An Employee Assistance Program (EAP) is a service available to all employees at no cost at any federal agency. An EAP support s and assists employees in assessing and resolving their work, health and life issues. It is staffed by professional counselors who will help you address problems that can adversely affect job performance, reliability, and personal health. A counselor will discuss the problem with you and after helping you assess the problem, provide short-term counseling. If needed, the counselor
Words: 584 - Pages: 3
year • 20 + years of service: 5 weeks per year Vacation leave may be used after 6 months of continuous service.\ • Clothing Allowance • Education Incentive • 5 days of bereavement leave deducted from sick leave for immediate family • Holiday compensation for working a holiday at straight time pay or additional annual leave • Nevada has no state income tax and employees do not pay social security taxes • Employees will have 1.45% of their salary deducted for Medicare and this amount is matched
Words: 352 - Pages: 2
TASK 1 An employer’s obligations to his employee regarding pay are that an employer must administer pay, deduct taxes and pay benefits to their employees, employers must administer PAYE, National Insurance (Class 1 and 1a), Statutory Sick Pay (SSP), Statutory Maternity Pay (SMP), Statutory Paternity Pay and student loan deductions. An employer must provide employees with an itemised pay statement and pay employees with an itemised pay statement and pay employees in full at an agreed time. Employers
Words: 2278 - Pages: 10
Running head: Compensation Planning 1 Compensation Planning Jonathan Phifer BUS 434 Compensation & Benefits Management Instructor Justin Furlong July 8, 2013 Compensation Planning 2 Compensation Planning When HR is designing a strategic compensation plan for and organization
Words: 2172 - Pages: 9
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
Words: 3068 - Pages: 13
There is a vast amount of contest surrounding the issues of whether Australian workplaces are family friendly and are able to both accommodate and promote a healthy work-life balance for employees. This essay will discuss these issues by using evidence gathered from an array of both academic and secondary sources, with particular consideration being paid to the notion and ideal of a family friendly workplace existing within Australia. The first aspect that will be discussed is the concept of a
Words: 1234 - Pages: 5
Employee exit procedure This procedure applies to all employees leaving the OFT on a permanent basis apart from those who have been dismissed after disciplinary action and agency staff (temps). Any queries about the exit procedure should be addressed to the HRSC. If you are employed on a short term appointment lasting for six months or less, are going on loan to another government department, or going on maternity leave or another period of special leave, you will not normally be expected to attend
Words: 1405 - Pages: 6
BOLT COURIER SERVICES MEMO TO: Upper Management Personnel FROM: Shawntel Jean-Batiste, Owner of Bolt Courier Services S. J. B. DATE: May 6, 2010 SUBJECT: Benefit Plans for Human Resource Management This is a brief memo to discuss with everyone the benefits that I think we should incorporate for our employees in our Human Resource department at Bolt Courier Services. These benefit plans should help improve our employee’s benefit selections. I will discuss the different benefits that we
Words: 695 - Pages: 3
In the case of the office jobs, it may be difficult to claim discrimination because all of the pay is low and there are not any men in the area to which pay can be compared. The Equal Pay Act of 1963 (DON’T KNOW HOW TO CITE LAW) indicates that compensation discrimination can only be applied to jobs that are within the same establishment. Therefore, the pay for the office staff cannot be compared to the pay of office staff at other businesses to determine if they are underpaid. On the other hand,
Words: 1880 - Pages: 8
* Eurofound * EIRO * EMCC * EWCO |Skip to contents | | * Site Map * Help * Contact ------------------------------------------------- Top of Form Search Terms: Bottom of Form You are here: Eurofound > EIROnline > 2004 > 11 > Industrial relations in Japan 2003-4My Eurofound: Login or Sign Up Industrial relations in Japan 2003-4 This record reviews 2003-4's main developments in industrial relations in Japan, and focuses on the topical issues
Words: 11733 - Pages: 47
