1. BENEFITS AND OTHER COMPENSATION ISSUES

2. Benefits (Indirect Financial Compensation)
All financial rewards that are not paid directly to the employee

3. Benefits in a Total Compensation Program External Environment Internal Environment
Financial
Non-Financial
The Job Job Environment
Direct
Indirect (Benefits)
Legally Required Benefits Social Security Unemployment Compensation Workers’ Compensation Family & Medical Leave
Voluntary Benefits Payment for Time Not Worked Health Care Life Insurance Retirement Plans Employee Stock Option Plans Supplemental Unemployment Benefits Employee Services Premium Pay Unique Benefits

4. Mandated Benefits (Legally Required)
Social security
Unemployment compensation
Worker’s compensation
Family and Medical Leave Act of 1993 (FMLA)

5. Social Security Created system of retirement benefits
Federal payroll tax to fund unemployment and retirement benefits
Amendments included disability insurance, survivors’ benefits, and Medicare

6. Unemployment Compensation
Laid off individual receives compensation for up to 26 weeks
Administered by states
Payroll tax paid solely by employers

7. Worker’s Compensation
Expenses resulting from job-related accidents or illnesses
Administered by states
Program paid for by employers
Premium expense directly tied to past experience

8. Family and Medical Leave Act of 1993 (FMLA)
Private employers with 50 or more employees and governmental employers regardless of number of employees
Up to 12 workweeks of unpaid leave per year for absences due to employee’s own serious health condition, need to care for newborn or newly-adopted child, seriously ill child, parent, or spouse

9. Discretionary Benefits (Voluntary)
Payment for time not worked
Health care
Life Insurance
Retirement plans
Employee Stock Option Plans (ESOP)
Supplemental Unemployment Benefits (SUB)
Employee services
Distinctive benefits
Premium pay
Part-time employee benefits

10. Health Care Legislation
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) – Temporarily continue coverage if employees would lose it because of termination, layoff, or other change in employment

11. Health Care Legislation (Continued)
Older Workers Benefit Protection Act (OWBPA) - Employers must offer benefits to older workers that are equal to, or more than, the benefits given to younger workers with one exception. Is not required when costs to do so are greater than for younger workers

12. Health Care Legislation (Continued)
Employee Retirement Income Security Act of 1974 (ERISA) – Strengthen existing and future retirement programs
Older Workers Benefit Protection Act (OWBPA) – extends coverage to all employee benefits

13. Nonfinancial Compensation
Very powerful factor in compensation equation

14. The Job as a Total Compensation Factor
Central issue in many motivation theories
Vital component of total compensation program

15. Job Characteristics Theory
Skill variety – extent work requires number of different activities for successful completion
Task identity – extent job includes an identifiable unit of work carried out from start to finish
Task significance – impact job has on other people

16. Job Characteristics Theory (Continued)
Autonomy – individual freedom and discretion employees have in performing their jobs
Feedback – amount of information employees receive about how well they have performed the job

17. Flexible Compensation Plans
Permit employees to choose from among many alternatives in deciding how their financial compensation will be allocated
Determine the compensation package that best satisfies his or her particular needs

18. Other Compensation Issues
Severance pay
Comparable worth
Pay secrecy
Pay compression