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Many of today's workers are experiencing great difficulty trying to juggle both work and family responsibilities. Because so many employees are single parents or members of dual-income families, often there is no one available at home during working hours to care for the family. Therefore, a number of companies have begun to institute work and family programs as part of a "totally integrated employee benefits system" in an effort to help employees cope with these problems.[2] Examples of such programs are as follows: The Los Angeles Department of Water and Power instituted the following programs:[3]* reduced cost for child care* care for mildly ill children* parenting support groups* a "beeper-alert" program (in which employees are loaned beepers when they have an imminent family emergency) RJR Nabisco has a time-off program in which parents can take time off to accompany their children on the first day of school or to attend parent-teacher conferences.[4] Stride Rite instituted an interesting concept referred to as an Intergenerational Center (that is a day care for children and elder dependents of employees).[5] In addition to the programs listed, many organizations now offer nontraditional work arrangements, such as telecommuting, flextime and job sharing, to help workers cope with their personal and family-related responsibilities.[6] Most successful organizations realize that, generally speaking, employee satisfaction equals success. (Champion-Hughes, 2001, p. 287)
As you can see from the above list of companies the types of companies that are seeking to institute integrative benefits plans that allow employees to "have a life," outside of work are as diverse as the employees and the needs of those employees.
The overall...
In other words, even though a company may have a hiring or pay raise freezes those employees who are happy will continue to be loyal and will likely stay with the company for longer periods of time, a great benefit to companies in a challenged fiscal economy.
References
Arthur, D. (2001). The Employee Recruitment and Retention Handbook. New York: AMACOM.
Bill Proposes Tax Incentives for Companies That Offer Gym Memberships. (2005, May). Occupational Hazards, 67, 20.
Champion-Hughes, R. (2001). Totally Integrated Employee Benefits. Public Personnel Management, 30(3), 287.
Cohany, S.R. (1996). Workers in Alternative Employment Arrangements. Monthly Labor Review, 119(10), 31.
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Company's Compensation And Benefit Package A number of factors determine how a company compensates its employees. These factors may include economics, psychology and even sociology. To an economist compensation is viewed as a labor market determinant (Filer, Hammermesh, & Rees, 1996). As a human resource manager for Vanguard Industries I have been entrusted with the responsibility of explaining to the Chief Executive Officer (CEO) that guided my development of the company's
smaller company offer competitive benefit packages employees competing talent large corporations? FYI - School text book The Handbook Employee Benefits, Seventh Edition Jerry S. Competitiveness of employee benefits in small size enterprises The global economy is still striving to overcome the tremendous pressures of the economic recession that began in 2007 in the American real estate sector and soon expanded to the rest of the sectors, as well as the rest
Employee's do not have to sue the employer to get this compensation. It is normally paid through an insurance system that is financed through premiums paid by the employers. Workers' compensation premiums are based upon the accident and illness record of that organization. Obviously, larger numbers of paid claims results in higher premiums. The medical expenses are normally covered in full the under workers compensation laws. This is a
Educational Evaluation and Policy Analysis, 15(1), 51-64. Beaudin, B.Q. (1995). Former teachers who return to public schools: Characteristics of those who return to the classroom. Educational Evaluation & Policy Analysis, 17(1): 462-475. Guarino, C., SantibaNez, L., Daley, G., & Brewer, D. (2004) a review of the research material on teacher recruitment and retention, Santa Monica, CA: Rand Publishers Nakai, D. & Turley, S. (2003). Going the alternate route: Perceptions from non-credentialed teachers. Education,
Wal-Mart is also deemed to be a company that greatly mistreats and discriminates against its employees but there has apparently been no reliable empirical data to back that up (Van Riper, 2008). The article concludes by conceding to some Wal-Mart critics. First, Wal-Mart cites Ohio University professor Richard Vedder, who points out that Bureau of Labor Statistics Data holds that Wal-Mart's wage structure lags behind the retail sector as a