I would like to know the social implications of employee benifit plans ?
144394
It isn't very simple.  They are compensation and that is it.  It is their special tax status that should be what you consider in terms of social implications.  Because of abuse, Congress has seen fit to regulate the plans, but has in effect determined the possible range of compensation programs available.  There are probably plans that could exist, but do not because they are outside the regulations.  Likewise, there is definitely broader access to health care due to Congressional activity.  Importantly, it has freed the sick from being forced to reamin with a specific employer, allowing them to go to the most productive work available.  You should read the background of the Heinz Company, the inventor of employee benefits.  You should also get a comparitive look at cross-cultural plans and expectations.  They do reduce individual responsibility by placing choice burdens on the back of employers.
893666
YES!!\n\nAnd it should be affordable, and available to all employees who work enough hours to get benefits. Also, it should be a good program, including coverage for prescriptions, dental, vision, hospitalizations, and routine check-ups.\n\nAs for breaking my bank, it won't affect me. I stopped shopping at Wal-Mart more than a year ago in protest of the way they treat their employees. My personal little boycott doesn't hurt them, but I spread the news around about them wherever I go, and I encourage people to pay a few pennies more and shop at an alternate store where the employees are treated like an asset, rather than a throw-away resource. It's funny how a little education about what Wal-Mart is doing is enough to cause people to rethink their buying. If Wal-Mart is the only place I can get something, I do without it, and I am slowly spreading that idea to those with whom I come in contact. Until Wal-Mart starts doing right by their people (healthcare is just one of the places where they are not paying attention to the needs of their employees), they don't get another penny of my money.
83253
My company did this last year.  We asked each department to identify the top risks to our business from their perspective.  We also asked them to get out of the box and look at everything from market changes to having a key employee leave.   \n\nOnce we had a list of risks, we used a scale of 1-10 for three areas:  1) Chance of this happening, 2) Cost to Cure  3) Revenue Risk.  This wasn't a perfect science, but it gave us something to work with and a common language.  \n\nWe found there was a list of about 100 and we tackled them based upon budget and bandwidth of the key employees.  \n\nI am certain there are MBA's out there who will have better answers.  Good luck.
1103584
Contact the employer or the company that administers the plan or the union.\n\nNote that there are 2 types of pensions:\n\nDefined benefit plans guarantee a certain monthly income at retirement based on things like years of service, income while working, etc.  The value of these accounts would be something like if you stop working now and start getting checks at age 65 your monthly payment will be $2,000.\n\nDefined contribution plans are a promise by the employer to put a certain amount into the account.  The monthly checks at retirement depend on how much the account is worth when the payout starts.  These accounts have a cash value so the value would be an actual dollar amount.
684013
who is paying?  if it is your employer, then say how the money is an investment and that you will be a stronger asset to the company if they invest in your education...if it is a scholarship or private organization, look at their goals and tie your response to those goals (decreasing poverty, empowering women, etc.).
933862
1.  What do you think are the long term goals and financial plans for the company?\n\n2.  Do you plan on going into other areas so that I may be able to add to my skills?\n\n3. Are loyal employees rewarded at this company.\n\n4. Will the skills that I possess enhance the company?\n\n5. Is there a "glass ceiling" in this company or can a hard working intelligent and loyal employee grow with the company?\n\nGood luck
645325
I don't think so. Many companies give incentives to employees and their friends and families to refer business. As long as you're not doing anything unethical, its fine.
707174
There are a number of awesome business plan books at your local library that will help you with the form (and samples) that will help you fill in the details. The problem with what benefits to provide to employees is that each has its cost which might not be approved by Management. Since I dont know what you have now, it's hard to suggest what better would be. Ask the employees what they'd like to see? Personally I would love an employer to offer a match on a 401K plan, tuition reimbursement, disability insurance, and discount buying plans. In regards to training, send the retail staff out in the field with installers (and get those installers into the office) so each can see what it's like on the other side. Any kind of trade publications and/or video training seminars would be great but don't make it so employees have to do it on their own time. Take time with the employees so they get a better overview not only of their jobs but of the company. Now how to increase sales??? Definately get a referral program going for customers to have reason to spread the word about your company to others. Word of mouth is the cheapest possible form of advertising and most effective. Don't forget to "tip" customers that refer others to you. If you dont have a website, get one and advertise it every where you can. Also, find other businesses that you can cross-refer to your clients and for them to refer to theirs. You dont want to work with competition but if you sell tile but not carpet, pair up with those who sell carpet but not tile. You get the point. There are lots of low cost ways to advertise your business. Check out the book (I found at library) called "Marketing without Money" by Nicholas E Bade. There are 300 tips on how to get your company name out there... surely a few will work for you. Does any of this help???
444986
go to www.walmartbenefits.com
942935
I think it depends on the individuals  needs, employers needs, and the details of the different plans that available.\n\nhere the order of importants for me.\n\nwork environment\nIf I don't like the work or the people, I find another job. \n\nsalary \nif it high enough you can supplement any employer's plan you fell is weak, on the other hand if the benefits are good enough, you might not need as much of a salary.\n\nmedical\ndental \nvision, \ngym access (if you job is not physically active) \n\npension\n\nI put wellness above pension, because if you don't take care of yourself, you won't life long enough to enjoy a pension.\n\nflexible work hours and time off\nI don't have this as much in my current job as  my brother does. It nice to be able to take off time with little notice.
1060663
Competitive salary and benefits package, such as pension, holidays, health plan.\nClear progression plans.\nRecognition and reward for achievements.\nRetention initiatives.\nRegular staff performance appraisals.\nExit interviews to understand reasons behind those leaving.
953191
Only if your employer has a valid alternative. \n\nPrimary example:\nExecutive Summary\nApproximately five million state and local employees are exempt from Social Security and instead participate in retirement plans administered on the state and local levels. The history of those retirement plans provides valuable information for policymakers attempting to reform the federal program.\nhttp://www.socialsecurity.org/pubs/ssps/ssp-16es.html
97989
check out this website www.livingwagecampaign.org and look under "setting a living wage level" and "living wage impact'
1049650
Go to the Pizza Hut website, and give feedback there. That person may get a bonus
615578
best guess:\npart time\nemployee benefits\n\nother possible (but less likely) meanings\nextended benefits\nexcluding benefits
253749
Employees should be treated with dignity and have the right to keep their personal lives separate from their business lives.\n\nDemanding information about taking sick leave is one of the more sensitive areas.\n\nEmployees should be made aware that use of emails within the company server and phone calls using the company phone system are not private.  They shouldn't find out the hard way.
654067
Don't think so.\n\nThe benifits are for the children.  That's why it's called "benefits for surviving children".