and other available on–site indoor and outdoor areas as well as off–site locations.
VI. Providers of Instruction

A. Providers of instruction or services for the wellness program will include:(health educators,
nutritionists, mental health professionals, certified fitness instructors, qualified yoga instructors,
registered massage therapists, and others as appropriate to the agency plan).
B. Only persons with accepted degrees or recognized training/certification will be selected. The
agency wellness coordinator will review providers' qualifications to ensure the highest standards are
met.
C. All leaders of vigorous exercise will meet all required criteria including current CPR certification,
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The Gender Pay Gap
Around the world, society is unequal, one example is the gender wage gap. Women are paid
leviathan percents less than men, only because of gender. When analysing the evidence of how
starting to bring awareness to social inequities and raising awareness at a local level can turn global
and change the world, one can see the history of the problem, the localness of the problem, and the
global problem by examining a single inequality such as the gender pay–gap. Evaluating the
quagmire of the gender wage–gap and the cincher of the history of the predicament can change one's
views and effect how to solve the issue. To start, in 2016, women were paid 20% less than men for a
full–time job. However, the pay change has amassed since 1960. With the rate it is at now, it will
likely only be fully egalitarian by 2059. But, in recent years the process is slowing down, it could be
pushed up to 2119. Location is also a key factor in the pay caesura between men and women; New
York is closer to equality with women getting paid 89% of men, while the lowest is in Louisiana,
where the gap is as low as 70% difference between women and men. Asian women, however, have
the lowest pay gap, especially compared to Hispanic women, who were paid 54% of what white
men were paid, found in 2016. Six in ten women (58%) work in low–wage jobs that typically pay
less than $11 per hour and 69% of those usually pay less than ten dollars per hour. Low–wage jobs,
such as child care workers and fast food workers,

Are Women Earn 77 Cents On The Dollar Versus Society?
We've been told this lie before, even from the President of the United States. Women earn 77 cents
on the dollar compared to men. (Kessler, Glenn) There have been articles, reports, and social media
activism promoting equal pay. I'm here to take an unpopular, but necessary, opinion. The wage gap
as you know it is a myth. It's a product of bad statistics and bad economics. The largest factor behind
wage inequality, of the sexes, is getting men and women into different occupations without societal
judgment. Men are focusing on jobs with higher economic outlook, and women are focusing on jobs
that are most beneficial to the community. (Solis, Hilda S, Keith Hall) While there is nothing wrong
with that, it does lead to a perceived pay disparity. This issue is fundamentally misleading and
economically illogical. It is being posed as unequal work for equal pay, when the reality is that it's
an unequal workforce. It's been argued by some that the addition of women to certain fields has been
known to lower average wages. This may be explained by considering that when you add more
supply to an occupation, the demand needs to increase as well or the prices will stagnate or fall. A
study would have to control for overall number of occupants in a field relative to its demand to
prove this. The purpose of this essay is to explain how you actually determine pay inequality, what it
actually is, and what is actually causing the statistics we're seeing. This movement caught fire

Ibm And The Tabulating Machine Company
"International Business Machines commonly called as IBM is a merger of three nineteenth century
companies called as the Tabulating Machine Company, the International Time Recording Company
and the Computing Scale Company of America which creates Computing–Tabulating–Recording
Company (CTR) on June 16, 1911. IBM was formerly known as CTR. In 1914 Thomas J. Watson
Sr. joined CTR and over the next two decades transformed it into a growing leader of innovation and
technology. The company's name got changed to International Business Machines Corporation
(IBM) in 1924" (www–03.ibm.com/ibm/history). From the beginning, IBM defines itself not by
policies or products but by forward–thinking culture and management practices grounded in core
values. One of the main values they developed is supporting women. IBM has always been a mother
friendly company. In 1935, IBM recruited 25 female college graduates. These were the firm's first
female professionals. 1943 marked another milestone as a woman called Ruth Leach Amonette
became first female vice president. Through the years, the rate of female employees and executives
both showed steady increases. A three month leave–of–absence program was started in 1956, thirty
years before the Family and Medical Leave Act. The leave–of–absence program includes the option
to phase part–time back into the workplace.
IBM reports each year on global workforce diversity and addresses the need to be the premier global
employer of women. The company has

Compensation and Benefits
Compensation and Benefits: Methods, Strategies and Performances LaTonya Hopes This paper is
submitted in partial fulfillment of the requirements for Human Resource Administration BUS 5273–
50 Texas Woman 's University School of Management Dr. Derek Crews February 8, 2013 Table of
Contents Abstract ............................................................................................................................. 3
Introduction ................................................................................................. 4 Literature Review
........................................................................................ 5 Discussion
.................................................................................................... 9 Conclusion
.................................................................................................. 10 References
................................................................................................. 12 ABSTRACT This paper explores
compensation strategies ... Show more content on Helpwriting.net ...
Although research generally confirms that pay–for–performance plans can influence greater
outcomes, it is unclear how effective different pay plans are relative to each other (Park, 2012). Like
most things in business, compensation is something that requires evaluation, study, assessment,
strategy, modeling and integration. Achieving a pay for performance culture does not happen
without paying attention to the behaviors, activities, rewards and motivations that have to be linked
and reinforced through a well engineered and successfully executed process. Actually if that process
does not tie rewards to shareholder financial objectives, employ the proper mix of compensation
elements, result in meaningful dollars, embrace performance that employees can impact and are
effectively communicated and reinforced, then the results it produces will likely fall short (Vision
Link Advisory Group, 2013). A strategic plan for employee compensation

The Contemporary Pay And Benefits Environment Must Comply...
Summary: The contemporary pay and benefits environment must comply with the civil service
compensation system. Designed with the assumption that an individual job was an essential unit of
measurement and that the relationship of the one job to another, could be determined and its values
assessed apart from the job incumbent. Under such a program, we must identify the elements as
characterizing the future of compensation policy and practices. It is the utmost importance, to
distinguish between long–term verse shorter–term perspective, performance, compensation, and the
types of benefits within the level of retrenchment. Since the impact of such elements when dealing
with the public sector, compensation policy and practices captured with the new pay. Further, by
understanding the characteristics of new pay, the responsibility for day–to–day salary management
shifts. Which also puts back the traditional classification from the broadband range and vast salaries
ranges. For instance, paying the job and the person, and dealing with the emphases of performance
appraisal, the range of rates, and peers, subordinates, and clients, and their customers. In summation,
the merit pay for the individuals has replaced the team, and group incentives replaced. We now
increasingly tailored the pay plans for particular work situations. Each of these predicted changes
introduced to address, contemporary labor market. Since the concept of stable jobs, content no
longer applies, and

