...Report Plan: Company Sponsored Child Care Gabriele Piontek-Allport ENG 315 – Professional Communication Dr. J. Henry 04/13/2013 Family life in the United States has changed dramatically. The traditional “June Cleaver” scenario with dad bringing home the bacon and mom, always looking impeccable, staying home rearing the 2.5 children has become an item on the endangered species list. In today’s economic climate it takes two incomes to make ends meet. And therein lays the problem for parents. As any parent can attest to, finding good, affordable, and quality childcare these days poses a not so little challenge. In the past 3 decades millions of women have entered or reentered the workforce (Cattan, Child-care problems: an obstacle to work, 1991). Many of those women have children. Even when child care can be secured, the cost compared to income makes it not feasible, especially for a single mother in a lower income bracket, to work. For an employer this means losing a potentially valuable and qualified asset, the employee. Businesses and organizations have long been aware of this obstacle to work. Lack of child care poses a severe threat to obtaining and holding down gainful employment. Therefore, for many years now, various interest groups have lobbied the Federal Government for legislation that would grant assistance to parents with children in need of child care (Cattan, Child-care problems: an obstacle to work, 1991). Not only interest groups but also employers themselves...
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...Assignment 5 Name: (Your Name) For Dr. Larry Byrd HRM533 Date: (Today’s date) (Title) Innovations of Employee Benefits The succeeding paragraphs will explain how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. The first way is offer onsite day care facilities. The study suggests that on-site daycare is not only affordable; it is in many cases profitable. Further, the study found that a majority of workers would be willing to contribute to the cost of employer-sponsored daycare whether or not they used the benefit. "There are several kinds of employers who typically have on-site childcare, such as high-tech and healthcare industries, and others who need 24-hour workers, such as airline reservation companies," notes Connelly. "The few studies that have been done on on-site childcare focused on those companies with highly educated workforces. We were particularly interested in another group of companies - those who weren't offering daycare as part of a whole package of family-friendly benefits or because of a corporate philosophy, but rather because they had done an economic analysis of their particular set of workers and had decided that on-site childcare would be economically beneficial to their company." The second way is pet-friendly offices. Not all companies are created equal when it comes to the acceptance of dogs in the workplace. Some readily welcome your best friend while others...
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...Seven Categories of Work-Life Effectiveness Successfully Evolving Your Organization’s Work-Life Portfolio • Caring for Dependents • Health and Wellness • Workplace Flexibility • inancial Support F for Economic Security • Paid and Unpaid Time Off • Community Involvement • liciting Management E Buy-In and Transforming Organizational Culture C1 Defining Work-Life Effectiveness Work-life refers to specific organizational practices, policies and programs that are guided by a philosophy of active support for the efforts of employees to achieve success within and outside the workplace. These employersponsored initiatives comprise a strategic framework referred to as the worklife portfolio, a key element of the organization’s total rewards strategy to attract, motivate and retain employees. Career Build Your Portfolio Step One: Assess your present work-life situation It is easy to construct the outline of your organization’s existing work-life portfolio by performing a simple inventory of the policies, practices and programs currently offered within each category of the work-life portfolio. A useful resource for this activity is the Work-Life Audit, available on the Alliance for Work-Life Progress website. www.awlp.org/pub/selfaudit.pdf he term “work-life” refers to the T intersection of self (the worker), career (work), family and community. Self Life Family Community Creating and Sustaining a Successful Portfolio Building...
