Nearly 1,500 Vistage members surveyed in the Q3 2013 Vistage CEO Confidence Index held optimistic views about the overall economy and their own firms. Despite debates about federal spending and the debt ceiling (the survey was conducted prior to the Fed’s recent surprise announcement), firms expressed confidence that their prospects would improve in the year ahead.
Below are some key highlights from the survey:
54% of all CEOs expected their firm’s profitability to improve. This is the highest figure recorded since the start of 2012.
71% of all CEOs anticipated higher sales revenues, up from 66% a year ago.
46% of CEOs believe economic conditions in the US have improved compared with a year ago, while only 30% believe conditions will improve in the next year.
The document discusses spending patterns in the USA and common percentages used for disability income insurance coverage. It notes that 35-40% of family budgets are typically allocated to mortgages, while 65-75% of income is spent on basic living costs. Most disability income policies cover 50-80% of insured's income, though many companies limit maximum coverage to 60-75% of net income. Group disability policies commonly cover 60-75% of income.
This document discusses fiscal and monetary policy. Fiscal policy involves government expenditures and taxation and aims to stabilize the economy through tools like automatic and discretionary spending. Monetary policy manages the money supply through interest rates and the money supply with goals of stable growth and avoiding harm. Both policies have theoretical impacts but also face issues with lags, offsets, and generating their own need. The U.S. currently has high and rising debt levels that could reach $34 trillion by 2030 without action. The document discusses options to address this like spending cuts, tax increases, or entirely new tax systems.
In 2006, Mok Wai Kuang opened the first public school of Snake Crane Wing Chun in Hong Kong with the support of Grandmaster Law Chiu Wing. Previously, Snake Crane Wing Chun was only taught privately to a small group as per Grandmaster Law's wishes to maintain his privacy. However, he later allowed his graduate instructors like Wayne Yung, Lawrence Yuen, and Sammy Ho to openly teach the style to the public due to many requests. One such qualified instructor is Jason Yuen who moved to Canada and is fully authorized by both Grandmaster Law and Master Lawrence Yuen to teach Snake Crane Wing Chun.
Valentine day greetings,valentines day card,valentines day cards,valentines day ecards,valentines card,valentines cards,valentine cards, Happy Valentines Day Greetings,Valentines Day Cards 2016 and much more.
Kadykalo Boutique wants to expand its social media ecosystem and online presence. Its plan is to create a website, increase activity on Facebook, Twitter, Pinterest, Instagram, Google+, and YouTube, and implement e-commerce functions. The goals are to boost sales, gain prestige and credibility, and make the brand more accessible to potential customers.
The document discusses how different social groups are represented in media products. It examines the representation of young females and finds that depicting them with an expressionless face shows purity but only representing white females is unfair. It also analyzes the representation of young males in the author's magazine, finding they are presented in a fair, non-stereotypical way by posing directly to the camera with a blank expression. However, other media products can negatively stereotype both females, by sexualizing them, and males, by depicting them as rebellious. The document lists some common stereotypes of females and males.
Abbas Ali Mohamed is an Egyptian national born on June 1st, 1987. He has over 10 years of experience working in laboratories and blood banks in Egypt. His skills include proficiency in Arabic, English, French, and various laboratory techniques and instruments for microbiology, hematology, clinical chemistry, and blood banking. He is currently seeking a career as a lab technologist or technician where he can utilize his experience and skills in microbiology and bioanalysis.
Nearly 1,500 Vistage members surveyed in the Q3 2013 Vistage CEO Confidence Index held optimistic views about the overall economy and their own firms. Despite debates about federal spending and the debt ceiling (the survey was conducted prior to the Fed’s recent surprise announcement), firms expressed confidence that their prospects would improve in the year ahead.
Below are some key highlights from the survey:
54% of all CEOs expected their firm’s profitability to improve. This is the highest figure recorded since the start of 2012.
71% of all CEOs anticipated higher sales revenues, up from 66% a year ago.
46% of CEOs believe economic conditions in the US have improved compared with a year ago, while only 30% believe conditions will improve in the next year.
The document discusses spending patterns in the USA and common percentages used for disability income insurance coverage. It notes that 35-40% of family budgets are typically allocated to mortgages, while 65-75% of income is spent on basic living costs. Most disability income policies cover 50-80% of insured's income, though many companies limit maximum coverage to 60-75% of net income. Group disability policies commonly cover 60-75% of income.