Description Of AAustralian Occupant
Q.1 Residence and Source
An 'Australian occupant ' implies in s 995–1 ITAA97 as a man who is the visitor for the reason of
the ITAA36. The ITAA36 is extremely significance of "occupant" in specified in s 6(1). This
demonstration gives distinctive sorts of definitions for the people (para (an) and organizations (para
(b). the particular means is accessible underneath.
Living arrangement:
1. Resides test: The individual is an occupant in the Australia if the individual was lives into the
Australia. The guidelines and direction was not said in the enactment but rather it has conventional
importance. The Sborter Oxford English Dictionary was characterized the lives test importance in
fitting. The spot where the individual was dwelled is ... Show more content on Helpwriting.net ...
The home is characterized into the Domicile Act in 1982 and the custom–based law. Home means
the legitimate ideas. The spot of the residence that the spot was the place the individual has home.
As per the instance of R v Hammond(1852) 117 ER 1477 expressed that the a man was home where
the individual lives with his own family and rest at the night that spot of the home a man.
3. 183–Days test: The individual was occupant in the Australia on the off chance that he was really
and persistently in the Australia amid more or more than the one–half year wage. As per the S19 85
ATC 225, 183 days test does not was apply a man amid the year is occupant and the end of the year
he was not in the Australia.
4. Commonwealth superannuation test: The individual was an inhabitant in the Australia on the off
chance that he or she is 1)a individuals from the superannuation plans (Superannuation Act 1990),
2)an qualified workers of the motivations behind the Superannuation Act 1976, a kid or a life
partner under 16 or a man was secured 1 and 2 prerequisite.
Source
The meaning of the source in Nathan v FC of T (1918)25 CLR 183 by Issacs was expressed that
source was not a legitimate ideas but rather something identified with the pay. Source was
incorporated administrations pay, interest pay, rental salary, sovereignty pay and profit wage.
Conclusion

Taking everything into account, it was

Ridoran Manufactoring
Riordan Manufacturing Compensation Plan
Team B– Diana Barris, Nicole Bell, Jacqueline Chaney, Shawnda Davis, Hadeel Raouf,
Kelly Tyler
HRM/324
Annette Clark–Davis
February 11, 2013
Riordan Manufacturing Compensation Plan Riordan Manufacturing is a worldwide plastics
manufacturer that is headquartered in San Jose, California. Their organization has over 500
employees and prides themselves on providing their customers with high quality merchandise to
satisfy their plastics needs. They hold an ISO 9000 certification which is an organization that
establishes and measures quality control. In order to meet or exceed the level of quality required
under ISO standards, Riordan Manufacturing will need to have knowledgeable and skilled ... Show
more content on Helpwriting.net ...
64). The external equity is based on how the employee sees the company's pay structure and
compensation system. What the employer pays, relative to what other employers will pay for the
same type of work. The Riordan Manufacturing Company works toward a fair base system,
attracting, and maintaining good workers when considering internal and external equity.
Implementing job analysis, employee evaluations, work structure, pay ranges, and pay grades are
ways the company endorse internal equity. Marketing surveys, supplying a competitive pay system,
and salary surveys are used to implement external equity. This will allow the company to manage
and implement a compensation structure that will add value and continue to make the organization
successful. Wage Management and Rationale Riordan Manufacturing's salary administration
program was created "to achieve consistent pay practices, comply with federal and state laws, mirror
our commitment to Equal Employment Opportunity, and offer competitive salaries within our labor
market" (University of Phoenix, 2004, p. 11). Employee compensation is based on several factors
including but not limited to job analysis, evaluations, the duties and responsibilities of the job, and
salary survey data on pay practices of other organizations in

Paycheck Fairness Essay
Paycheck Fairness Act Valuing the Employee The Paycheck Fairness Act can aid an organization in
laying the foundation to value employees equally and add a level of transparency without retaliation.
The vantage point of paying everyone equally, regardless of race, gender, religious and/or sexual
preference may seem as an obvious option as we are all created equal. The vantage point of paying a
person what they are worth, what type of experience they may bring to the table, or what value they
could potentially add also provides a sensible solution to paycheck discrepancies. Bridging the gap
between understanding what value a person can provide and valuing the person is the debate which
is quite emotional and full of ... Show more content on Helpwriting.net ...
It revises the exception to the prohibition for a wage rate differential based on any other factor other
than sex, limits such factors to bona fide factors, such as education, training, or experience.
Additionally, it states that the bona fide factor defense shall apply only if the employer demonstrates
that such factor: (1) is not based upon or derived from a sex–based differential in compensation, (2)
is job–related with respect to the position in question, and (3) is consistent with business necessity.
(Library of Congress, 2012) Among many of the other benefits provided by the potential passing of
the PFA is the ability to hold organizations and corporations accountable to report their statistics
within a reasonable time frame. "The Act requires the EEOC to survey pay data already available
and issue regulations within 18 months that require employers to submit any needed pay data
identified by the race, sex, and national origin of employees. These data would enhance the EEOC's
ability to detect violations of law and improve its enforcement of the laws against pay
discrimination." (How the Paycheck Fairness Act Will Strengthen , 2012) The complexity of this act
is valid and fair, and through the research it would indicate a gap would be left open to any
individual or party to approach the

Other Challenges That Parental Leave And Birth And...
Other challenges that parental leave and "birth and adoption unemployment compensation (BAA–
UC), face are their opponents who think the government would be overstepping their boundaries if
the government stepped in and changed parental leave. These opponents say that it would cost too
much money to enforce. Others who are against BAA–UC believe that it is the parents' concerns to
provide for the daycare and the duties that come with raising a child of their own. The people also
say parental leave "goes beyond the scope of the government."
While still others say they, "do not object to the concept of paid leave for the new parents, but
believe the employment compensation program is the wrong vehicle for providing such benefits."
Randy ... Show more content on Helpwriting.net ...
As one can see, the topic of parental leave has many factors that play major roles in what and how
and how much should be done with parental leave. Now that you've heard all the facts, how could
the United States achieve a parental leave program for new families? Here are a few things to
consider, FMLA, cost, job employment, and benefits to offer. I'm proposing a plan to help new
families and even other families that are in need of some work. I think that with the statistics being
stated above, the United States needs to have a paid parental leave benefit system offered in their
contracts. I believe this will help many people and families in the bonding process. We would go
about this in first setting aside some money and getting the government to approve this policy. Then,
FMLA would also be the ones helping out with parental leave. New parents would be able to leave
their job knowing they could still come back after their leave was up. While the newly parents were
gone, the employer could offer a temporary job to someone seeking a job. They wouldn't have to
give them the full benefit system they offer because the job seeker wouldn't be with them forever.
As part of the solution, if a person knew they wanted to start a family by having or adopting a child,
they could start a process of the company taking out a certain

Gender Inequality Of Equal Pay For Women
Introduction:
On January 29, 2016, The White House Press Office released a FACT SHEET on new steps to
advance equal pay for women. This FACT SHEET states that,
"the median wage of a woman working full–time all year in the United States is about $39,600–only
79 percent of a man's median earnings of $50,400" (The White House, 2016).
However, many scholars and economists disagree that a gender wage gap exists. In addition,
conservative political experts and bloggers promote the notion that gender based wage gap is an idea
propagated by feminists, women empowering organizations, and progressives. However, almost all
the working women in the United States, and organizations such as Institute for Women's Policy
Research (IRWP), and American Association of University Women (AAAU), strongly believe in the
existence of the gender wage gap.
This sociological issue of equal pay for women is extremely relevant in today's environment where
women perform equal work as men in many occupations. Furthermore, with almost 50% of the
work force being women, women contributing equally to the family income, and a large number of
women being the single parents supporting children, lack of equal pay over time could increase the
poverty rates for women (White House, 2016). In addition, IWPR's 2015 report on the status of
American women, states that if women receive equal pay for the same work, the poverty rate among
women will see a reduction from 8.2% to 4%, an almost 50% reduction (Hess et

