...Introduction: When an organization is recruiting and wanting to keep that employee for a long time in that company, then the benefits it is offering such as employee leave and for how many days it is willing to pay for personal leave is very important. Employers offer employees leave in many forms such as vacation, sick time, personal time, paid time as a part of benefit package. These policies really make a difference. They develop a positive working relationship between employee and employer and also increase the commitment of the employee towards the organization which leads to more profits, promotes good working habits and help human resource manager to easily keep track of the employee attendance. This research paper is about paid and unpaid personal leaves for employees. These leaves are not under leave of absence laws. They are not required by the federal law to be granted to the employees and they are purely given by the company as a benefits package or bonus. In the body of the paper, I will discuss about the definition of these days, main goal of these leaves, number of days, rules and regulations on how to use these days, a new policy being introduced in many organizations known as PTO (Paid Time Off Policy) to benefit employees and managers in the place of paid personal leave, benefits and disadvantages. Paid Personal Days Definition: These are the days paid by the employer to the employee as a part of comprehensive benefits package or given at the request...
Words: 3068 - Pages: 13
...Productive and Counterproductive Behaviors Christopher Prue PSY428 March 28, 2011 Catherine Jennings, MA Productive and Counterproductive Behaviors Some people seem to do better at their jobs compared to others. People behavior at work can lead to success or failure. There are many studies to understand why some people do better than others. Some Studies have concentrated on productive and counterproductive behaviors. Define productive and counterproductive behavior. Productive behavior is behavior that contributes to the goals or objectives of the organization. When a new employees starts they are more a liability than an asset to the origination. People coming in to the organization need to be trained and socialized. (Jex & Britt, 2008). Organization socialization it he process of a new employee is becoming a fully fledge member of a company. Until socialization is complete the employee may not be fully productive. An example at FedEx Express is a new courier coming to the job. On average there is a month to two months of training before the courier is on the road by themselves. There is much training that goes into a new courier. The first is having the new driver to become DOT Certified. After that there is learning how to do the job. FedEx has a two-week class for couriers to learn the basics of the job. Then there...
Words: 1231 - Pages: 5
...Problems Parents Face in the Workplace and Policies That May Resolve These Issues Parents and Work-Life Balance Amanda Newton Executive Summary The workplace is difficult for parents. This study will show that parents can find it difficult to get hired. Once hired, they face a delicate situation to navigate: stereotypes would have us believe that parents are poor workers with low productivity who take off of work on a whim. Data will show that, in fact, parents are productive members of the workforce despite substandard policies (and lack thereof) for family leave. Data will also show that when workers are provided with paid leave, some managers and employers pressure employees not to utilize the time off. Multiple studies have shown that nationalized mandatory paid leave policies are an economic boon to countries. In fact, states within the US that have enacted paid leave at the state level have seen the advantages. Solutions to these problems range from personal changes to national policy. Unfortunately the political climate of the United States prevents national policy changes, regardless of the data proving the benefits. Progress is being made as far as awareness of the issues discussed. Further improvements depend upon multiple points of change: economic development, social beliefs, and an understanding of the data. Managers who are hiring have a preconceived notion that parents are poor workers or are more likely to take off more time than childless workers...
Words: 2816 - Pages: 12
...EXECUTIVE SUMMERY This report provides an overview of different types of work-life balance initiatives that have been developed by in the financial institutions of Bangladesh. Governments are increasingly committed to reducing the social, health and business costs of work-life conflict. Several countries have adopted individual pieces of legislation or policies that address some aspect of work-life balance. These initiatives are not necessarily part of a comprehensive program or policy approach to achieve work-life balance, but these measures could be seen as one way to improve an employee's balance between work and other responsibilities. This report shows that there is not likely to be any "one size fits all" answer to work-life balance issues. A variety of approaches are available to support work-life balance, ranging from promotional programs that emphasize the importance of balance and provide support to employers to reduce the business costs associated with work-life conflict, to legislation that supports parents with care giving responsibilities. It is clear that improving work-life balance is an important component of the policy agenda for many industrial countries, and the issue is likely to become even more important in the future. BACKGROUND The first Work-Life Balance Survey (WLB1) was conducted by the Department for Education and Employment in 2000 to assess the extent to which employers operated work life balance practices; to see whether employees felt that existing...
Words: 9331 - Pages: 38
...under the social security fund. In this scheme, the employee is required to contribute money for their later benefits from the government. Subsequently, the employer is also required to pay a portion of the amount in form of taxes. The employee can later receive retirement benefits from this fund (Mamorsky, 2014). Compensation of workers Employers should comply with the employment and labor laws that guard the employees. These laws prevent the employees from discrimination as well as their compensation, and harassment. For instance in the US, employers are required to pay employees’ compensation cover to cater for this. Therefore, in case of accidents, the employees are adequately remunerated (Mamorsky, 2014). Vacation Employers develop policies that set the amount of vacation that each employee is entitled to. On the other side, the employees also are...
