Study Document
Alternative Benefits Packages Are a Thesis
Many of today's workers are experiencing great difficulty trying to juggle both work and family responsibilities. Because so many employees are single parents or members of dual-income families, often there is no one available at home during working hours to care for the family. Therefore, a number of companies have begun to institute work and family programs as part of a "totally integrated employee benefits system" in an effort to help employees cope with these problems.[2] Examples of such programs are as follows: The Los Angeles Department of Water and Power instituted the following programs:[3]* reduced cost for child care* care for mildly ill children* parenting support groups* a "beeper-alert" program (in which employees are loaned beepers when they have an imminent family emergency) RJR Nabisco has a time-off program in which parents can take time off to accompany their children on the first day of school or to attend parent-teacher conferences.[4] Stride Rite instituted an interesting concept referred to as an Intergenerational Center (that is a day care for children and elder dependents of employees).[5] In addition to the programs listed, many organizations now offer nontraditional work arrangements, such as telecommuting, flextime and job sharing, to help workers cope with their personal and family-related responsibilities.[6] Most successful organizations realize that, generally speaking, employee satisfaction equals success. (Champion-Hughes, 2001, p. 287)
As you can see from the above list of companies the types of companies that are seeking to institute integrative benefits plans that allow employees to "have a life," outside of work are as diverse as the employees and the needs of those employees.
The overall trend of diversifying employee benefits is largely positive and can even be sustained in a challenged economy. In other words, even though a company may have a hiring or pay raise freezes those employees who are happy will continue to be loyal and will likely stay with the company for longer periods of time, a great benefit to companies in a challenged fiscal economy.
References
Arthur, D. (2001). The Employee Recruitment and Retention Handbook. New York: AMACOM.
Bill Proposes Tax Incentives for Companies That Offer Gym Memberships. (2005, May). Occupational Hazards, 67, 20.
Champion-Hughes, R. (2001). Totally Integrated Employee Benefits. Public Personnel Management, 30(3), 287.
Cohany, S.R. (1996). Workers in Alternative Employment Arrangements. Monthly Labor Review, 119(10), 31.
Company Benefits Stem from Diverse Workforce; EMPLOYMENT. (2008, June 3). The Birmingham Post (England), p. 19.
Ellison, N.B. (2004). Telework and Social Change: How Technology Is Reshaping the Boundaries between Home and Work. Westport, CT: Praeger.
Henneman, T. (2006, October 10). Companies That Embrace Equality: In 2006 a Record Number of Fortune 500 Companies Are Offering Benefits and Protections to Their LGBT Employees. The Advocate Highlights 10 Additions to Its Ever-Growing List of Equality-Minded Employers. The Advocate 58.
International, R.H. (2007). The Red Carpet Treatment: Employers Are Offering Generous Compensation and Progressive Benefits to Entice - and Keep - Top Accounting Talent in Today's Tight…
Sample Source(s) Used
References
Arthur, D. (2001). The Employee Recruitment and Retention Handbook. New York: AMACOM.
Bill Proposes Tax Incentives for Companies That Offer Gym Memberships. (2005, May). Occupational Hazards, 67, 20.
Champion-Hughes, R. (2001). Totally Integrated Employee Benefits. Public Personnel Management, 30(3), 287.
Cohany, S.R. (1996). Workers in Alternative Employment Arrangements. Monthly Labor Review, 119(10), 31.
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