Myth Gender Based Wage Gap
Myth – Gender Based Wage Gap
Raaga Agraharam
Soc 101
Introduction:
On January 29, 2016, The White House Press Office released a FACT SHEET on new steps to
advance equal pay for women. This FACT SHEET states that,
"the median wage of a woman working full–time all year in the United States is about $39,600–only
79 percent of a man's median earnings of $50,400" (The White House, 2016).
However, many scholars and economists disagree that a gender wage gap exists. In addition,
conservative political experts and bloggers promote the notion that gender based wage gap is an idea
propagated by feminists, women empowering organizations, and progressives. However, almost all
the working women in the United States, and organizations such as Institute for Women's Policy
Research (IRWP), and American Association of University Women (AAAU), strongly believe in the
existence of the gender wage gap.
This sociological issue of equal pay for women is extremely relevant in today's environment where
women perform equal work as men in many occupations. Furthermore, with almost 50% of the
work force being women, women contributing equally to the family income, and a large number of
women being the single parents supporting children, lack of equal pay over time could increase the
poverty rates for women (White House, 2016). In addition, IWPR's 2015 report on the status of
American women, states that if women receive equal pay for the same work, poverty rate among
women will see a

The Impact Of Race On The Gender Wage Gap And Women Overall
Equality of wages in America is of high concern and has been for a long period of time. On no
account of America's history, have women and men's wages ever been equal, rather they have
always had a significant gap between them. This has seen women as undervalued, causing a lot of
discrimination and hardship in the workplace for women. Especially for women of color the wage
gap is even larger. The pay gap in America affects women of all ages, races, and education levels but
what can they do to close it?
"What is the impact on race on the gender wage gap and women overall" is a topic everyone should
be informed. I chose this question because one i'm a young woman and as a young women i'm
constantly reminded that women are below men and we ... Show more content on Helpwriting.net ...
It refers to unequal treatment or perceptions of people based on gender. Many people will agree
because there's a lot going on about double standards. Since the 1920's women have been put after
men. "Now in modern times, the realization that men and women can produce the same results, have
the same education, and have the same capacity to accomplish the same overall tasks as men is
becoming more popular" (Varnell)1. People are starting to realize that women can accomplish the
same things as men but they still don't get their recognition. Gender inequality seems to have more
problems in the workplace.
The gender pay gap has been an issue forever. Wage discrimination exists when workers are equally
qualified and perform the same work but one group of workers is paid more than another. "The
American Association University of Women is releasing a new study that shows when men and
women attend the same kind of college, pick the same major and accept the same kind of job, on
average, the woman will still earn 82 cents to every dollar that a man earns" (Coleman)1. The pay
gap is even greater for African–American and Latina women. African–American women earning 64
cents and Latina women earning 56 cents for every dollar earned by a white non–Hispanic man. Of
course it's a racial issue because the caucasians have always been the superior race. African
American and Hispanic women are significantly less likely to graduate from high school or to get a
bachelor's degree than white

Pros And Cons Of Minimum Wage
COMPENSATION PACKAGES
Minimum Wage A minimum wage is the lowest remuneration that employers can legally pay their
workers. Equivalently, it is the price floor below which workers may not sell their labor. Although
minimum wage laws are in effect in many jurisdictions, differences of opinion exist about the
benefits and drawbacks of a minimum wage. Supporters of the minimum wage say it increases the
standard of living of workers, reduces poverty, reduces inequality, and boosts morale. In contrast,
opponents of the minimum wage say it increases poverty, increases unemployment – particularly
among unskilled or inexperienced workers and is damaging to businesses, because excessively high
minimum wages require businesses to raise the prices of their product or service to accommodate
the extra expense of paying a higher wage. In the US, wages for almost all workers are set either by
market forces or by collective bargaining. The body referred to as Fair Labor Standards Act
determines the minimum wage that is abided by all states. As per the 2015 data, the minimum wage
per hour is 7.25 USD. However, this is not the case with the fourteen states and some cities with
their own minimum wage at federal level. For instance, in Florida the minimum wage per hour is
8.10 USD and in California its 10.50 USD per hour. In Greenland the minimum wage for both
private and public sector is 20 USD per hour, not official. The pay rates are set through collective
bargain agreements regardless

A Brief Note On Compensation And Benefits Plan
GC3 Compensation and Benefits Plan Pay Philosophy As GC3 pushes for a stronger and revitalized
company, Tri–State Consulting, LLC recognizes the mission, vision and business strategy should be
the basis for the company's Compensation Strategy. "Turning compensation into a driver of business
success is part of knowing your business (Miller, 2011)." Alignment with the business strategy is
shown through industry match of compensation in the 50 percentile, which is part of differentiating
services from rivals. Out of the 2,700 staff members, there are eight benchmark roles. These roles
hold the following job titles Barista, HR Manager, HR Assistant/Store Manager, Store Manager,
Recruiting Specialist, Training & Development Coordinator, Chief ... Show more content on
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It is recommended that GC3 use a Total Rewards Program to help supplement their pay structure
and allow employees to be rewarded by more than pay. This strategy is simplistic, yet gives
structure to compensation and it allows for flexibility, if GC3 has an out–performing employee.
Compensation Strategy Job Evaluation and Market Comparisons GC3 will endeavor to pay all of its
employees total annual cash compensation at the median (50th Percentile, or middle) of appropriate
national and/or local market rates of pay for similar jobs in similar companies, see comparison chart
from industry survey to GC3 alignment below. If location or individual performance exceeds
expectations and industry standards, higher levels of total annual cash compensation will be
awarded, as well as bonus programs for determined out–performing locations. However, salaries
may be adjusted versus industry levels based upon experience, competency and sustained
performance. Total compensation plans and/or a total rewards program define an organization 's
strategy to attract, motivate, retain and engage employees. Compensation and benefits have paved
the way for total rewards that encompass not only compensation and allowances, but also personal
and professional growth opportunities and a motivating work environment (Heneman, 2007)." Pay
Structure GC3 will use two platforms, or pay structures, for compensation of employees: First,
market pay with bands and,