Words: 1111 - Pages: 5
...maternity leave in the U.S. and discusses both pros and cons to leave policies and the difficulties women have in the workplace as it relates to maternity leave. Maternity leave is a big issue in this country. Many political aspects to this issue are being dealt with and the hope is that women will benefit from the awareness of changing maternity leave policies throughout the U.S. Eight articles were reviewed and summarized in the annotated bibliographies below. These articles were found using the databases that were discussed. We chose these sources because they had to do with the idea of women’s rights involving maternity leave. The sources are put into three subheadings. The first subheading is The Family and Medical Leave Act, which talks about what rights women have concerning maternity leave. The second subheading is the Effects of Childbirth, which discusses the problems with childbirth. The third subheading is Changing the System, which talks about why the system should be changed and the benefits that come with changing it. Annotations: The Family and Medical Leave Act Kaufman, Gayle, Clare Lyonette, and Rosemary Crompton. "POST-BIRTH EMPLOYMENT LEAVE AMONG FATHERS IN BRITAIN AND THE UNITED STATES." Fathering 8.3 (2010): 321-40. ProQuest. Web. 5 Oct. 2015. This study compares the policies of paternity leave in the United States and in Britain. Studies show a positive correlation with father involvement, however in the United States, not all fathers qualify for leave and...
Words: 1704 - Pages: 7
...Should All Companies Be Required To Have Mandatory Sick Pay For All Employees? Corey Silva BCOM275 February 18th, 2013 Should All Companies Be Required To Have Mandatory Sick Pay For All Employees? Sick Pay has been a hot topic in the news. With multiple cities and even an entire state putting regulations into effect it increases in popularity. Does it benefit employees to have this as a mandate? Does it put too much of an impact on companies? With documentation on current laws, implementation processes, and effects of implementation one is able to weigh the pros with the cons. Is simply having FMLA in place enough? Is it a policy that is too easy abused? The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons. The FMLA applies to all government workers and private sector employers that employ 50 or more employees within a 75-mile radius (Barth, S. & Hayes, D. K. 2009). Having this particular benefit, allows for employees to take time off in order to care for loved ones. This also guarantees the employee will not lose their job. Besides sick time, having additional benefits such as FMLA can help the employee deal with any family emergency. To be eligible for these benefits, an employee must have worked for an employer for a total of 12 months (not necessarily consecutively) and must have worked for the organization at least 1,250 hours in the past 12 months. These employees...
Words: 2002 - Pages: 9
...Critical Thinking 5 MGT410 Sick Leave Understanding the cultural differences and being able to properly negotiate through those, differences would be key for Kelly to obtain the desired results of being paid her sick time instead of having to use vacation days. Though Kelly followed all the correct policies when it came to requesting her sick time, the traditional Japanese culture was interfering with the terms of the contract. At this point of the arrangement Kelly needs to think before elevating this issue to a higher level as this could reflect negatively for the remainder of her stay in Japan. Mr. Higashi portrays and upholds all the traditional Japanese work ethics. Kelly escalating the issue could further complicate an already trying working relationship. Kelly needs to schedule a meeting with Mr. Higashi to discuss the sick leave pay. Kelly is very young and probably a bit immature. She feels that from a previous four months stay and knowing the language that she was prepared to handle working in an environment that was so strongly male-dominated. Mr. Higashi assumed a role that was more paternalistic to all the ATLs as he felt that was the best way to be a good mentor. Based on the opinions of the ATLs, his father figure was not appreciated and perceived as dominating. Kelly needs to realize Mr. Higashi position as advisor and to show the respect Mr. Higashi feels he deserves. Kelly sitting down to negotiate the sick time while respecting Mr. Higashi...
Words: 865 - Pages: 4
...University of Redlands Makebra Bridges – Human Resources Management Because of limited resources, many small businesses have difficulty recruiting & retaining top talent. In this paper, I will discuss how companies use indirect-financial incentives to gain a competitive advantage. How Small Businesses Provide Competitive Compensation Packages in a Global Environment. Table of Contents Introduction………………………………………………………………………………………………………….. 2 Salary vs. Compensation ..………………………………………………………………………………….. 3 Indirect Financial Payments ……………………………………………………………………………….. 5 1. Employer Match Incentives 2. Cash Rewards 3. Flexible Hours 4. Tuition Reimbursement 5. Paid Time Off Employee Rewards …………………………………………………………………………….……………… 12 Conclusion ………………………………………………………………………………………….……………… 13 INTRODUCTION In today’s workforce, small businesses—companies with 100 or less employees—are making a BIG impact. * There are more than 23 million small businesses in America--accounting for 54% of all U.S. sales. * Since the 1970s, small businesses have provided 55% of all jobs and 66% of all new jobs. * The 600,000 plus franchised small businesses in the U.S. account for 40% of all retail sales and provide jobs for some 8 million people. * The number of small businesses in the United States has increased 49% since 1982. * Since 1990, as big business eliminated 4 million jobs, small businesses added 8 million...
