Benefit Programs and Compensation Administration
Benefit Programs and Compensation Administration
By: Janelle Bartlett
Professor Rhonda Hess
October 28th, 2012
Benefits and Compensation
Introduction
Employee benefits are one of the most driving measures for obtaining qualified employees. It is important for organizations to provide employees with not only hourly or salary wage but also other benefits that can make them more desirable to well qualified individuals. Organizations must be able to communicate all of the benefits to current and prospective employees clearly enough for them to understand exactly what is offered.
Government Regulated Benefits The government is there to help protect employees for many reasons, things such as worker’s compensation, unemployment, and social security. They also provide state regulated minimum hourly pay, amount of time allowed to work within a given time period or day, and even rights for employees for unjust firing. Employers are also obligated to oversee an individual that is under the age of 18 and what laws pertain directly to those individuals. Also those that work more than 60 hours a week and that if they consistently continue said hours they should be awarded for time spent away from home.
While right now there are many laws that are in transit for health benefits being offered to all, it is still in process and not all employees are offered health benefits. The current Obama Care plan is proposing that all individuals, including any that have pre-existing conditions be offered insurance coverage through their employer at a discounted rate or going directly to insurance companies without being denied for any pre-existing conditions. Another added benefit for those with college-aged children is that they can keep them on their plan until the age of 26, if they are not employed or are not offered insurance through a current employer. These benefits are only contingent upon the upcoming election.
Established Organizational Benefits The organization I
By: Janelle Bartlett
Professor Rhonda Hess
October 28th, 2012
Benefits and Compensation
Introduction
Employee benefits are one of the most driving measures for obtaining qualified employees. It is important for organizations to provide employees with not only hourly or salary wage but also other benefits that can make them more desirable to well qualified individuals. Organizations must be able to communicate all of the benefits to current and prospective employees clearly enough for them to understand exactly what is offered.
Government Regulated Benefits The government is there to help protect employees for many reasons, things such as worker’s compensation, unemployment, and social security. They also provide state regulated minimum hourly pay, amount of time allowed to work within a given time period or day, and even rights for employees for unjust firing. Employers are also obligated to oversee an individual that is under the age of 18 and what laws pertain directly to those individuals. Also those that work more than 60 hours a week and that if they consistently continue said hours they should be awarded for time spent away from home.
While right now there are many laws that are in transit for health benefits being offered to all, it is still in process and not all employees are offered health benefits. The current Obama Care plan is proposing that all individuals, including any that have pre-existing conditions be offered insurance coverage through their employer at a discounted rate or going directly to insurance companies without being denied for any pre-existing conditions. Another added benefit for those with college-aged children is that they can keep them on their plan until the age of 26, if they are not employed or are not offered insurance through a current employer. These benefits are only contingent upon the upcoming election.
Established Organizational Benefits The organization I
References: Common sense about group incentives. (1998). Harvard Management Update, 3(11), 1. Gordon, A. A., & Kaswin, J. L. (2010). EFFECTIVE EMPLOYEE INCENTIVE PLANS: FEATURES AND IMPLEMENTATION PROCESSES. Cornell HR Review, 1-6. Milkovich, G. T., Newman, J. M., & Gerhart, B. (2011). Compensation. New York, NY: McGraw-Hill/Irwin. Park, S., & Sturman, M. C. (2012). How and What You Pay Matters: The Relative Effectiveness of Merit Pay, Bonuses and Long-Term Incentives on Future Job Performance. Compensation & Benefits