The Gender Pay Gap
The average woman in the United States makes approximately $82.90 for every dollar their male
counterparts make. (Elsesser). While those 20 cents may seem inconsequential to you, they add up.
Losing that much money all year can be the difference between someone living in poverty, and
someone living a nice life. The gender pay gap is the cause of this problem. Around the world,
women are losing money just because of what gender they are. The gender wage gap is a huge
problem, that can only be solved by going to extreme measures, such as requiring people to release
their employees wage gap and passing new laws. First of all, the gender pay is a real problem in the
world, despite what many think. According to the Cambridge Dictionary, the gender pay gap is "the
difference between the amounts of money paid to women and men, often for doing the same work".
This is important because many people think that the gender wage gap does not exist, even though it
clearly does. Another reason why this is important is because many people argue that the gender
wage gap exists because women have lesser–paying jobs, when a lot of the time it happens between
men and women working the same job. Many people do not realize what the gender pay gap
actually is, and they form an opinion of it before they know what it really is. Secondly, this issue
affects everyone. It affects women around the world and their families. When women are paid less
then they should, so their families are living with

Wal Mart Organization As My Company Of Interest
Abstract
For this final research paper I chose Wal–Mart organization as my company of interest. The research
conducted for this paper includes eight references supporting statements pertaining to the Wal–Marts
compensation and benefits plans. In the paper I briefly discussed some financial and health benefits
offered by Wal–Mart. During the discussion of the financial benefits we touched on the 401(k) plan,
the Employee Stock Option Plan, and the Military Differential pay. I pointed out how Wal–Marts
Military Differential Pay is above most companies as they pay employee's full salary if they are
called to active duty as most companies only pay the difference of what the employee is making
with the military and would be making with the organization (Jathar, 2013). I also attempted to show
how Wal–Marts health benefits compared to other companies by discussing their Health Insurance
plan and their Health Reimbursement Account. I pointed out how Wal–Mart associates are paying
on average $7000 more annually than other employees with similar Health Reimbursement Account.
I think the only way to fix this is for our government to take the same action as many of our sister
countries and at a minimum mandate a cap that employer's can have employee's pay in to these
accounts. In all I feel from the research and past personal experience that Wal–Mart is a great
organization to work for even with the few needed improvements.
KEYWORDS: employee compensation and benefits,

Hr at Dell
Dell's benefit programs are key to Dell's Winning Culture and Rewards Strategy. Dell's benefit plans
are designed to maintain and enhance employee productivity and further Dell's operational goals by
assisting employees as they plan for major life events, such as illness, disability, retirement and
death. Dell ties benefit program design and costs to market median; however, "Employee Perceived
Value" may be above market. Benefits are appropriate rather than cash compensation when:
Required from a legislative or competitive standpoint; More efficient from a tax and risk standpoint
to maximize the economic value of the employee's total compensation; Leveraged buying offers a
significant advantage to employees.
Taking Time For Yourself – Home ... Show more content on Helpwriting.net ...
Casual Leave balance reflecting on March 31st cannot be carried forward or encashed
Sick Leave:
Sick Leave can be availed in case of employee's medical requirements.
All employees who are confirmed and who are on probation are eligible for 8 days of Sick Leave
per annum. This leave will be credited in advance on 01st April (4 days) and 01st October every
year (4 days).
Employees joining after 01st April will be eligible for Sick Leave on pro–rata basis @ 0.67 days
leave per month.
Sick Leave for more than 2 days will have to be supported by a medical certificate provided by a
registered medical practitioner.
Dell's Ethics and Code of Conduct require supporting documents to be provided in case of an
investigation. Failure to provide documents could lead to disciplinary action including and up to
termination.
Sick Leave balance can be carried forward and accumulated up to 90 days.
Encashment of sick leave is not an option under any circumstance.
Maternity Leave:
All female employees who are confirmed and who are on probation are eligible for 12 weeks of
maternity leave.

Maternity leave would need to be a mix of pre and postnatal leave but not exceeding 12 weeks in all.
Weekly offs falling in between maternity leave would also be considered as leave.
A female employee will be eligible for maternity benefit if she

Answer to the Question
Managing Human Capital Assignment Teacher: Rejendra Kumar Student: Anderson Olascoaga
Zavaleta ID student: 0704IBIB0409 Date: 17/09/2010
––––––––––––––––––––––––––––––––––––––––––––––––– Question a. Do you think it is a good
idea on the part of any management to award employees with merit issues? Why or why not?
Discuss and debate. What factors should management consider in your opinion? Substantiate with
many relevant organizational examples (Discussion on how to motivate employees at the workplace
should be seen as it has become a challenge for employers today. Some Employers do give ESOP,
Profit sharing, Scanlon plan, Annual Bonus, Gain sharing and Merit plans. Give relevant examples).
... Show more content on Helpwriting.net ...
An employee earns the wage for the standard unit of time for finishing the task regardless the actual
time needed. (Patten, 1977) Bonuses Bonus is not part of employee's base pay and is a one–time
payments. Overall, It is less expensive to the company than other pay increases, in reason that they
do not become part of employee's base wages. Bonuses also are employed to reward contributions
of new ideas, get professional certifications or developing new skills. When the performance by
both the employee and the company are good, bonuses increase. When both are bad bonuses
decrease. When a year was good for the company and an employee has done a not satisfactory
performance, the majority of employers base the employee's bonus on individual performance.
(Mathis and Jackson 1999) Example 01 ABB Peru, give an annual bonus to the employees
according to their base pay if the performance of the company in the year was good and the whole
company reached all of its important year's goals. In this way all the company are involve to have
success in their own task and frequently help each other and they are able to participate in different
issues to improve the company. Merit pay A merit pay program connects an increase in base salary
to how successfully an employee performs his or her job. (Bohlander and Snell 2010) Lump sum
merit pay Under this type of plan,

Equal Wage Essay
Despite the fact that the Equal Pay Act has been law since 1963, many problems inevitably arise in
the administration of equal pay laws (Fisher). It has been estimated that at this current slow rate of
progression in closing the gender pay gap it will be 2068 by the time men and women's wages are
equalized. It is clear that the business case, as well as the legislative case, has a significant role to
play (Commission Policy Report). There are some factors which stop or slow equal pay for genders.
These are behavioral factors, corporate culture and policies, human resource practices and social and
environmental factors (Giapponi and McEvoy, 2006).
Behavioral factors are related with lack of awareness of pay inequity. Women do not aware or ...
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Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995).
Many Human Resources professionals believe gender pay gaps to be resolvable through the
monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency
has been a great benefit to the board, employees and managers as they now know what is happening
across the business and they are able to confidently justify their actions (Commission Policy
Report).All market–related supplements are recorded and reviewed separately from basic salary to
ensure openness and transparency. Regular research market rates within the various labor markets in
which they operate is undertaken improving transparency would also help to improve talent
development, as employees would be able to see what they could earn if they wanted to move to
another division and upgrade their skill set. (Commission Policy Report).
Human resources practices are related with the pay of new hires on their salary history, rather than
on responsibility and experience, also perpetuates the wage gap. (Human Resource Management
Department Report). When increases in salary for promotions are based on current salary, women
have difficulty catching up to their male counterparts. According to the National Committee on Pay
Equity, stereotyping continues, since