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...Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM. Though many benefits are not legally required, it is vital for companies to keep up with competition and retain employees. HRM, must act as the driving force behind in building willingness in employees, employee retention and by attracting potential candidates. Using benefits as a strategic component helps enhance the effectiveness, morale, productivity and achievement of goals. The internet helps enable employees to research companies before taking a job. Companies can lose employees to competition as a result of not providing desired benefits and may not look good for business in the long run. In addition to reducing turnover rate companies need to set a best industry safety record. HRM needs to understand what motivates the market of targeted employees. Most are not motivated by just a paycheck, but the perquisites like tuition reimbursement, child care and sponsored family events. (Wiley) Using benefits as a strategic component not only builds motivation, but also helps build stronger relationships between management and employees and the clients. Eventually clients will somehow pick up on these relationships in an event they would have a tour of the company, through word-of mouth and eventually, blogs on the internet. http://www2.enap.gov.br/mesa_redonda/downloads/daley_vasu.mpsa02_PPM.pdf 2. Explain how Genentech and Zappos are using employee benefits as a motivating...
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...the nature and vision of the company in order to have a clear and realistic critique of the company’s pay plans. Internal and external analysis of the characteristics of the company and the things that make it unique among competitors and the strategic business plan objective were taken into consideration. A closer at the company’s history, current culture, organizational structure and practices, strategic hiring practices, promotions and rewards and the regulatory environment in which the company operates were all taken into consideration. 1. Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Booz Allen Company Booz takes proactive steps in creating conditions that offers its employee the ability to succeed and achieve their career goals and family balance. The company operates on the “Total Rewards Program” which main purpose is to provide “not only competitive compensation, retirement benefits, health benefits, and work-life and wellness programs, but also flexible work arrangements, leave programs, career growth opportunities, and much more” (Booz Allen Careers, 2012) The company is $5billion a year service and technology business with varying range of clients from the Federal government and private commercial entities within the United States and several nations around the globe. Their compensation package reflects the company’s strategic need to attracts, motivates, and retains the best people in the industry...
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...company is known by the men it keeps.” The value placed on IBM employees was codified in one of IBM’s three fundamental principles. In 1969, IBM Chairman Thomas J. Watson, Jr., wrote to his management team: “Our basic belief is respect for the individual, for his rights and dignity. It follows from this principle that IBM should: help each employee to develop his potential and make the best use of his abilities; pay and promote on merit; and maintain two-way communications between manager and employee, with an opportunity for a fair hearing and equitable settlement of disagreements.” IBM managers historically have devoted more time to their people than to the company’s products or anything else. As Tom Watson said in 1957: “There are many things I would like IBM to be known for, but no matter how big we become, I want this company to be known as the company which has the greatest respect for the individual.” Over the years, IBM has implemented a number of innovative programs, policies and practices that demonstrate and sustain respect for its employees. Among them are the “Open Door” policy, the Speak Up! program, comprehensive employee opinion surveys, and effective internal communications and informational media, such as Business Machines and Think magazines, daily bulletin board announcements, PROFS and the intranet. The following pages outline just a few of the more recent steps IBM has taken to acquire and retain the quality people it needs to ensure the company’s...
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...DRAWBACKS TO CHILD CARE BENEFITS PACKAGE Prepared for Professor Culverson Prepared by Breynna Bass Amy Marvier Veronica Wicks November 17, 2011 BASS AND WICKS ACCOUNT STAFF 7263 North Lake Dr., Columbus, GA 31909 (706)-555-8458 November 17, 2011 Professor Culverson 4255 University Ave Woodall Hall, Room 104A Columbus, GA 31907 Dear Professor Culverson: The attached report describes the financial benefit and drawbacks of child care that our company is offering to our employees as part of an expansion to our current benefits package. We feel that offering this additional benefit will increase employee productivity and performance; produce positive relations between staff, and yield higher profits. The research was designed to examine the impact of child care benefits package in three areas: • • • The projected impact that the child care benefits will have on our company financially The projected impact that it would have on the employee’s productivity, performance, and relation with staff The projected financial income statement of the company after profits and expenses are factored in with this additional benefit cost Primary research consisted of 75 surveys that were given to parents at Aflac Imagination Station, Growing Room, and Netta Little Treasures. We also interviewed the managers at each location to determine various child care benefit packages provided. Secondary research sources included reviewing two large companies and their child care benefits package...
