Introduction
According to Human Rights Campaign Work Net (2006) fringe benefits such
as health and life insurance, a pension or profit-sharing has long been a way for
employers to compensate their workers, and for one company to obtain a competitive
edge over another. While most employers that offer benefits such as health insurance and
dental care also make those benefits available to their employees' spouses and legal
dependents, the idea of extending such benefits to the domestic partner (DP) of unmarried
employees, including lesbian and gay employees, is a newer concept.
In the American society today, most people think of domestic partnership when it
applies to homosexual relationships. Our team has come to the conclusion that, when
presenting this topic to any corporation, it is essential to include as many different
definitions of domestic partnership as possible. Domestic partner benefits can include
medical and dental insurance, disability and life insurance, pension benefits, family and
bereavement leave, education and tuition assistance, credit union membership, relocation
and travel expenses and inclusion of partners in company events. Employment policies
of corporations should not be designed to change personal values, they are designed to
foster and atmosphere of fairness and professional respect at work. Domestic partner
benefits are equal pay for equal work, a tool for attracting and keeping the best
employees and a means of improving employee productivity.
Domestic Partner Benefits 3
Prior to World War II few companies offered comprehensive benefit programs to their
employees. Of the few that did offer benefits, only the employee was covered not their
family. Families most often depended on fraternal orders and community assistance to
meet their needs. Throughout the decade following WW II, unions fought for and
negotiated benefits for employees and their families. As corporations began to design
their employee benefit programs they used 1950's sitcom families such as Father knows
Best as models for their definition of family. These policies still are geared more toward
the idealized family model rather than the diverse makeup of households today. As a
result few corporate benefit programs truly meet the needs of many of their employee's
families. Laws that traditionally define families as individuals related by blood, marriage
or adoption reinforced corporation's cultural message. Over the next couple of decades
the makeup of families changed even more. The divorce rate increased considerably and
unmarried couples began living together. As couples remarried they found themselves in
blended families with dependent stepchildren. As a result the legal interpretation of the
term "family" has been used to exclude blended families and domestic partners from vital
legal protections and benefits. In this way the government has helped to protect
Providing health care for all workers and their families is a very good way to improve the benefit that workers receive for the worst forms of work to render workers less vulnerable, and to express social and communal respect for them.
because the employers do not have to provide health insurance or pension plans for these
optional part of the plan. The elderly were the primary focus of coverage, and the social security
Furthermore, family cap laws are not just one of the problems with welfare policies that need
In management, the activities in which managers engage, to attract and to retain employees and to ensure that they perform at a high level of competence and contribute to the accomplishment of organizational goals are part of what make up an organization's Human Resources Management system. In addition, to the complexity of Human Resources Management, increases local, state and national laws and regulations by which managers and organizations must abide. It is called Equal Employment Opportunity (EEO), which ensures that citizens have an equal opportunity to obtain employment regardless of their gender, race, and country of origin, religion or disabilities. One of the major Equal Employment Opportunity Laws affecting HRM is the Equal Pay Act. The Equal Pay Act of 1963 is an amendment to the Fair Labor Standards Act that forbids gender-based pay discrimination of those performing substantially equal work for the...
Other companies pay for all insurance claims needed by the employee and only have them pay
The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman & Ratnam, 2009).
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as “comparable worth”) programs require a gender-neutral analysis of comparative work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the conditions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firm’s objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments.
We can see that piecework is a direct indicator of the employees output. In addition, the year end bonus is linked with the profit the company earns. The guaranteed employment provides employees the base line for their life, so they don’t have to be worried about getting fired or searching for other jobs, which makes them more concentrated on their jobs. From the combination of these three components, employees can have confidence to work and to understand that their performance will be measured properly.
The succeeding paragraphs will explain how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. In order to maintain their competitive edge, companies need to fully understand that as the needs of their employee’s change, so does their benefit plans. Companies need to find innovative ways of engaging employees that encourage and support their commitment and improve their performance.
Bryant, J., Claridge, M., Fursman, L., Jacobsen, V., & Jensen, B. (2004, March). Theories of the Family and Policy. Retrieved February 27, 2011, from New Zealand Treasury: http://www.treasury.govt.nz/publications/research-policy/wp/2004/04-02/11.htm#_toc4.1
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
Employment, Inc is committed to a policy, as stated by the Federal Employment Equity, of achieving equality in the workplace so that no person is denied employment opportunities, pay or benefits for reasons unrelated to ability. Employment, Inc is therefore committed to equal employment opportunities, as stated by the Civil Rights Act of 1964, for all applicants and employees without regard to age, race, color, religion, national origin, sex, physical or mental disability or any other unlawful grounds. In order to ensure an equitable workplace, Employment, Inc abides by a number of objectives as required by law. These objectives consist of::Workforce Survey - a collection of data on existing employees and determine those that fall into one of the designated categories.
Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement. This paper will discuss the importance of the total compensation program which includes many aspects, not just salary. Attention must be paid to equal pay, pay