Equal Pay Differentials
The debate of equal pay between men and women has been an ongoing issue for years and is still
being debated to this day, the belief that men deserve to be paid more than women solely based on
gender, is an outdated opinion that is being addressed through different types of legal laws. The
Equal Pay Act of 1963 was "the first step towards an adjustment of balance in pay for women
(EEOC, n.d.). The Equal Pay Act of 1963 is an amendment of the Fair Labor Standards Acts, a
federal statute of the United States. The Equal Pay Act of 1963 is a U.S. federal law enforced by the
U.S. Equal Employment Opportunity Commission (EEOC), and aimed at ending wage mismatch
based on sex. . The Equal Pay Act of 1963 was signed into law on June 10, 1963, by John F.
Kennedy as part of his New Frontier Program (EEOC, n.d.). The Equal Pay Act of 1963 enforced
that, Employers ... Show more content on Helpwriting.net ...
Pay differentials are permitted, when they are based on seniority, merit, quantity or quality of
production, or a factor other than sex. These are known as "affirmative defenses," Employers have
the task of proving factors other than gender are the reason for pay differentials (SHRM.org, n.d.).
Congress expressed that sex discrimination, depresses wages and living standards for employees
necessary for their health and efficiency, prevents the maximum utilization of the available labor
resources, tends to cause labor disputes, thereby burdening, affecting, and obstructing commerce,
burdens commerce and the free flow of goods in commerce, and constitutes an unfair method of
competition (Wikipedia, n.d.). Due to the growth of women furthering their education and interring
into the workforce obtaining positions generally held by men, the Equal Pay Act of 1963 is vital in
making sure women are being treated and equally compensated for the work they do in occupations
traditionally dominated by men. I guess some of you could have probably guessed why I would pick
this law, especially after the first

Strategic Management, Compensations And Employment...
Introduction Managers have always understood how important interpersonal skills are to their
effectiveness. Recognizing the importance of developing those same interpersonal skills is tied to
the need for businesses to obtain and retain high–performance employees. Managers get things
done. They also get things done through other people. Utilizing the concepts of organizational
behavior is crucial to being an effective owner and manager. Understanding creativity, innovation,
motivation, the strengths and weaknesses of employees, roles of management, and the different
styles of leadership are all important functions of management. Also, a manager must understand the
organization itself. The roles and responsibilities of top, middle ... Show more content on
Helpwriting.net ...
Innovation and creativity linked together motivate both employee and management and create an
environment that leads to invention and development of products, processes, and new managerial
ideas (Ford, 2000).
Maslow's Hierarchy of Needs Maslow's hierarchy of needs is a theory in psychology, proposed by
Abraham Maslow in his 1943 paper, "A Theory of Human Motivation". His hypothesis stated that
within every human being there exists a hierarchy of five needs. These needs are physiological:
hunger, thirst and shelter; safety: security and protection from physical and emotional harm; social:
affection, acceptance and friendship; esteem: self–respect, recognition, autonomy, and achievement;
and self–actualization: the drive to grow and become something, achieving potential and self–
fulfillment (Maslow, 1954). Maslow is still relevant to managers today. In order to motivate
someone a manager must understand what level of hierarchy the person is on and focus on satisfying
that level and those above it. The manager must also account for an individual's intensity, direction
and persistence since this also affects how a person attains their goals (Robbins & Judge, 2007).
Recruitment and SWOT Analysis An important goal of management and the Human Resource
Department (HRD) is having the right people, in the right place, at the right time (Armstrong, 1982).
HRD uses recruitment to

The Organizational Performance Pay Plan
The Organizational Performance Pay Plan for The Fit Stop According to all the facts we have on the
Fit Stop, we chose that the best suitable organizational performance pay plan for employees would
be employee stock plans which are a plan through which employees acquire shares in the Fit Stop.
We have chosen the three main employee stock plans i.e. employee stock bonus plan, employee
share purchase plan and employee stock option plan. (Long, 2013) The following will be the design
and implementation of the performance pay plan in the Fit Stop. Type of Pay Plan Definition Design
& Implementation Evaluation Period Employee Stock Bonus Plan The plan allows employees to
receive shares in the Fit Stop at no cost to the employee. (Long, 2013) Will be established after
employees have been on the job for 12 months The plan will be evaluated every 2 years from the
date it is implemented Employee Share Purchase Plan (1000 shares) The plan allows employees to
purchase shares in the Fit Stop at a specific cost. (Long, 2013) Will be established after employees
have worked for the company for 18 months The plan will be evaluated every 3 years with possible
cost benefit packages included Employee Stock Option Plan (1500 shares) The plan provides
employees options to purchase shares in the Fit Stop at a fixed price within a limited time period.
(Long, 2013) Will be established after employees have worked for the company for 24 months This
plan will be evaluated every 3

The Family And Medical Leave Act
Throughout time and history women are perceived as a housewife, mothers, and givers; while men
are breadwinners, fathers, and receivers. Women have strived to change this stereotype for years,
and while sometimes this stereotype disappears for a subtle moment, it always will resurface.
Especially, when it comes to maternity leave. Men and women are given an equal amount of time to
care for a newborn, but somehow the father returns to work in a matter of days. Why is that, you
may ask? It is because America has generalized American into their known stereotype. And because
of this, we see men returning to the workforce in a short amount of time. Men, along with women,
should have a paid extension from the Family and Medical Leave Act to care for their child, create
the bonding link between child and parent, while tearing down the stereotypical assumption wall
between man and woman. In the United States, maternity leave is considering under the Family and
Medical Leave Act. The Family and Medical Leave Act was constructed by the U.S. Department of
Labor in 1993. This act states, "an eligible employee shall be entitled to a total of 12 workweeks of
leave during any 12–month period for one or more of the following: (A) Because of the birth of a
son or daughter of the employee and in order to care for such son or daughter. (B) Because of the
placement of a son or daughter with the employee for adoption or foster care. (C) In order to care for
the spouse, or a son, daughter, or

Test Paper
Human Resource Management Report on Evaluating Non–traditional Incentive System Case study
of Howe 2 Ski Sores Submitted By Mr. Sardar Ali MBA Section–D Submitted to Lecturer: Mr.
Baber Jamil Institute of Management Sciences Phase 7 Hayatabad Pehsawar, Pakistan Evaluating
Non–Traditional Incentive Systems Case Study: Howe 2 Ski Stores Introduction: In this case study,
the main focus of our interest is to evaluate the non traditional incentive system. But before going
into the detail of Non–traditional incentive system, let us summarize the case study first. Case
Study: Maria Howe, a ski enthusiast and business school major, opened a store 10 years ago after
her graduation with financial backing from her family and ... Show more content on Helpwriting.net
...
Furthermore, at least 15 percent of all ski orders were more than two days late, even though
customers did not miss a trip or vacation as a result. In these situations, an attempt to respond to
these difficulties, Howe instituted a merit performance system for the molders only. Although
productivity seemed to increase for a while, but this was not the permanent solution. Furthermore
the molders felt that their merit ratings were inaccurate, because the store managers could not
observe them much of the time. Further, they argued that their performance would have been much
higher if other employees had not interrupted them with questions about appropriate bindings or
failed to clearly identify the appropriate equipment on the sales tickets. Other employees also
complained because they were not given the opportunity of merit base pay. Sales representative
argued that their work was essential for high sales figures and high quality equipments. Similarly all
others employees started complaints. Howe had to conclude that the employees were correct on
many of these points, so she suspended the merit plan at the end of the ski season and promised to
re–evaluate its fairness. Even more convincing were several indications that productivity problems
were not limited to molder employees. Complaint about customer service increased 20 percent
during the year. Although Howe mentioned this to employee in the stores when she visited and
asked the store managers