This document discusses fiscal and monetary policy. Fiscal policy involves government expenditures and taxation and aims to stabilize the economy through tools like automatic and discretionary spending. Monetary policy manages the money supply through interest rates and the money supply with goals of stable growth and avoiding harm. Both policies have theoretical impacts but also face issues with lags, offsets, and generating their own need. The U.S. currently has high and rising debt levels that could reach $34 trillion by 2030 without action. The document discusses options to address this like spending cuts, tax increases, or entirely new tax systems.
In 2006, Mok Wai Kuang opened the first public school of Snake Crane Wing Chun in Hong Kong with the support of Grandmaster Law Chiu Wing. Previously, Snake Crane Wing Chun was only taught privately to a small group as per Grandmaster Law's wishes to maintain his privacy. However, he later allowed his graduate instructors like Wayne Yung, Lawrence Yuen, and Sammy Ho to openly teach the style to the public due to many requests. One such qualified instructor is Jason Yuen who moved to Canada and is fully authorized by both Grandmaster Law and Master Lawrence Yuen to teach Snake Crane Wing Chun.
Valentine day greetings,valentines day card,valentines day cards,valentines day ecards,valentines card,valentines cards,valentine cards, Happy Valentines Day Greetings,Valentines Day Cards 2016 and much more.
Kadykalo Boutique wants to expand its social media ecosystem and online presence. Its plan is to create a website, increase activity on Facebook, Twitter, Pinterest, Instagram, Google+, and YouTube, and implement e-commerce functions. The goals are to boost sales, gain prestige and credibility, and make the brand more accessible to potential customers.
The document discusses how different social groups are represented in media products. It examines the representation of young females and finds that depicting them with an expressionless face shows purity but only representing white females is unfair. It also analyzes the representation of young males in the author's magazine, finding they are presented in a fair, non-stereotypical way by posing directly to the camera with a blank expression. However, other media products can negatively stereotype both females, by sexualizing them, and males, by depicting them as rebellious. The document lists some common stereotypes of females and males.
Abbas Ali Mohamed is an Egyptian national born on June 1st, 1987. He has over 10 years of experience working in laboratories and blood banks in Egypt. His skills include proficiency in Arabic, English, French, and various laboratory techniques and instruments for microbiology, hematology, clinical chemistry, and blood banking. He is currently seeking a career as a lab technologist or technician where he can utilize his experience and skills in microbiology and bioanalysis.
Attracting staff benefits and compensationCG Hylton Inc.
Chris Hylton will present on attracting staff through competitive compensation and benefits plans. He will discuss how to set up benefits and pension plans, deal with seasonal employees, and introduce flexibility. Hylton will cover creating a compensation plan tailored to an organization's mission and culture, developing consistent wage scales, and benefits like life insurance, disability, and health plans. Trends include health spending accounts and flexible benefits. Retirement plans like RSPs and defined benefit pensions will also be discussed. HR strategies to engage employees even without high pay will conclude the presentation.
Social Security's financial projections have been increasingly criticized for underestimating costs and overestimating revenues. A recent study showed the Social Security Agency has gone off course by $27 trillion since 2000. While the Social Security Administration defends its methods, other analysts and the Congressional Budget Office no longer rely on Social Security's estimates. This raises concerns about Social Security's long-term solvency as its trust funds are projected to be depleted by 2033, potentially requiring a dramatic reduction in benefits. Investors are advised to plan for reduced or delayed Social Security benefits and focus on maximizing non-Social Security retirement income sources.
This document provides a 3-step guide to disability income protection: 1) Understand the need for income protection given disability statistics, 2) Protect your income through individual disability insurance to supplement employer policies, and 3) Regularly review your disability plan for changes in needs. It emphasizes the importance of disability coverage given the risk of becoming unable to work and the limited alternatives to replace lost income from savings or social security.
How To Survive And Thrive In The Era Of Health Reform[1]wisdomjl
This document provides an overview of health care reform under the Patient Protection and Affordable Care Act (PPACA). It discusses key provisions such as tax credits for small businesses, coverage requirements for adult children up to age 26, bans on lifetime limits and pre-existing condition exclusions for children. It also outlines future provisions including the employer mandate in 2014, establishment of health insurance exchanges, and the excise tax on high-cost health plans beginning in 2018. The document recommends that companies transition to value-based health plans that incentivize wellness programs to help lower costs and improve outcomes over the long run. It positions the insurance agency, James L. Wisdom Insurance Services, as specialists that can help companies successfully navigate health care reform
The Impact of the Current Economy on Compensation ManagementPayScale, Inc.
