Beruflich Dokumente
Kultur Dokumente
Function
Recruitment
How
Supply of applicants affects wage rates Selection standards affect level of pay required Increased knowledge leads to higher pay A basis for determining employees rate of pay
Labor Relations
Intrinsic Rewards (nonmonetary) job security Status symbols Social rewards Task-self rewards
Direct Compensation
Paid leave Training Work breaks Sick days vacation Holidays Personal
Miscellaneous Benefits Legal advice Eldercare Daycare Wellness Counseling Moving Perks
Intrinsic Rewards
(non-monetary)
The motivation one receives from performing the work The Concepts of
Equity Theory
Pay, benefits, opportunities, etc.
OUTCOME INPUTS
effort, ability, experience etc.
OUTCOME INPUTS
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Pay Level- Same job in Different organizations Pay Structure - Different jobs in Same organization Individual Pay Differences - Different people in Same job
Insurance Plans
Medical Dental Life
Security Plans
Pensions
Employee Services
Direct Compensation
What an employee gets for performing work
Indirect Compensation
Dealing with employee benefits
Social Insurance
(legally required)
Social Security About 8% employer and employee tax on wages Additional Medicaid tax of 1.45% Also includes dependent coverage and Long-term Disability Unemployment Compensation Tax rate on employers is based on use/environment Eligibility: work 1 year - not on strike, quit or fired for cause Workers Compensation Disability, medical care, death benefit & rehabilitation 2/3 of earnings are tax free Rate based on risk and organizations experience rating
Discretionary
Health care Payment for time not worked Supplemental Unemployment Benefits
Old Age and Survivors Insurance (OASI) Provides long-term disability benefits Must work 40 quarters in an occupation covered by Act to qualify for benefits Benefits paid are determined by an individuals life-time earnings
Covers Employees
Cost of injury