Compensation
Compensation Philosophy Paper Name ________ Professor ______ Introduction Compensation is
viewed differently, depending on the individual persons perspective (e.g. employee, manager,
stockholders, etc.). An employee may view compensation as what is owed to him or her for work
performed, while a manager may view pay as an expense. In order for an organization to have an
effective compensation strategy, it must consider the various perspectives when creating the
organizations compensation strategy. Milkovich, Newman, and Gerhart, authors of Compensation,
define Compensation as, "All forms of financial returns and tangible services and benefits
employees receive as part of an employment relationship," (2011, p. 10). In other ... Show more
content on Helpwriting.net ...
"As a result, Costco generated $21,805 in the U.S. operating profit per hourly employee, compared
with $11,615 at Sam's Club," (Cascio, 2006). Fairness can have a direct relationship to internal
alignment and external competiveness. Internal alignment refers to pay within an organization: *
How pay is determined and pay differentials are determined for individuals performing the same job
within the organization. And * How pay differentials are determined for individuals performing
dissimilar jobs within the organization (i.e. an analyst as compared to a computer programmer).
External competiveness refers to individual pay within an organization as compared to individuals
pay, performing similar work at a competing organization. Just as what is considered compensation
varies by an individual's perspective, so does fairness in compensation. According to Milkovich:
One group argues that if fair (i.e., sizable) differentials among jobs are not paid, individuals may
harbor ill will toward the employer, resist change, change employment if possible, become
depressed, and 'lack that zest and enthusiasm which makes for high efficiency and personal
satisfaction in work,' (2011, p. 87). On the other side of that argument, Unions would argue that
differentials in pay should be smaller, with individuals receiving equal pay for equal work.
Individuals or groups that argue for

The Law Of The United States
Women and men are protected by The Family and Medical Leave Act in the case of things like:
family emergencies, serious health conditions, and pregnancies. The law requires an employer to
allow twelve unpaid work weeks to be taken in a twelve month period every year. The United States
Department of Labor states, "This law covers only certain employers; affects only those employees
eligible for the protections of the law; involves entitlement to leave, maintenance of health benefits
during leave, and job restoration after leave;. . . " This may guarantee your job and health benefits to
be kept during the twelve week period, but the law does not cover every employer. The law also
does not require any pay during the entire twelve weeks. That ... Show more content on
Helpwriting.net ...
The first reason the U.S. should mandate paid parental leave is women are less likely to leave their
job. In many of these other countries the paid leave offered is typically longer than the twelve weeks
offered in the United States. Women are leaving jobs because they are not being given enough time
to bond with their child, and recuperate after their pregnancies. Google is one of the businesses in
the U.S. to offer paid leave. Susan Wojcicki, the CEO of Youtube, was the first employee to receive
paid maternity leave at Google. She reports this to the Wall Street Journal, "When we increased paid
maternity leave to 18 from 12 weeks in 2007, the rate at which new moms left Google fell by 50%.
(We also increased paternity leave to 12 weeks from seven, as we know that also has a positive
effect on families and our business.) Mothers were able to take the time they needed to bond with
their babies and return to their jobs feeling confident and ready. And it's much better for Google's
bottom line–to avoid costly turnover, and to retain the valued expertise, skills and perspective of our
employees who are mothers." The time and money spent finding new employees is no longer wasted
when paid leave is presented to women. The time spent can, at times, be hard to calculate depending
on if the person leaving has trained and gained a lot of

Strategic Management, Compensations And Employment Concepts
Strategic Management, Compensations And Employment Concepts
Introduction
Managers have always understood how important interpersonal skills are to their effectiveness.
Recognizing the importance of developing those same interpersonal skills is tied to the need for
businesses to obtain and retain high–performance employees. Managers get things done. They also
get things done through other people. Utilizing the concepts of organizational behavior is crucial to
being an effective owner and manager. Understanding creativity, innovation, motivation, the
strengths and weaknesses of employees, roles of management, and the different styles of leadership
are all important functions of management. Also, a manager must understand the ... Show more
content on Helpwriting.net ...
Maslow's Hierarchy of Needs Maslow 's hierarchy of needs is a theory in psychology, proposed by
Abraham Maslow in his 1943 paper, "A Theory of Human Motivation". His hypothesis stated that
within every human being there exists a hierarchy of five needs. These needs are physiological:
hunger, thirst and shelter; safety: security and protection from physical and emotional harm; social:
affection, acceptance and friendship; esteem: self–respect, recognition, autonomy, and achievement;
and self–actualization: the drive to grow and become something, achieving potential and self–
fulfillment (Maslow, 1954). Maslow is still relevant to managers today. In order to motivate
someone a manager must understand what level of hierarchy the person is on and focus on satisfying
that level and those above it. The manager must also account for an individual's intensity, direction
and persistence since this also affects how a person attains their goals (Robbins & Judge, 2007).
Recruitment and SWOT Analysis An important goal of management and the Human Resource
Department (HRD) is having the right people, in the right place, at the right time (Armstrong, 1982).
HRD uses recruitment to accomplish this and Strength, Weakness, Opportunity, and Threat (SWOT)
analysis as a guideline in the process. Recruitment is the selection and screening of the supply of
human

The Pay Gap And Gender Discrimination
Taylor Bruton
Professor Kathy Dillion
English 211
November 10, 2014
Abstract
For this paper, my objective was to investigate the pay gap and gender discrimination in the
workplace. Through systematic examination, this paper explores numerous factors correlating to the
wage gap such as occupational choices and annual earnings. On average, women have lower income
due to emphasis on familial responsibilities and desiring more accommodating work schedules than
men. The wage gap primarily exists within same occupational fields. In these fields, women were
often faced with the "glass ceiling" and unable to advance in higher positions because of their
gender. Women also earned less pay since less likely to ask for promotions or higher wages. In
short, gender shouldn't be a factor in measuring equal pay.
Taylor Bruton
Professor Kathy Dillion
English 211
November 10, 2014
"Mind the Wage Gap"
Throughout history, women have typically been undermined and denied the same equal rights as
men. From the Equal Pay Act to the Paycheck Fairness Act, women have fought an uphill battle for
their gender equality. Women earn less than men in almost every job occupation regardless of their
race, age, ethnicity, or academic credibility. Most often, the emphasis that women place on family–
leading to breaks in employment and a desire for more flexible working hours–negatively impacts
their career trajectory, and is correlated with issue of the nationwide wage gap.