Join James Redfern, Chief Financial Officer and Becky Wood, Sr. Applied Analytics Adviser, as they dive into wages pre, during, and post pandemic – and what this means for economic recovery.
The document provides an overview and summary of a presentation on successful retirement planning. It discusses the current economic environment and where the economy has been, where it is now, and where it may be going. It also discusses employer-sponsored retirement plans and how they can fit different practices. The presentation was given by Tim Gaigals and covered topics like different types of retirement plans that are commonly used, when each type is best utilized, and how to design an effective retirement plan.
National survey of employer sponsored health plans core presentationAnn Gargis
Mercer’s 2018 National Survey of Employer-Sponsored Health Plans, now in its 33rd year, is available now. The survey has long been a preeminent source of timely, reliable health benefit information, used by employers, policymakers, the health care industry and the media. Unlike other surveys conducted by benefit professionals, Mercer’s survey is statistically representative of all U.S. health plan sponsors with 10 or more employees – which means we can provide benchmark data for employer groups based on industry, size and location. And unlike government or think-tank surveys, the Mercer survey is focused squarely on the strategic issues that matter most to employer health plan sponsors.
•Most participants – Over 2,400 employers participated in 2018, far more than most other health benefits survey.
•Highest standards – The survey uses scientific sampling and weighting methodologies.
•Sharpest focus – Mercer’s health benefit experts frame the questions so you get the data you need.
Presentation at the Fifth Biennial Conference of the American Society of Health Economists, by Allison Percy, Health, Retirement, and Long-Term Analysis Division
65% of employees surveyed are considered "not financially well" based on their scores on a new Financial Wellness Score. While employees increasingly rely on employer-provided retirement and health benefits, many are still not taking full advantage of these benefits or prepared for retirement. Employees express a desire for more help and guidance from employers in improving financial wellness.
The document summarizes key findings from a 2014 survey of C-suite executives and HR/benefits managers on trends in employee benefits. The survey found that while opinions are split on the impacts of healthcare reform, it is driving changes to benefits. Top objectives are improving productivity, retention and morale. Most companies measure ROI of benefits and feel effective at it. Short-term goals center on productivity and costs, while long-term focuses more on costs. Many companies have already made changes to benefits like increasing employee premium share and reviewing spouse coverage.
BIZGrowth Strategies - Workforce & Talent Optimization Special EditionCBIZ, Inc.
Amid today’s economic uncertainty, we know you need strategies and solutions that will help your business thrive. With workforce and talent concerns running high for employers across the nation, our experts developed these articles with those critical issues top of mind. We offer fresh insights designed to attract, retain, engage and motivate your employees — all while protecting your bottom line and managing emerging risks. Articles include:
- Unlock Success with Effective Performance Management
- How Employers Can Benefit from Financial Wellbeing Programs
- How to Talk About Hard Decisions During a Recession
- Cost-Effective Health Plan Perks to Consider in 2023
- 3 HR Strategies to Recession-Proof Your Organization
- Responding to Employment Practices Liability (EPL) Claims
- Versatility — Important in Life & Life Insurance
In This Issue:
• 5 Strategies to Combat the Great Resignation
• What You Need to Know About SALT Cap Workarounds
• Hidden Insurance Coverage Risks of Mergers & Acquisitions
• Employee Wellbeing Trends to Watch in 2022
• Thrive vs. Survive — A Tale of Two Retirees
This newsletter article from Cedar Point Financial Services discusses upcoming tax filing deadlines and provides tips for taxpayers. It notes that the filing deadline is April 15, 2019 for most individuals, though some have until April 17. It describes how to file for an automatic extension, which provides more time to file but not to pay taxes owed. The article advises taxpayers not to procrastinate filing and to file even if they owe money in order to limit penalties. It also discusses potential refund delays due to new IRS filters aimed at fraud.
Gary Trennepohl presents "Financial Markets in 2014: Story Projects" during the Reynolds Center for Business Journalism's annual Business Journalism Week, Jan. 5, 2014. Trennepohl is the ONEOK Chair of Finance at Oklahoma State University.
