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Wage Payments. INSY 3021 Auburn University Spring 2007. Fringe Benefits. Retirement plans, 401K plans, paid time off (vacation, holiday, personal, bereavement), insurance's (medical, dental, vision, life, disability), educational benefits, Jury, FMLA, and other perks.

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wage payments

Wage Payments

INSY 3021

Auburn University

Spring 2007

fringe benefits
Fringe Benefits
  • Retirement plans, 401K plans, paid time off (vacation, holiday, personal, bereavement), insurance's (medical, dental, vision, life, disability), educational benefits, Jury, FMLA, and other perks.
  • Can be up to about 40% of the direct labor cost
day work plans
Day Work Plans
  • Compensate the employee on the # of hours worked times an established hourly pay rate
  • Advantages include: guaranteed wage, not production based, fringe benefits,and high base rates
  • Disadvantage: allow to broad a gap between employee benefits and productivity. Benefits get taken for granted.
flexible compensation plans related to output
Flexible Compensation Plans (related to output)
  • Piecework and standard labor hour plan
  • Gainsharing plans
  • Employee stock ownership plans (ESOP)
  • Profit-sharing plans
piecework
Piecework
  • Pays employee strictly by the output generated during the pay period
  • Outlawed in the United States
  • All employees receive a guaranteed minimum wage
federal labor standards act flsa
Federal Labor Standards Act (FLSA)
  • http://www.dol.gov/esa/regs/compliance/whd/hrg.htm#1
standard hour plan
Standard Hour Plan
  • Workers operate on a daywork plan up to 100% productivity, then piecework beyond 100%
  • Guaranteed base rate, established by job evaluation
productivity gain sharing plans
Productivity (Gain) Sharing Plans
  • Rewards are paid to employees in the form of bonuses (immediate or deferred) based on the the following: Quality improvement, lower costs, beneficial suggestions, reduced labor content, etc…
productivity gain sharing plans con t
Productivity (Gain) Sharing Plans (con’t)
  • Typically shared either 50% - 50% (or 33% -66%) with the company
  • Scanlon, Rucker & IMPROSHARE plans are mentioned in the text.
  • Many types and varieties exist
employee stock ownership plan
Employee Stock Ownership Plan
  • Involve a trust that holds company stock for the employees
  • Many companies participate in this type of plan
  • Some entire companies are totally employee owned (AVIS, Southwest Airlines, etc.)
profit sharing
Profit Sharing
  • An employer pays employees special pay based on the prosperity of the company
  • Can be in the form of cash plans, deferred plans, or a combination of the two
  • Payment can be spread to all employees equally, or prorated based on their annual base salary
non financial performance motivation plans
Non-financial Performance Motivation Plans
  • Include rewards that have no relation to pay
  • Conferences, picnics, afternoon off, recognition, committee involvement, etc…
  • Treat all employees the way that you expect to be treated
job evaluation
Job Evaluation
  • Determination of the basic worth of a job.
  • Considerations:
    • Benefit to the company
    • Demands of the work on the employee
four formal approaches
Four Formal Approaches
  • Job Classification (civil service grades): Not quantitative.
  • Job Ranking (pair-wise comparison of jobs):Not quantitative.
  • Job Factor Comparison
  • Job Point Plans
job factor analysis
Job Factor Analysis
  • Factors should be related to the job (not the worker)
  • Factors must be non-discriminatory
  • Should measure aspects of difficulty and value to the organization
  • Rarely takes more than ten (10).
key jobs
Key Jobs
  • Create families of related jobs that encompass similar factors.
  • Be consistent.
  • Committee structure works best for these plans.
  • GET MORE TRAINING before you attempt to do this!