Oppression Of Women Essay
The oppression of women through occupationally established sex segregation and the gender wage
difference remains an important economic discussion. The overall gender wage gap has fallen
significantly since 1890 to its current rate of 21.4%. Women are making great strides increasing
their labor market experience and skills. According to the Bureau of Labor Statistics Report 58.6%
of women make up the labor force, 50.2% have multiple jobs, and 75.4% of single mothers are in
the labor force. Today more women are head of households. Despite all the progress a large gender
pay gap still exist. This is not simply a result of women's choices, but structural, economic and
social barriers that limit women's ability to compete resulting in lower pay. ... Show more content on
Helpwriting.net ...
Many activists expected that, given women's loyal contributions to the Union women would be
recognized along with African American men as full citizens. Women's rights were governed by
state and not federal laws. So when the northern states abolished slavery, black women gained rights
to marry, have custody of their children and own property. Women in the southern slaveholding
states continued to be denied these basic human rights. Legally black and white women now had the
same legal rights, however race prejudice made it difficult for black and Native women to ensure
these rights in practice. Furthermore, legal status of free women depended on marital status.
Marriage changed a woman's legal status because married couples were seen as one person in the

Women's Role And Image Of Women
Within industrialized nations, the role and image of women has undergone profound changes over
the past few decades. Female participation in the workforce has increased steadily and societal
attitudes towards women engaging in paid work have undergone significant change (Schwartz,
1988). These historical shifts have made the equality of women and men in society and the
workforce an attainable goal. The participation of women in paid labour has challenged traditional
gender roles and the societal ideal of the nuclear family with a sole male breadwinner. However, the
primary responsibility of childcare continues to fall upon women.
There are biological and social realities that must be taken into consideration when creating
workplace ... Show more content on Helpwriting.net ...
Virtually all countries worldwide have implemented legislation that offers maternity protection,
however the level of support provided for new parents varies internationally (Addati et al., 2014).
The United States and Canada are two countries with close cultural ties; however, the history of
family policy and implementation of parental leave differs significantly between these nations. This
paper will provide an analysis of the parental leave guidelines in Canada and the United States; the
historical, ideological, political, and economic factors that have influenced policy decision making;
the impacts of paid maternity leave on employment and maternal and infant health; future
implications of parental leave policy; and desirable policy development for both of these nations.
The parental leave policies of Canada and the United States make for a rich policy comparison.
There are several key differences between the policy approaches of these countries. These policy
differences are the result of a variety of factors that can by compared and contrasted to develop an
understanding of how these policies came into fruition. In addition to the distinct differences in the
policy routes taken within these countries in regards to parental leave, there are a number of less
prominent similarities that can be examined as well. An important aspect of any comparative social
policy research is

Gender Inequality In The United States
Throughout history, gender inequality has been in the closet. The debate about inequality is a
frequent topic in blogs, editorials, or when examined through scientific research. It is taboo,
however, to discuss inequalities from within the closeted workplace. Open discussion is limited in a
corporate culture that promotes individualism. It is not in a company's best interest to expose its own
bias, especially when the bias concerns race or gender. Exposing bias is often met with employee
dismissal and can escalate into corporate legal consequences. The idea of gender inequality is
necessary to bring up in conversation so further research can be done on the issue and discussion
can be open as to what is needed. Unfortunately, polarizing opinions can lead to workplace clashes
with colleagues or managers. Gender wage disparities are complex and multi–generational.
Historically, gender–based social behaviors institutionalize inequality in corporate cultures that are
structured to promote individualism.
Gender inequality has been a prevalent issue throughout history and is still an issue to this day. The
history of gender inequality in America can be traced back to the 19th century. This is a time when
the United States had "little industrialization to help with the chores and no electricity to illuminate
the darkness" (Eyewitnesstohistory.com). It was a time where farming was the main drive for the
economy. Work during this period was more or less split evenly between men and

Gender Wage Gap And Gender Inequality
Throughout history, discrimination has wielded its ugly head in many different forms. Things such
as, but not limited to, race, religion, appearance, beliefs and gender have consistently oppressed
minorities. A continual discrimination that the women of the world are dealing with takes place in
what has been promised to be a fair and unprejudiced environment: the work place. This issue deals
with women not being paid the same amount of money as men even though they may be equally, if
not more so, trained, educated and qualified for jobs. This historically stems from women being the
traditional 'caregivers' or 'homemakers' while men tended to be the 'breadwinners' of the household.
This difference in pay based on gender is called the Gender Wage Gap. The Gender Wage Gap is the
difference in working pay earned by men and then working pay earned by women. The conventional
way to look at the gender wage gap is to compare full–time salaries earned by both of the genders.
Up until the 1950's, it was accepted that men and women were paid different amounts of money.
Women were thought not to need to be paid as much as their male counterparts because they were
not the "breadwinners" of the family. In the 1960's, this all changed because people and unions from
all across the country fought hard for the Equal Pay legislation. It is now part of the Canadian
Human Rights act. Canadian law now requires employers to pay men and women the same pay for
the same job and this is called "pay

Business Operation And Development : Resource Management
Student: Tushar Dobariya Sub: Business operation and development –Human resource management
(19022) Question 1:– Answer (A) The programs pioneers of business office will care for the
procuring of business instructors with take an interest of the CEO. The IT program pioneer will
attempt to contract a decent taught and very much experienced in IT educating industry. The
program pioneers of plans and English dialect studies office will take care of the procuring of
English dialect instructors and verify that as opposed to enlisting the diverse educator for distinctive
module he can enlist maybe a couple for every one of the four modules with the cooperation of
CEO. The showcasing office will take care of the advertising of the school. He/she will manage the
advertising director in all the five unique nations. Too the notice of the school so that more
understudies can be a piece of this school. This customized pioneer will likewise care for the visa
issues of understudies too the redesigning with NZQA new approaches. The account office will care
for the money states of school, charges of understudies; pay of staff and in addition the advancement
of t Answer (B). As seat momentum hierarchical structure of the association the school is managing
five nations, yet because of the sudden downtown in understudy 's number the school need to plan
new association structure. as given 70% of the understudies are enlisted from India and it`s a sown
turn in

Evaluation of Flexible Benefit Plans
Evaluation of Flexible Benefit Plans
Table of Contents
INTRODUCTION ........................................................................................1 Purpose of the Report
...............................................................................1 Scope of the Report
.................................................................................2 Sources and Methods
...............................................................................2
TRADITIONAL vs. FLEXIBLE BENEFIT PLANS ................................................2
ADVANTAGES OF FLEXIBLE BENEFIT PLANS ...............................................4 Increase
Employees' Benefit Satisfaction.........................................................4 Increase Benefit Plans'
Efficiency.................................................................5 Gain Controllability of Employer Contribution
to Benefit Plans..............................6 Provide Better Communication of
Benefits......................................................6 Help in Recruitment and
Retention................................................................7 Reduce Income ... Show more content on
Helpwriting.net ...
Based on the analysis, the choice between these two benefit plans is made. However, the details of
implementing such a plan will not be provided.
Sources and methods
This report is solely based on secondary research. Sources include academic journals, research
reports, and trade publications. Majority of the sources are acquired from World Wide Web and
research database such as Business Source Complete, and selected based on their reliability,
relevancy, and recency.
Traditional vs. Flexible benefit plans
Employees' benefit plan is non–wage compensation, which means employees sacrifice part of their
wages or salaries to exchange some other form of benefits. The purpose of benefit plans is to
increase the security of employees, which consequently reduces work absenteeism and promotes job
satisfaction. Some of the benefits in the plan include: retirement benefit plans, employee assistance
plans, and group insurance (health, dental, life etc.). However, the scope of benefit coverage has
gradually been expanded; from traditional benefit plans to flexible benefit plans. Both of these two
benefit plans have different contents and emphases. Nowadays, about 60 percent of North American
organizations prefer to use flexible benefit plans.

