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Compensation And Benefits Strategy: Clapton Commercial Construction

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Compensation And Benefits Strategy: Clapton Commercial Construction
Compensation and Benefits Strategy: Clapton Commercial Construction
Ciara Gaines
KaNotye Rodgers
Loren Nall
Nova York
Tenisha Spears University of Phoenix
HRM/531
June 2, 2015
Susan Gates-Ennett
Compensation and Benefits Strategy: Clapton Commercial Construction
The purpose of this paper is to propose a complete compensation and benefits strategy for Clapton Commercial Construction, a company which is expanding into Arizona. To complete the task, team members researched multiple elements which will affect pay and benefit structure. Employment law establishes basic guidelines for the company’s payment structure. Local market conditions and labor force, as well as the pay rates and benefit packages of competitors, were considered. These …show more content…
We normally recommend that companies offer compensation at approximately the 50th percentile of each specific job. However, we are recommending a higher percentile for Clapton Commercial Construction to be successful in a new market and territory. This 75th percentile of compensation positions Clapton Commercial Construction to immediately be seen as one of the top employers in the construction industry right from the start. We do realize that starting wages at the 75th percentile means that they will need to continue to stay at or near this level; we think this move is worth it to attract the best job talent in Arizona and to be successful in all of your construction …show more content…
These include social security and worker’s compensation. Social security taxes must be paid at the same rate as the employee pays (SBA, 2015). According to the Fair Labor Standards Act (FLSA), the federal minimum wage is $7.25 per hour. However, Arizona’s state minimum wage is $8.05 per hour. In the case where the state’s minimum wage is higher than the federal minimum wage, the employee shall receive the higher of the two. If an employee works over 40 hours in any week, he or she shall be compensated not less than 1.5 times the hourly rate in which he or she earns. Because Clapton Construction has more than 50 employees, they are required to offer up to twelve weeks of unpaid time to employees for the medical care of an immediate family member or themselves. This is a requirement of the Family and Medical Leave Act (FMLA). Due to the benefits which are required by law, it is in Clapton Construction’s best interest to find the best value for the worker’s compensation insurance because it is the only controllable
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