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...Overview of Organization The organization that I am proposing for the basis of my research paper is Brownstone Day School. Brownstone is a for profit organization that has been in business and family owned in Lakewood, Ohio since 1989. We are a full time daycare center that accepts age range of infant, toddler, preschool and school age. Brownstone participates in two different programs that include the subsidized child care program which is sponsored through Ohio Department of Job and Family Services and Child & Adult Food Care Program. When the director changed in 2010 after replacing the original director of 20 years management took a different turn. Employees that remained on with new director organization and morale decreased. Brownstone no longer felt like a “family” run business even though it was the 2nd generation of the Rafferty family that had taken over. With the change of directors many teachers began to resign and the turn over rate of new teachers reached record numbers. Brownstone is always looking for teachers with any form of a degree to be in compliance with the state. They don't offer a benefits package, 401k plan, sick time and aren't willing to offer a negotiable salary. Brownstone was a top daycare in it's prime but currently struggles to keep in stride with newer and more up to date facilities. I am an infant/toddler teacher and administrative assistant. I started at Tots R Us in October of 2010. I joined Tots R Usat the same time the new director...
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...January 22, 2014 Beth Schalm Comparing Cost Control Strategies Employer sponsored insurance falls under what is called group health plans. When an employee has this coverage the group are the ones that are the policyholders. The health care plans are negotiated through the human resources department and they select what plans to offer the employee. Most plans are the basic plans and that is where the riders come in. what riders mean is it gives the employee the option to choose what health care plan they want to choose. These options may include vision and dental add-ons. Another rider could be services such as massages, nutrition counseling, and possible vitamin supplements. Some insurance plans would not cover these things. It just depends on the plan that is chosen. An employer may also choose the Federal Employee Health Benefits Program (FEHB), which happens to be the largest health care program that the employers use. However, the government controls this plan. This is the plan they use for the government workers, people who retired from the government, and their families. Another plan that employers use is the Self-Funded Health Plans. This is for many large companies to ensure the cost of the employees’ medical benefits come from them rather than buying them from different insurance companies. This plan is basically a self-insured plan but the employer sets the level of benefits the employee gets. For this plan they bring in a third-party claim administrator to collect...
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...feature on the "Review" tab to ensure that your answer is not too brief or too verbose). Be sure to answer each question fully, because you are subject to point deductions for incomplete answers. Use 1.5 line spacing. Also, please remember you will be using information supporting your position from sources such as our textbook, articles, and the Internet. You MUST use proper APA citations and references. See the Syllabus for an APA tutorial. Also, do not rely too heavily on borrowed material. It should NOT dominate your work. Point deductions will occur if more than 15% of the answer is borrowed. I want to read YOUR thoughts on these questions. Case Application 12: A Perky Way to Productivity Imagine working in an organization where employee morale is low, turnover is high, and the costs of hiring are astronomical. If that were the case, you'd imagine such affected employers do whatever they can to find, attract, and retain quality employees....
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...Health Care Economics and Timeline By: Morgan Pence HCS/440 Jonathan Foskett Due: May 9, 2016 Economics is described as the science that deals with the production, distribution, and consumption of goods and services, or the material welfare of humankind. The timeline of healthcare is very important because it helps to show what has happened and why the country is where it is today with the healthcare industry. It changes all the time so the timeline will always be changing and it is important to keep up to date with what is going on. This paper will help to show how the country has come to where it is today. Before the 1900’s there was not really anything that could be called major health care in the country. Doctors were still making house calls, people would use supply and demand to be able to get treatment, home remedies were being used a lot and The American Medical Association (AMA) was just getting off the ground, and hospitals were just being established. At this point in time health insurance was unheard of. During the 1900’s Teddy Roosevelt became president was the first to introduce the idea of health insurance and called or all Americans to have universal healthcare. During the Great Depression the Social Security Act was signed which provided states with the funds to build health departments and it established benefits the elderly. During the 1940 President Truman signs the Hospital Survey and Construction Act which allowed the states to access Federal grants...
