Phillip February 27, 2024 No Comments

BUS FPX 3040 Assessment 4 Compensation and Benefits

BUS FPX 3040 Assessment 4 Compensation and Benefits Name Capella university BUS-FPX3040 Fundamentals of Human Resource Management Prof. Name Date Base Pay Base pay, also referred to as salary, constitutes the taxable income disbursed to employees according to a regular pay schedule. The monetary value of base pay is individually determined by benchmarking the standard pay for a specific position across the broader economy, particularly within the respective industry of the business. Java Corp., as an established entity, retains data concerning employees’ base pay, pay increments, and comparative data sourced from industry research such as CompAnalyst Market Data by, as well as publicly available information like that provided by the Bureau of Labor Statistics (, 2018; Bureau of Labor Statistics, 2021). In the United Kingdom, similar data is accessible through the Office for National Statistics (Office for National Statistics, 2022). By juxtaposing the current base pay structure for Java Corp. executives in the U.S. with industry norms for compensation in the U.K., factoring in prospective employee qualifications, experience, considering the cost of living differential between countries, and accommodating Java Corp.’s preference for highly qualified candidates, an appropriate range of base pay for the position can be determined. Additional Pay Considerations Additional pay considerations are commonly extended to expatriate employees to incentivize and compensate them for the challenging task of relocating themselves and their families to an unfamiliar cultural milieu. While relocation within the United States may entail moving allowances, bonuses, company housing, and various other forms of additional compensation, it is generally acknowledged that domestic relocation does not present the same level of hardship as foreign relocation. Given the substantial expenses and time commitments involved in expatriating an employee, companies seek to ensure that such individuals are highly motivated to remain in their positions for the requisite duration, whether for a contracted period or indefinitely. These additional pay considerations may include a foreign service premium, incentive pay, hardship allowance, mobility premium, among others, all structured to augment their total compensation with the understanding that expatriation is challenging and merits compensation. provides sample foreign service premium clauses that may be incorporated into employee contracts, illustrating the variability of such clauses, which may include stipulations regarding minimum time served in the host country, an expiry date for the foreign service premium, or other mutually agreed-upon conditional clauses (, 2013). Legally Required Benefits & Standard Offerings Benefits, which encompass healthcare plans, life and disability insurance, housing and transportation allowances, among others, are crucial beyond base pay and bonuses. Inadequate benefit structures can impose significant additional costs on employees, while non-compliance with government-mandated benefits can lead to lawsuits, fines, and other legal ramifications. Ensuring compliance with benefits, taxation, and regulations is particularly intricate for American companies operating overseas. While U.S. mandated benefits such as FMLA do not apply to expatriate employees, regulations such as ADA, ADEA, and Title VII typically do (Mohl, 2019). U.S. citizens are obligated to pay income, Social Security, and FICA taxes, even if they are permanent residents of foreign countries, although certain countries may offer tax relief to offset this burden. However, all government-mandated benefits of the host country are applicable to employees of foreign companies licensed to operate within that country. Legal counsel is advisable to ensure proper compliance with required benefits in the U.K., as outlined by Thomson Reuters partner Paul McGrath (2020). Additional Benefits for Expatriate Employees Companies can offer a diverse array of additional benefits to incentivize and enhance conditions for expatriate employees. These may include relocation and/or housing allowances, school funding for children, cost-of-living adjustments, job placement assistance for spouses, language and/or cultural training, and repatriation compensation for when the employee returns to their country of origin (Morris, 2020). Depending on the government-mandated benefits of the host country, it may be imperative for companies to provide expanded benefits for expatriate employees to ensure access to quality healthcare, particularly in countries with less developed healthcare systems. References Bureau of Labor Statistics. (2021, June 10). Overview of BLS Statistics on Pay and Benefits: U.S. Bureau of Labor Statistics. Equal Employment Opportunity Commission. (2003, April 23). Employee Rights When Working for Multinational Employers | U.S. Equal Employment Opportunity Commission. (2013). Foreign Service Premium Sample Clauses | Law Insider. Law Insider; Law Insider. McGrath, P. (2020). Employment and employee benefits in the UK: overview | Practical Law. Practical Law. 4973?transitionType=Default&contextData=(sc.Default)&firstPage=true BUS FPX 3040 Assessment 4 Compensation and Benefits Mohl, D. (2019). The FMLA, ADA and Overseas Employees. The National Law Review. Morris, A. (2020). Expat Package (What Do Employees Expect?) | DavidsonMorris. DavidsonMorris. Office for National Statistics. (2022). People in work – Office for National Statistics. (2018, May 21). CompAnalyst Market Data.; BUS FPX 3040 Assessment 4 Compensation and Benefits