Traditional benefit plans were desired to meet the needs of the nuclear family (Cole & Flint,
2004), which is defined as an employed male head of household, nonworking spouse,

Output
Human Resource Management, 12e (Dessler) Chapter 13 Benefits and Services 1) The indirect
financial and nonfinancial payments employees receive for continuing their employment with a
company are called ________. A) reimbursement B) compensation C) salary D) benefits E)
remuneration Answer: D Explanation: Benefits–indirect financial and nonfinancial payments
employees receive for continuing their employment with the company–are an important part of just
about everyone 's compensation. They include things like health and life insurance, pensions, time
off with pay, and child–care assistance. Diff: 1 Page Ref: 446 Chapter: 13 Objective: 1 Skill:
Concept 2) Nonfinancial payments like health and life insurance, pensions, ... Show more content on
Helpwriting.net ...
Diff: 1 Page Ref: 469 Chapter: 13 Objective: 1 Skill: Concept 8) What is the maximum number of
weeks of unpaid leave that an employee may take under the Family and Medical Leave Act? A) four
B) six C) ten D) twelve E) sixteen Answer: D Explanation: Private employers of 50 or more
employees must provide eligible employees (women or men) up to 12 weeks of unpaid leave for
their own serious illness, the birth or adoption of a child, or the care of a seriously ill child, spouse,
or parent. Diff: 1 Page Ref: 470 Chapter: 13 Objective: 1 Skill: Concept 9) All of the following are
true statements regarding the application of the Family and Medical Leave Act EXCEPT ________.
A) employers may require employees to provide advance notice and medical certification B) eligible
employees must have worked for the employer for at least one year C) employees must be employed
at job sites with at least 50 employees D) up to 12 weeks must be granted in a twelve–month period
E) employees may take leave on an intermittent basis Answer: A Explanation: Employers may
require employees to provide advance notice and medical certification. Employees are eligible if
they have worked for the employer for at least one year and if the employer has at least 50 workers
on site. Up to 12 weeks must be granted, although the time may be taken intermittently. Diff: 3 Page
Ref: 470–471 Chapter: 13 Objective: 1 Skill: Concept 10)

The Program Pioneers Of Business Office
Question 1:– Answer (A) The programs pioneers of business office will care for the procuring of
business instructors with take an interest of the CEO. The IT program pioneer will attempt to
contract a decent taught and very much experienced in IT educating industry. The program pioneers
of plans and English dialect studies office will take care of the procuring of English dialect
instructors and verify that as opposed to enlisting the diverse educator for distinctive module he can
enlist maybe a couple for every one of the four modules with the cooperation of CEO. The
showcasing office will take care of the advertising of the school. He/she will manage the advertising
director in all the five unique nations. Too the notice of the school so that more understudies can be
a piece of this school. This customized pioneer will likewise care for the visa issues of understudies
too the redesigning with NZQA new approaches. The account office will care for the money states
of school, charges of understudies; pay of staff and in addition the advancement of t Answer (B). As
seat momentum hierarchical structure of the association the school is managing five nations, yet
because of the sudden downtown in understudy 's number the school need to plan new association
structure. as given 70% of the understudies are enlisted from India and it`s a sown turn in number so
they need to lessen the staff yet and additionally on their hand they need to keep the same nature of

Rwt 1 Essay examples
Business Research Report
Improving Productivity by Instituting a Compensation Plan
Presented to: ABC Manufacturing, Human Resource Department
Assessment Code: RWT1
Student Name:
Student ID:
Date: January 24, 2013
Mentor Name:
Table of Contents
Executive Summary 3
Introduction 5
Research Findings 5
Performance–Based 6
Profit Sharing 7
Gainsharing 8
Recommendations 10
Conclusion 10
References 12
Executive Summary
ABC Manufacturing Co., Inc. is a small company with 120 full time employees. We produce
aluminum doors and windows. Although we are highly successful, we find that it can be difficult to
retain our valued employees. Human resources has decided to evaluate several compensation plans
and ... Show more content on Helpwriting.net ...
Research Findings
Dave Ramsey has been known to say (2011), "What an organization spends money on is what they
value" (p. 275). He also goes on to state that if you feel that your employees are a valuable part of
the company, you need to pay them as if they are (Ramsey, 2011, p. 275). When an employee feels
appreciated, they will have a longer, more productive career with the company. According to Ross
Blake (2006), it is estimated that it can cost a company anywhere from 50% to 150% of an

employee's annual salary to replace them. If an employee makes $40,000 annually, it is estimated
that it will cost $20,000–$60,000 to replace that employee. These amounts include recruiting,
interviewing, orientation, training and loss of expertise (Blake, 2006). So what methods can we use
to retain our valuable employees?
It is believed that compensation plans are a legitimate way to express appreciation in employee's
productivity and efforts and an excellent way to retain employment. Some of the main reasons to
institute a compensation plan are (Vivekanand, p.2): Ø Increased employee morale and motivation
Ø Improved employee performance Ø Increased employee productivity Ø Enhance employee
efficiency Ø Reduction in employee turnover Ø Increased company commitment
So what must one do to create a successful compensation and performance plan? There seem to be
four areas that need to be present no matter what plan you chose. One of the first steps

Gender And Gender Within The American Workforce
Equality has always been a huge topic at the forefront of America for many years. Whether it is
equality for races, religion, gender or sexual orientation, people just desire for life to be equal and
fair. Although much has changed and is continuously changing, women still struggle to be seen as
equivalent to men in the American workforce. Bound by a wage gap that is bias towards the female
species, women have to battle different factors which lead to inequivalent compensation. There are
wage gaps stimulating from gender within the American workforce due to caregiving duties; which
plays a major role in effecting women's compensation, along with experience and education being
overlooked in comparison to males; a female's counterpart, and some wage gap issues are just plain
out a result of discrimination.
Women are typically the caregivers of the family.
"Females in all societies exhibit more nurturing behavior than males, both inside and outside the
family. Throughout the world, women are the primary caretakers of the young, the sick, and the old.
Marriage and children have different impacts on men and women. When women marry, and
especially after they have children, they tend to reduce their work involvement, whereas men tend to
increase theirs." (Browne & Shiferaw, 2013).
This responsibility often times causes them to accept mediocre jobs and have to juggle a small
amount of work with little to no benefits, then going home to take care of the family. The 2011
article,

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