The annual event features two concurrent seminars, Business Journalism Professors and Strictly Financials for journalists.
For more information about business journalism training, please visit http://businessjournalism.org.
This document discusses human resource management and compensation administration. It provides details on developing compensation packages including performing job analysis, evaluating positions, conducting pay surveys, and establishing pay structures. The summary discusses different types of compensation such as wages, salaries, incentives, and benefits. It also outlines the compensation administration process and emphasizes the importance of effective compensation management.
Thomsons Online Benefits Breakfast Workshop - Will your benefits still engage...Thomsons Online Benefits
Are you concerned about the future appeal of your benefits scheme?
If you are unsure how the HM Revenue and Customs' proposed salary sacrifice changes will impact your benefits programme, view the slides from our invite-only breakfast workshop.
U S Supreme Court Upholds The Affordable Care Act1charles_3us
The U.S. Supreme Court upheld the constitutionality of the Affordable Care Act, including the individual mandate requiring Americans to obtain health insurance. The Court ruled the mandate is valid under Congress's taxing authority. However, it placed some limitations on the Medicaid expansion. Employers and health plans must continue complying with ACA provisions such as reporting requirements, limits on flexible spending accounts, and minimum loss ratios for insurers. Additional reforms take effect in 2014, including the employer mandate and health insurance exchanges.
The document discusses preparations for the 2016 open enrollment period. It provides an overview of objectives for open enrollment, including informing employees of benefit changes and allowing them to make elections. It also reviews recent developments such as Supreme Court rulings on same-sex marriage and new guidance on out-of-pocket maximums and preventive services from the Affordable Care Act. Additionally, it discusses disclosure requirements for open enrollment under ERISA best practices.
Compensation, Benefits, Reward & Recognition Plan for V..docxannette228280
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Attracting staff benefits and compensationCG Hylton Inc.
Chris Hylton will present on attracting staff through competitive compensation and benefits plans. He will discuss how to set up benefits and pension plans, deal with seasonal employees, and introduce flexibility. Hylton will cover creating a compensation plan tailored to an organization's mission and culture, developing consistent wage scales, and benefits like life insurance, disability, and health plans. Trends include health spending accounts and flexible benefits. Retirement plans like RSPs and defined benefit pensions will also be discussed. HR strategies to engage employees even without high pay will conclude the presentation.
Social Security's financial projections have been increasingly criticized for underestimating costs and overestimating revenues. A recent study showed the Social Security Agency has gone off course by $27 trillion since 2000. While the Social Security Administration defends its methods, other analysts and the Congressional Budget Office no longer rely on Social Security's estimates. This raises concerns about Social Security's long-term solvency as its trust funds are projected to be depleted by 2033, potentially requiring a dramatic reduction in benefits. Investors are advised to plan for reduced or delayed Social Security benefits and focus on maximizing non-Social Security retirement income sources.
This document provides a 3-step guide to disability income protection: 1) Understand the need for income protection given disability statistics, 2) Protect your income through individual disability insurance to supplement employer policies, and 3) Regularly review your disability plan for changes in needs. It emphasizes the importance of disability coverage given the risk of becoming unable to work and the limited alternatives to replace lost income from savings or social security.
How To Survive And Thrive In The Era Of Health Reform[1]wisdomjl
This document provides an overview of health care reform under the Patient Protection and Affordable Care Act (PPACA). It discusses key provisions such as tax credits for small businesses, coverage requirements for adult children up to age 26, bans on lifetime limits and pre-existing condition exclusions for children. It also outlines future provisions including the employer mandate in 2014, establishment of health insurance exchanges, and the excise tax on high-cost health plans beginning in 2018. The document recommends that companies transition to value-based health plans that incentivize wellness programs to help lower costs and improve outcomes over the long run. It positions the insurance agency, James L. Wisdom Insurance Services, as specialists that can help companies successfully navigate health care reform
The Impact of the Current Economy on Compensation ManagementPayScale, Inc.
Join James Redfern, Chief Financial Officer and Becky Wood, Sr. Applied Analytics Adviser, as they dive into wages pre, during, and post pandemic – and what this means for economic recovery.
The document provides an overview and summary of a presentation on successful retirement planning. It discusses the current economic environment and where the economy has been, where it is now, and where it may be going. It also discusses employer-sponsored retirement plans and how they can fit different practices. The presentation was given by Tim Gaigals and covered topics like different types of retirement plans that are commonly used, when each type is best utilized, and how to design an effective retirement plan.