Phillip February 27, 2024 No Comments

BUS FPX 3040 Assessment 3 Retention and Separation

BUS FPX 3040 Assessment 3 Retention and Separation Name Capella university BUS-FPX3040 Fundamentals of Human Resource Management Prof. Name Date Memorandum To: Agency Directors From: MarShetia Baldwin, HR Director Subject: Retention and Separation Updates Drawing an inability to retain and holding workers for a considerable amount of time is fundamental to an organization’s present and long-term success. Retaining an organization’s best workers can help ensure customer satisfaction, high employee morale, and a strong organizational culture. Poor retention can be costly and may lead to employees feeling alienated, ultimately resulting in their departure from the organization. In this research paper, I will elaborate on the Alabama Medicaid Agency’s retention, separation, and disciplinary strategy. Best Practices in Employee Engagement Providing prominent employees with a clear career path demonstrates to them that they do not need to seek growth opportunities outside the organization. These employees already have invested time in the organization, understand the business model, and are easily transitioned into leadership positions. Succession planning ensures organizational stability, enhances customer satisfaction and sales growth, and avoids significant replacement and retraining costs. Additionally, it reduces employee turnover. Another provision that the Alabama Medicaid Agency offers to its high-performing employees is the mentorship program. As part of the mentorship program, senior leaders act as mentors, guiding employees (mentees) through an overview of the organization, enhancing the mentor’s breadth of knowledge and leadership skills. A comprehensive succession planning program is instrumental in retaining high-performing employees. Employee engagement best practices are essential to ensuring that your organization operates efficiently and effectively overall. BUS FPX 3040 Assessment 3 Retention and Separation. While some companies choose to specifically focus on various areas of HR such as leadership development, culture, or performance, other organizations create a broader HR strategy focusing on employee engagement as a whole. This is because no other area encompasses as many different functions as employee engagement. Employee engagement strategies include leadership development, culture, performance, and various other areas of HR (many of which were mentioned previously). Thus, by focusing on employee engagement, you actually enhance these other smaller areas of the HR puzzle. This holistic approach makes improving each sector easier because they are all nicely lumped together. A few employee engagement strategies include motivating your employees to align with your company’s mission, being flexible with your employees, fostering diversity of people and ideas, focusing on the development of everyone, not just leaders, offering benefits that align with your company’s values, creating a culture of openness and honesty, starting with your executives, hiring employees who are most likely to be engaged, understanding that employee engagement and satisfaction are two different things. Giving a two weeks’ notice is a sign of respect that an employee has for their former employer, providing them with ample time to find a replacement (Finnegan, 2009). Employee Separation Employee separation can be initiated by the employer or employee. In some states, all employers must follow the “at-will” law where employment can be terminated at any time if the termination doesn’t violate EEOC and Civil Rights Title VII jurisdiction. Two types of employment separation are involuntary termination and voluntary resignation. Involuntary termination occurs when an employee is unable to perform their job functions, which include misconduct, attendance issues, or poor performance. Voluntary resignation is when an employee decides to leave the organization on their own terms. It is crucial for employees to provide at least a two weeks’ notice of their separation. The employee acknowledgment form in the handbook should include statements that employment is at-will and the employer has the right to change the terms and conditions at any time. Employee handbooks are valuable in communicating policies, procedures, and rules to employees. Poorly written handbooks often lead to litigation. For an organization to maintain its “at-will” employer status, their policies must be in compliance with state/federal regulations. It is important for the employee handbook to be reviewed by legal counsel to ensure that all policies are addressed and to prevent any future negative impact. Handbooks must touch on legally mandated policies that address unlawful harassment, federally mandated leaves such as the Family and Medical Leave Act (FMLA), health, work hours, benefits eligibility, employment status, disciplinary action, conditions of employment, and employment separation. Although some of the policies may be perceived negatively by employees, it helps keep employers out of the courtroom to prevent any future disciplinary or legal actions. Retention Strategies It is crucial that employers have discipline policies in place to govern the workforce. Disciplinary action policies should address violations of organizational policies and regulations, serious misconduct, consistently poor performance, or absenteeism and tardiness. When it comes to formal discipline, employers have the right to direct the work of employees and conduct company operations, as long as they remain in compliance with the applicable laws, regulations, and contractual agreements. While most employers implement employee relations programs to enhance the relationship it has with its employees to avoid the need for disciplinary action, that may not always work; disciplinary actions are sometimes necessary. In the Alabama Medicaid Agency’s disciplinary action policy, it addresses five stages of progressive corrective actions which are counseling, a verbal warning, a written warning, a final written warning, and termination. This is the standard progressive disciplinary procedure that all organizations should follow. A fundamental principle is that organizations should create a disciplinary process to address disciplinary issues. The disciplinary policies and procedures must be consistently applied and comply with employment laws and regulations. Every employee and manager should be held accountable if he/she violates the same standard or breaches the same policy. Employers can get into litigation issues if they do not hold every employee or manager to the same standards, which would be considered discrimination. BUS FPX 3040 Assessment 3 Retention and Separation. The term employee engagement refers to the extent of a employee’s commitment and involvement with an organization. Employee engagement has emerged as a critical driver of business success in today’s competitive marketplace. High levels of engagement promote retention of talent, foster customer loyalty, and improve organizational

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