Designing a Reward System Pamela Fabian HSM/220 August 17, 2014 Mrs. Serena McCall Designing a Reward System Having a motivation and reward system is an important part of a business. According to Kettner 2002 “There are nine major factors of motivation that have been studies and they are: respect for me as a person, good pay, chance to turn out quality work, chance for promotion, opportunity to do interesting work, feeling my job is important, being told by my boss when I do my job, opportunity
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CLASSIFIED EMPLOYEES HANDBOOK THE PERSONNEL COMMISSION ACHIEVING EXCELLENCE THROUGH MERIT REVISED | JUNE 2011 TABLE OF CONTENTS PREFACE I THE LOS ANGELES UNIFIED SCHOOL DISTRICT The LAUSD’s Mission The School System Board of Education and Staff II THE BASICS FOR NEW EMPLOYEES Orientation Expectations and Guidelines Performance Appraisals Disciplinary Action Notification of Absences Use of Telephones and E-mail Change of Address and Telephone Number Accidents and Safety Personal Property
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MEMORANDUM To: Forward Style Inc. Management Team From: Jennifer Winter, Human Resource Management Subject: Evaluation of Rewards Program Date: August 27, 2010 Forward Style Inc. is a marketing company with 65 employees. The following memo provides an evaluation of the organization’s current rewards program. Some benefits are mandated by law. Other benefits, although not mandated by law, are subject to government regulations. The evaluation addresses legal requirements and how the offered
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Employment-At-Will Doctrine Lemuel L. Jordan Dr. Diane Barrs Law, Ethics, and Corporate Governance 12 July 2012 Employment 1. Skills, competence, and abilities. Every employee needs to be well aware that he is accountable for his actions and decisions, and he can neither pass the buck nor pass the blame to someone else. Once this is clear the employer must work with the employee to assess and provide feedback on their skills and interests and select training and development activities
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Employment Law Compliance Plan Shemica Hale HRM/531 March 23, 2015 Robert Hanks Date: March 23, 2015 To: Jason Galvan From: Shemica Hale and Atwood and Allen Consulting Subject: Employment Compliance Law for Bollman Hotels The conversation I am here to formulate is about employment laws for Bollman Hotels. According to my notes, Mr. Galvan is planning to start a Hotel service in Minneapolis, Minnesota. The complete employee strength of Hotel service will be of 25,000 for
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Week One Assignment The first week’s assignment focuses on developing a plan to gain knowledge about key course concepts and apply those concepts in an organization. Begin by reviewing the objectives for the first week of the course as well as the Week One mind map. Next, study the scenario and work briefly through the simulation assigned for Week One. During the process, identify the concepts in the objectives and mind map that the scenario and simulation reflect. Finally, read the assigned
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Chapter 11 * Compensation – the total of an employee’s pay and benefits * Types of Compensation * Base pay – Wages are paid on hourly basis; Salary is based on a longer time period * Wage and salary add-ons – includes overtime pay, shift differential, premium pay for working weekends & holidays * Incentive pay – (a.k.a. “variable pay”) is “pay for performance”, and commonly includes pieces work in production and commission sales. * Benefits
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University of Phoenix Material Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. Employment Law | Description and Requirement of Law | Court Case Influential to Establishment of Law | Importance of Law | Workplace Application | Civil Rights Act of 1964 | The landmark legislation in the US that holds against discrimination against racial, ethnic, national, and religious minorities. | Heart of Atlanta Motel v
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that may separate from their place of employment. Or those that are on temporary leave from work. This is covered under the Comprehensive Omnibus Budget Reconciliation Act of 1985, better known as COBRA. The Family and Medical Leave Act of 1993 (FMLA) applies to employers with 50 or more employees. It provides job protection for leave up to 12 weeks within a 12-month period. This Act is allowed for employees that must take time off to care for spouses, parents, or children with long term conditions
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include Medicare, Social Security, Workers Compensation and Federal and State Unemployment Insurance. Companies with 50 or more employees must also provide workers with unpaid family and medical leave benefit under the Family and Medical Leave act or FMLA. Worker Compensation The Office of Workers' Compensation Programs administers four major disability compensation programs which provide wage replacement benefits, medical treatment, vocational rehabilitation and other benefits to certain workers
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