National survey of employer sponsored health plans core presentationAnn Gargis
Mercer’s 2018 National Survey of Employer-Sponsored Health Plans, now in its 33rd year, is available now. The survey has long been a preeminent source of timely, reliable health benefit information, used by employers, policymakers, the health care industry and the media. Unlike other surveys conducted by benefit professionals, Mercer’s survey is statistically representative of all U.S. health plan sponsors with 10 or more employees – which means we can provide benchmark data for employer groups based on industry, size and location. And unlike government or think-tank surveys, the Mercer survey is focused squarely on the strategic issues that matter most to employer health plan sponsors.
•Most participants – Over 2,400 employers participated in 2018, far more than most other health benefits survey.
•Highest standards – The survey uses scientific sampling and weighting methodologies.
•Sharpest focus – Mercer’s health benefit experts frame the questions so you get the data you need.
Presentation at the Fifth Biennial Conference of the American Society of Health Economists, by Allison Percy, Health, Retirement, and Long-Term Analysis Division
65% of employees surveyed are considered "not financially well" based on their scores on a new Financial Wellness Score. While employees increasingly rely on employer-provided retirement and health benefits, many are still not taking full advantage of these benefits or prepared for retirement. Employees express a desire for more help and guidance from employers in improving financial wellness.
The document summarizes key findings from a 2014 survey of C-suite executives and HR/benefits managers on trends in employee benefits. The survey found that while opinions are split on the impacts of healthcare reform, it is driving changes to benefits. Top objectives are improving productivity, retention and morale. Most companies measure ROI of benefits and feel effective at it. Short-term goals center on productivity and costs, while long-term focuses more on costs. Many companies have already made changes to benefits like increasing employee premium share and reviewing spouse coverage.
BIZGrowth Strategies - Workforce & Talent Optimization Special EditionCBIZ, Inc.
Amid today’s economic uncertainty, we know you need strategies and solutions that will help your business thrive. With workforce and talent concerns running high for employers across the nation, our experts developed these articles with those critical issues top of mind. We offer fresh insights designed to attract, retain, engage and motivate your employees — all while protecting your bottom line and managing emerging risks. Articles include:
- Unlock Success with Effective Performance Management
- How Employers Can Benefit from Financial Wellbeing Programs
- How to Talk About Hard Decisions During a Recession
- Cost-Effective Health Plan Perks to Consider in 2023
- 3 HR Strategies to Recession-Proof Your Organization
- Responding to Employment Practices Liability (EPL) Claims
- Versatility — Important in Life & Life Insurance
In This Issue:
• 5 Strategies to Combat the Great Resignation
• What You Need to Know About SALT Cap Workarounds
• Hidden Insurance Coverage Risks of Mergers & Acquisitions
• Employee Wellbeing Trends to Watch in 2022
• Thrive vs. Survive — A Tale of Two Retirees
This newsletter article from Cedar Point Financial Services discusses upcoming tax filing deadlines and provides tips for taxpayers. It notes that the filing deadline is April 15, 2019 for most individuals, though some have until April 17. It describes how to file for an automatic extension, which provides more time to file but not to pay taxes owed. The article advises taxpayers not to procrastinate filing and to file even if they owe money in order to limit penalties. It also discusses potential refund delays due to new IRS filters aimed at fraud.
Gary Trennepohl presents "Financial Markets in 2014: Story Projects" during the Reynolds Center for Business Journalism's annual Business Journalism Week, Jan. 5, 2014. Trennepohl is the ONEOK Chair of Finance at Oklahoma State University.
The annual event features two concurrent seminars, Business Journalism Professors and Strictly Financials for journalists.
For more information about business journalism training, please visit http://businessjournalism.org.
This document discusses human resource management and compensation administration. It provides details on developing compensation packages including performing job analysis, evaluating positions, conducting pay surveys, and establishing pay structures. The summary discusses different types of compensation such as wages, salaries, incentives, and benefits. It also outlines the compensation administration process and emphasizes the importance of effective compensation management.
Thomsons Online Benefits Breakfast Workshop - Will your benefits still engage...Thomsons Online Benefits
Are you concerned about the future appeal of your benefits scheme?
