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Neno's Place Established in 2006 as a Community of Reality


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Established in 2006 as a Community of Reality

Welcome to the Neno's Place!

Neno's Place Established in 2006 as a Community of Reality


Neno

I can be reached by phone or text 8am-7pm cst 972-768-9772 or, once joining the board I can be reached by a (PM) Private Message.

Established in 2006 as a Community of Reality

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Established in 2006 as a Community of Reality

Many Topics Including The Oldest Dinar Community. Copyright © 2006-2020


    A report talking about benefits that can be offered to employees in lieu of an increase in wagesprop

    Rocky
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    • Post n°1

    A report talking about benefits that can be offered to employees in lieu of an increase in wagesprop Empty A report talking about benefits that can be offered to employees in lieu of an increase in wagesprop

    Post by Rocky Mon 06 Mar 2023, 4:34 am

    A report talking about benefits that can be offered to employees in lieu of an increase in wages[You must be registered and logged in to see this link.]
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    Baghdad today - follow-up 
    The labor market remains understaffed, despite fears of a slowdown. Most companies do not lay off employees, but the interest in retaining them increases, but how?
    Inflationary pressures mean that employees want wage increases, but employers may not want to award higher salaries in an uncertain economy .
    Too often, however, companies ignore another way to boost employee retention and morale. Improving perks is less expensive than comprehensive salary increases, and there are also usually tax benefits for both employees and employers. Those in charge are working to persuade workers to stay by increasing what academics call "employee integration ."
    In other words, they ensnare the employee in the “window” of the organization in a way that makes it difficult for him to escape or quit, leaving him with no choice but to stay. And while booths, on-site yoga and free food gained a lot of attention during the tech boom, perks like this are probably better at impressing potential employees than retaining current ones. There is a group of benefits that are more common in the United States, and are also more practical and realistic, which are: paid vacation, health insurance, and a retirement account .
    Practical features
    Practical features and value are what companies are now focusing on improving. A few weeks ago, insurance company MassMutual announced an  extended leave policy for carers, offering eight weeks of paid leave to employees who need to care for a loved one, not just an immediate family member .
    Last fall, Bank of America announced a sabbatical program. And an increasing number of US airports are opening daycare centers to help staff take care of children—something likely to be true for chipmakers' employees .
    Of course, in the aftermath of the Dobbs v. Jackson ruling that overturned the Roe v. Wade ruling on the right to abortion, many American companies have announced payment for travel costs for female employees who want to cross state lines to obtain abortion care .
    Why aren't open holidays a great idea?
    Some of the improvements to working conditions and atmosphere are aimed directly at increasing employee retention by combating the “burnout” that many of them are feeling at the moment. A handful of smaller companies have recently announced mandates of two weeks' leave, 60-day digital migration programmes, and at least a four-day work week in the UK .
    Companies reduce employee benefits
    By contrast, there are examples of companies that have gone the other way. Hulu , for example, has cut its paid parental leave program from 20 weeks to just eight. (The United States does not have federally guaranteed paid leave.) However, companies like Hulu are the exception rather than the rule .
    Other companies have regained Covid-era perks, such as free lunch for office workers, subsidized parking and, most controversially, flexibility about how often you work from the office. But even the aggressive return-to-office plans pushed by some Wall Street firms are anomaly .
    Data from economists José María Barrero, Nicholas Bloom, and Stephen J. Davis indicate that, as of January 1, 2023, approximately 20% of workers able to work from home were still fully remote .
    The Dutch parliament approves legislation making working from home a legal right
    In general, more companies are adding benefits than they are cutting back, but for employers this raises a challenge: How do you stand out from the crowd?
    One option is to consider adding a less common benefit such as paid paternity or maternity leave, paid mental health days, on-site child care or a sabbatical program .
    Then there is the “value of effort and work.” Retirement benefits are not rare, but rather of great financial value to employees. Conversely, I don't think an employee joins a company for a dental health insurance plan, or that a perk like dry-washed clothes won't stop someone from leaving a company .
    Benefits that prevent "burnout "
    The opportunity to take sabbatical leave — either with or without pay — is still very unusual, but many long-serving employees find the "career break" invaluable. When Kira Shabram, Matt Bloom, and DJ Didona interviewed 50 employees who took career leave, no one regretted it. (Research has also found benefits for the organization; when senior leaders take a career break, it can give more junior employees a chance to grow in their careers .)
    The employee benefit does not always cost the employer a lot of money. This is where flexibility comes in. In companies where employees are more or less "on call" - you know, the so-called laptop class - it doesn't cost companies much to give workers freedom of action over when and where they work .
    Yahoo to its employees in Japan: work from anywhere and commute by plane
    Flexible working is associated with lower rates of "burnout" and an increased desire to stay. Workers can save real money when they have more control over the details of their schedule, and don't have to bear the costs of commuting, lunches, or fees charged by daycares for the extra hours they take care of children until their parents return from work late .
    It's no surprise, then, that while some CEOs have spoken of the need to return to working from the office, most companies don't seem to be opposed to a hybrid approach .
    And when you can't give employees a 6% raise to keep up with inflation of the same rate, benefits and perks are among the best ways to convince good employees to stay.
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