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...Running head: THE IMPORTANCE OF THE AFFORDABLE CARE ACT (ACA) 1 The Importance of the Affordable Care Act (ACA) Nicole M. Anderson Argosy University THE IMPORTANCE OF THE AFFORDABLE CARE ACT (ACA) 2 When it comes to insurance, there may be more questions than answers. The rules concerning all types of insurance have changed over the years. The one thing that hasn’t changed is the fact that there are penalties to pay when we choose not to follow the rules. The government has now stepped in to monitor and confirm that we are in compliance with the laws set forth. When we are not in compliance the government will assess fines on all people and business owners considered to be a large employer that will increase with every year that passes. Insurance is a very important necessity to have in this day and time; without it the penalties can be great. You may be asking yourself this million-dollar question, why was it so important for the government to pass the Affordable Care Act (ACA) law? Health Insurance has been on top of the discussion list within the governmental agencies for some time now. “On March 23, 2010, President Obama signed the Affordable Care Act (ACA) into law, putting in place comprehensive reforms that improve access to affordable health coverage for everyone and protect consumers from abusive insurance company practices.” (Health Care that Works for Americans 2016). This is a very important law for the...
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...complete your work, add the page number where you located your information. The page will be easy to find again if you need to prove the veracity (or accuracy) of your work. · Chapter 1 1. Define and be able to explain Key Terms. (pg. 36) 2. Complete Review Questions #1&4 (pg. 36) 3. Define pedagogic creed and then complete Learning Activity #2. (pg. 37) · Chapter 2 1. Define and be able to explain Key Terms. (pg. 71) 2. Complete Review Questions # 1 thru 4. (pg. 71) Chapter 1: KEY TERMS 1) Professionalism – the competence or skill expected of a professional; in early childhood education, this includes a sense of identity, purpose to engage in developmentally appropriate practices, a commitment to ethical teaching and to child advocacy, and participation in the work as a legitimate livelihood. 2) Early childhood education – Education in the early years of life; the field of study that deals mainly with the learning and experiences of children from infancy through the primary years (up to approximately eight years of age.) 3) Building block years – The phrase refers to the foundation years of early...
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...We cannot always properly prepare for these situations, as they can be sudden. These events are known as qualifying events. The events include the death of a covered employee, deduction of hours or termination of employment of employee, divorce or separation from covered employee, and loss of dependency of a child, to name a few. Decisions need to be made when these times are upon us. One of the biggest decisions is where to get the health coverage that individuals and families need and rely on. This decision, for many people, is made in favor of COBRA Healthcare. While this decision fills a much needed gap in coverage needs, the cost brings forth another headache to many looking for relief. COBRA is an acronym standing for Consolidated Omnibus Budget Reconciliation Act. It was enacted in 1985. According to (“COBRA Insurance & Medicare”, n.d.), COBRA is a law that requires employers with 20 or more employees to let employees and their dependents keep their group health coverage for a time after they leave their group health plan under certain conditions. This is a federal law, extending to all full time employees in a private sector business above the mentioned 20 employee...
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...current defined benefit pension plan will remain in place for current officials through the 2016 season or until an official earns 20 years' service. The defined benefit plan will then be frozen. Retirement benefits will be provided for new hires and for all officials beginning in 2017 through a defined contribution arrangement. The annual league contribution made on behalf of each game official will begin with an average of more than $18,000 per official and increase to more than $23,000 per official in 2019.” 1 I believe there are several companies who deal with this occasionally while not on the same big stage. The disagreements between employees and employers are always present. Current compensation includes salary, vacation, and health care to name a few. I will discuss current thinking among Human Resource (HR) advisors, current trends by most organizations, descriptions of current compensations and finally worker retention techniques. Given the shifts occurring in attitudes and practices about salary and compensation, this is not surprising. Organizations are struggling to keep up with changes in salary and compensation thinking. Gone are the days when organizations gave equivalent increases to all organization members. These salary increases, in the one percent to five...
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