If you are unsure how the HM Revenue and Customs' proposed salary sacrifice changes will impact your benefits programme, view the slides from our invite-only breakfast workshop.
U S Supreme Court Upholds The Affordable Care Act1charles_3us
The U.S. Supreme Court upheld the constitutionality of the Affordable Care Act, including the individual mandate requiring Americans to obtain health insurance. The Court ruled the mandate is valid under Congress's taxing authority. However, it placed some limitations on the Medicaid expansion. Employers and health plans must continue complying with ACA provisions such as reporting requirements, limits on flexible spending accounts, and minimum loss ratios for insurers. Additional reforms take effect in 2014, including the employer mandate and health insurance exchanges.
The document discusses preparations for the 2016 open enrollment period. It provides an overview of objectives for open enrollment, including informing employees of benefit changes and allowing them to make elections. It also reviews recent developments such as Supreme Court rulings on same-sex marriage and new guidance on out-of-pocket maximums and preventive services from the Affordable Care Act. Additionally, it discusses disclosure requirements for open enrollment under ERISA best practices.
Compensation, Benefits, Reward & Recognition Plan for V..docxannette228280
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
1. H R I N T H E T R U M P E R A :
I M PA C T O N P O L I C Y
Last month, we asked nearly 2,000 HR executives about the impacts of the
US presidential election on employers.
I N V E S T M E N T S
P O T E N T I A L P O S I T I V E S
Tax reform/cuts
-
Infrastructure spending
-
Regulatory relief
P O T E N T I A L N E G AT I V E S
Constrained trade policy
-
Restricted immigration
-
Policy uncertainty
W I L D C A R D S
Federal Reserve policy
-
Business investment/
productivity growth
-
Financial market impact
-
Global shift toward
populism/protectionism
Mercer poll: Do you anticipate changing your defined benefit plan investment strategy in 2017?
Yes, plan to increase
fixed income or take other
steps to de-risk
NoYes, plan to increase
equity exposure to increase
expected returns
Yes, plan to increase
alternative investments
16% 4% 7% 69%
2. R E T I R E M E N T P L A N S
We believe the most significant retirement changes are likely to come from
Congress and the States.
Mercer poll: How would a lifetime income safe harbor affect your defined contribution plan design?
It will: I will likely add a
lifetime income option
Not sureI’m exploring adding
lifetime income option
I’m taking no action
30% 16% 48%6%
H E A LT H A N D B E N E F I T S
Employers should consider whether key elements of US health reform will
remain, and how that will affect them.
Mercer poll: Do you currently satisfy the 30-hour ACA rule?
Comprehensive financial wellness programs help employees with assets,
liabilities, income and expenses, and insurance and protection.
Yes, and will most likely
continue to set eligibility at 30
hours (or below) even if the
employer mandate is repealed
Not sureYes, but will most likely
increase hours for
eligibility if the employer
mandate is repealed
No, we’ve chosen to pay
the employer mandate
assessment
18% 0% 6%75%
CONSUMER FINANCE PROTECTION BUREAU’S FOUR ELEMENTS OF INDIVIDUAL FINANCIAL WELLNESS
Participant enters
workforce
Life event occurs and an
intervention is needed
Phase of employment changes (e.g.,
nearing retirement, leaving company)
Participant enters retirement,
drawdown phase
F I N A N C I A L W E L L N E S S N E E D S
Have control over day-to-day,
month-to-month finances
Have the capacity to absorb a
financial shock
Are on track to meet
financial goals
Have financial freedom to make
choices to enjoy life
3. 22266b-MG
TA L E N T A N D R E W A R D S
THREE STEPS TO ENSURING PAY EQUITY
Mercer poll: Is your organization planning on taking action on pay equity in 2017?
1. Assess pay equity
on a regular basis
2. Group employees
into meaningful
pools for comparison
purposes
3. Designate a team that
assesses pay equity and
implements a formal
remediation process
Yes Not sureNo
22%30% 48%
E X E C U T I V E R E W A R D S
The President-elect’s position on executive pay is uncertain. Employers should
take steps to prepare for pay ratio rule 2018 effective date and monitor investor
and proxy adviser voting policies on executive pay and governance.
Mercer poll: Will your company continue to prepare for the pay ratio rule effective in 2018?
Yes Not sureNo
10%35% 54%
Email selectintel@mercer.com for a replay of the webinar.
Learn more at http://bit.ly/tryMSI