Words: 1880 - Pages: 8
...Activity 1 ------------------------------------------------- 1. Describe the internal and external factors that impact on the employment relationship Internal factors that impact employee relations are Organisational Culture Each Organisation and company has its own culture. Company culture consist of many things, how managers relate to their employees. It also shows how employees are treated. For instance how the company rewards its employees creates an enviornment of loyality and high morale. The company which embraces the attributes of employees tend to improve employment relationship between managers and employees. Wages: is the significant factor influencing employee relations. When company provides employees with pay that are above the market standards employee feel value and employee relations run smoothly. External Factors Family Life Employee’s family life can have a direct impact on their behavior, if there’s a conflict in the family life, it can affect the employee’s relation with the colleagues, they may respond negatively to criticism at work. Economic Environment Economic climate, interest rates, pay cuts and redundancies are few of the factors that affect employee relations. Employee’s worry about the job cuts and losing their colleagues puts extra strain on the morals. ------------------------------------------------- 1.2. Explain Different types of employment status The scope of this easy is to discuss three types of employment status...
Words: 4343 - Pages: 18
...meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR data that support our function in a number of ways. Performance review forms, which contain the information on individual performance, employees’ ratings and individual goals, are used...
Words: 1298 - Pages: 6
...Industry/Policy Paper Work and Family Sociologists have been concerned with institutional friction between work and family systems in the industrialized West as far back as the 1960's, when Lewis and Rose Laub Coser first labeled both the family and workplace as “greedy institutions” that monopolized individuals’ time and energy. Although the problem has been framed in different ways at different times and places, the essential sociological insight that ties them all together has been that the personal difficulties individuals face in trying to fulfill both family and paid work responsibilities are socially patterned and somewhat predictable given the competing logics of industrial production and family reproduction. The FMLA has been praised for supporting employee work/life issues and engendering a family-friendly workplace. However, its successes have not come without problems. Since its inception in 1993, employers have found FMLA certification, administration, tracking, and compliance confusing and problematic. Employers have argued that the law's ambiguous language makes it hard to certify, track, and administer leave, particularly intermittent leave. When the FMLA became law in February 1993, most women and children's advocacy groups were elated. However, many business groups protested that the law, which allows employees at companies with 50 or more workers up to 12 weeks' unpaid leave to care for himself or herself, a newborn, a newly adopted child, or a seriously...
Words: 1839 - Pages: 8
...arguments about what causes employee absenteeism abound worldwide but the bottom line still equals dollars and cents. Recently there have been movements to create an atmosphere from which employees do not want to stay home from. Caregiver centers for children, buy back programs for sick days and many other avenues are being tried. Until businesses can determine the cause of absenteeism that is not illness related and find solutions they will continue to lose money. At the end of the last decade the employee absenteeism rate was lower than it had been in a decade. Many believe that family leave issues and personal leave problems had been dealt with in a successful manner and the problem was solved(Employee, 1997). Since that time however absences in the workplace have continued to plague business around the world including in the United States. The debate about what causes the absences and the argument as to whether the cost of a more family conducive workplace versus the old fashioned style rage on(Employee, 1997). While the absenteeism rate fell for medium companies, the large companies and the small companies saw an increase during the 1990’s according to recent studies. “ The cost in paid sick leave for unscheduled absenteeism...
Words: 1493 - Pages: 6
...Compensation System (UCBL) Course Title Human Resource Management Course Code MGT (341) Prepared for Mr. Monzoor Morshed Adjunct Faculty Department of Business Administration University of Information Technology and Sciences Prepared By Md. Rayhan Razib Md. Shahriar Ahned Md. Golam Rasul Md. Rajib Hossain Md. Md najrul islam Date of submission: July 26, 2012 Letter of Transmittal July26, 2012 MD. Monzoor Morshed Adjunct Faculty Department Of Business Administration University of Information Technology and Sciences Subject: Submission of term paper. Dear Sir, With due respect it is my pleasure to present the term paper entitled Compensation System in (UCBL). While preparing the report I have tried my level best to focus closely on the topic and try to focus most complete and updated information available. I strongly...
Words: 2065 - Pages: 9
...Leave Policy for _______________ PURPOSE OF LEAVE: Leave is granted to employees with the good intention of providing rest, recuperation of health and for fulfilling social obligations. This provides for a healthy and efficient staff for the company. LEAVE YEAR AND APPLICABILITY: Leave is not a matter of right. Sanctioning of leave is at Management discretion based on exigencies of business or seriousness of the case. Leave year is from 1st January to 31st December. Eligible leave is credited to the employees on the 1st of January every year. The different types of leaves given under the policy are: Casual Leave (CL) Sick Leave (SL) Earned Leave (EL) Maternity Leave (ML) Loss Of Pay (LOP) The Leave policy is applicable for all permanent staff of the company and as well as contract workers. Employees who are appointed during the course of the year shall be entitled to the above leaves on pro-rate basis. Employees whose date of joining service falls between 1st to the 15th of a month are entitled to get the leave credit for that month. Employees whose date of joining service falls between 16th to the end of the month are not entitled for the leave credit for that month. If an employee is relieved on any day between 1st to 15th of a month, then he / she is not entitled for leaves due for that month. If an employee happens to leave on any day between 16th to the end of the month then he / she is entitled for leaves due for that month. CASUAL LEAVE ...
Words: 1631 - Pages: 7
