Topic 7: Pay and Benefits Incentives Paper
Topic 7 DQ 2
Legally required benefits, also termed Mandatory benefits are those benefits that the government mandates employers to offer to employees based on the state or federal employment laws. Employers must offer certain employee benefits as mandated by the local, state, or federal statute (SHRM, 2020). Legally required benefits in the US include FICA payments for Social security and Medicare, workers’ compensation, health insurance, unemployment insurance, and family medical leave (Lester et al., 2021). The purpose of legally required benefits is to provide employees and their families with a retirement income and medical care. The benefits alleviate the economic hardship that an individual faces after a job loss or getting a disability (Lester et al., 2021). They also cover liabilities caused by injuries, workplace hazards, and diseases.
Unemployment insurance helps employees to support themselves financially after job loss until they get employed. The employer fully finances the benefit through a payroll tax. The role of workers’ compensation insurance is to financially support employees who become incapacitated following an illness or workplace injury (SHRM, 2020). The insurance is also funded entirely by the employer. Organizations with more than 50 full-time workers are mandated by law to pay Health insurance. Another mandatory benefit is Family insurance and medical leave, which is mandatory for organizations with more than 50 workers (Lester et al., 2021). Health insurance, Family insurance, and medical leave benefits can be waived to private companies with fewer than 50 employees (SHRM, 2020).
Tuition Reimbursement should be made into a mandatory benefit to encourage employees in different professions to advance their education. The benefit shows that an organization is committed to helping its employees learn and grow on the job (Lester et al., 2021). Tuition Reimbursement can reduce turnover rates since it increases employee loyalty, thus retaining top talent and lowering recruitment and hiring expenses.
References
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Lester, G. V., Brock Baskin, M. E., & Clinton, M. S. (2021). Employer-Sponsored Benefits in the United States: The Past, Present, and Future. Compensation and benefits review, 53(1), 24–42. https://doi.org/10.1177/0886368720947609
SHRM. (2020, July 27). Introduction to the human resources discipline of employee benefits. https://www.shrm.org/resourcesandtools/tools-and samples/toolkits/pages/employeebenefits.aspx
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This is for discussion questions. There are two discussion questions. Each discussion question must have at least 250 words and two references. Thank you.
Topic 7: Pay and Benefits Incentives
Objectives:
1. Determine the pay and incentive strategies that would establish a market-competitive pay plan.
2. Describe the legal issues that must be considered when designing an effective benefits pa
Topic 7 DQ 1
What is the effect of a total compensation package within a market-competitive pay plan on employee motivation and satisfaction?
Topic 7 DQ 2
What are legally required benefits and why are they required by law? Can any of these benefits be waived? Provide an example. Provide one additional benefit that should be made into a legally required benefit.