patent act of japan
Over the years, one of the most important factors that candidate in the search for employment benefits. Surprisingly, this was the second salary. Given the high cost of health care and regulations, the services have a central role in the way people for jobs. Unfortunately, in recent years, we have a decline in services offered. companies find it difficult to keep pace with the rising costs of insurance and other employee benefits, forcing them to either reduce or eliminate their bid .
Many believe that employees are entitled to benefits, it is the responsibility of society for a degree of support. Others believe that employee benefits are a privilege, not a right. For this group, they believe that any offer is better than nothing. Adding further fuel to this hotbed issue - the number one reason that people file for bankruptcy medical bills. So, what is the truth about employee benefits - is there a right or a privilege?
Let's start with addressing the many inaccuracies and misunderstandings in connection with employee benefits. Myth: Only large companies are legally required to provide the services. Truth: The truth is that although some benefits do the job, most are not. Standard services such as healthcare, holiday and vacation in the rule of enterprises of all sizes as part of a package of benefits. While most companies offer some or many of these benefits, from a legal perspective, the "benefits" are not really the right.
In a competitive market, employee benefits may be the deciding factor for many candidates. Organizations offer these benefits to attract and retain highly qualified employees. Entrepreneurs know that the benefits for employees is a worthwhile investment to a higher level of employees. Therefore, while the companies to spend significant money to provide this kind of reporting, they do so as an investment in the growing economy and attracting and retaining talented employees, not because they are obligated to do. Today's world is highly competitive. People who graduated with a BA, MBA, or even usually only for top companies. This means that for small to medium-sized organizations to find creative ways to maximize the opportunities more attractive.
Another misconception is that people are entitled to paid time off for vacation. Again, this is something offered, not on behalf of law, as most people believe. Well, when it comes to leave, if it is by the employer, they must be treated in the same way as the wages, the daily earns what is right. The other factors to protect workers from vacation accrued interest is that as soon as it deserves, the company can not escape by her back, and if the employee leaves the company, regardless of the termination or voluntary leave, he or she must pay income.
The examples listed below will provide you with an idea of what is the right of workers from the privilege:
• Any company with at least one worker is obliged to unemployment, less than 100%, which means that the employee pays nothing.
• Workers' compensation - is also a need for every company with an employee to include disability income, medical care, and the time from the company at 100%.
• Pregnancy Disability Leave - for companies with less than five employees, must provide reasonable accommodation, usually four to eight weeks.
• Holidays - This service is not required by applicable law, even if every holiday provisions and must be paid to the employee upon separation from the company.
• Sickness - Also by law, this is not required. Under the Federal Medical Leave Act (FMLA), employees under certain circumstances would be the time (up to 12 weeks within a 12-month period) without pay, while the current job is protected. FMLA would be questions about the death in the family, medical leave, adoption and serious health problems of the immediate family members.
• holiday pay - This is at the discretion of the company and not mandatory.
• Pension and retirement - if this is not mandatory, each would have to meet strict ERISA and tax laws.
• Health Insurance - Finally, health insurance is not required by law. However, if coverage is offered, it would be under the direction of COBRA, Cal-COBRA, and HIPPA regulations.
As you can see, most employee benefits are indeed a privilege and not a right. While job seekers and employees might be unfair or even immoral, it is what the law currently states. After an understanding of the law allows you, your market and employee benefits package according to the benefits that your company can offer.
Richard A. Hall is founder and president / CEO of LexTech, Inc., a legal information consulting company. Mr. Hall has a unique breadth of experience that enabled him to meld technology and sophisticated statistical analysis, a technology driven analytical model of the practice of law. As the process employed civilian lawyer, he was responsible for designing and implementing a LAN-based process database and fully automated document production for a medium-sized enterprises civil. He developed a task billing model based on extensive statistical analysis of hundreds of litigated civil matters. In 1994, Mr. Hall invented linguistic modeling software which automatically reads, applies budget codes, budget codes and analyzes legal bill content. He also served as California Director and lecturer for a nationwide bar review. Mr. Hall continues to practice law and perform pro bono services for several Northern California judicial districts.
0 ความคิดเห็น:
แสดงความคิดเห็น