美国人力资源管理—福利管理-教学课件优秀PPT.ppt

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1、Chapter 10Accommodation and Enhancement Programs McGraw-Hill/IrwinCopyright 2011 The McGraw-Hill Companies,Inc.All rights reserved.LEARNING OBJECTIVESFive categories of accommodation and enhancement benefits and their objectivesSpecific accommodations&benefits in each categoryReasons many companies

2、offer these benefitsTax advantages for employers and employeesLegal issuesACCOMMODATION AND ENHANCEMENT BENEFITSMental and Physical Well-BeingFamily Assistance ProgramsFlexible SchedulingEducational BenefitsSupport Programs for Daily LivingRationale for BenefitCost of absenteeism and tardiness is gr

3、eater than offering this benefit;The programs enhance the employees mental and physical well-being;Programs that support daily living also promote attendance.Programs that provide healthy alternatives and personal/professional growth.MENTAL AND PHYSICAL WELL-BEINGEmployee Assistance Programs(EAP)hel

4、p with personal problems that impair the employees ability to do the job(alcohol or substance abuse,domestic violence,AIDS,depression,and eating disorders)Drug-Free Workplace Act of 1988:Programs must meet criteria(see Exhibit 10.1)that includes:a written policy stating that use on the premises in p

5、rohibited;make employee aware of the resources available;and restrictions placed on employees with conviction records and mandates program participation.EMPLOYEE ASSISTANCE PROGRAMSDesigned to Help Employees Cope which Personal ProblemsShould Improve Job PerformanceCost$50-$60 Per Employee AnnuallyO

6、ne study shows 78%of employees received the help they neededEAP SERVICESProviding Information about ServicesProblem Identification&AssessmentShort-Term Counseling Referrals to Professionals Follow-Up to Assess Effectiveness(360 degree review!)Measure the effectiveness of the programUsing Outside Con

7、tractors for EAP&Outplacement Services Employee Chooses Provider Employer Usually NOT Under Contract With Providers Employer Might get Volume DiscountOutplacement services promote a positive image for the company in the community at large;it is also the right thing to do for the individual and gives

8、 them a new focus and direction immediately upon termination!Beginning with the deep economic recession of 2008,outplacement services are an integral part of employee lay-offs or terminations.3 Methods of ServiceIn-House ServicesStaffed by Company EmployeesOn-or Off-Site LocationsThird-Party Provide

9、rsContracted Services from ProvidersConsortium EAPCompanies Combine to Contract ServicesProcedures for EAP Employee ParticipationEmployees either self-initiate or are referred by someone else.Most often supervisors make the referral based on job performance issues;employees are often unaware or unwi

10、lling to acknowledge their need for assistance.How To ConfrontDiscuss the behaviors.not the individualwhat are the workplace expectations and are they being met?Co-workers or supervisors have a responsibility to describe behaviors,not make a diagnosis.EAP CONFIDENTIALITYWays to ProtectMaintain Files

11、 Separate from Personnel FilesUse Codes in FilesLimit Access to FilesMeetings not Known by ManagementEMPLOYER LIABILITY IN EAPsMay be Legally Responsible for Inappropriate EAP ActionsMisdiagnosisReferral to Unqualified Providers Premature Treatment TerminationAbandonmentInappropriate RelationshipsLi

12、bel or Slander of Employees NameEvaluating Program BenefitsCommonly Asked Questions1.Are employees aware of the program?2.Is there proper training so that supervisors and co-workers understand the availability of services and when and how to refer an employee.3.Is the program effective based upon me

13、trics designed to measure its efficacy?4.What modifications should be made in the program based on metrics and employee/supervisor feedback?EAP REGULATIONSERISAPurpose generally is to protect employee benefitsWhen the only function of the employer is to make the referral and they do not fund the ser

14、vice,ERISA doe not applyCOBRAAmended ERISA by providing employees and beneficiaries with the right to elect continuation of coverage;COBRA applies to EAPS if:If EAP Qualifies as a Welfare BenefitIf EAP Qualifies as a Health Care Benefit Employers can Deduct as a Business ExpenseEAP expenses are tax

15、deductible for the employee to treat a medical or mental condition.WELLNESS PROGRAMSPromote and Maintain Physical and Psychological HealthOffered In-House or Off-SiteReturn-on-Investment:$6 Savings per$1 SpentPrograms Include:Back CareSmoking CessationStress Management Weight ControlBACK CAREWorker

16、Training,Exercise Programs&ErgonomicsIn 2007,worker-reported problems with back(trunk)made up 33%of lost time.There are also compliance issues to be considered by the employer.The American With Disabilities Act requires a reasonable accommodation for back injuries;in the past ten years,11%of all ADA

17、 violations were found to be back-related.SMOKING CESSATION PROGRAMSEmployers may invest in smoking cessation programs as simple as information campaigns that emphasize the negative aspects of smoking to intensive programs geared toward helping individuals stop smokingEmployers may sponsor the parti

18、cipation of employees in a Smokenders education programOther options include offering nicotine replacement therapy,such as nicotine gum and patches,and self-help servicesSTRESS MANAGEMENT PROGRAMSStress management programs can help employees cope with many factors inside and outside work that contri

19、bute to stress:Job conditions Health and personal problems Personal and professional relationships can make employees anxious and thus less productiveSymptoms of stressful workplaces include low morale,chronic absenteeism,low productivity,and high turnover ratesWEIGHT CONTROL AND NUTRITIONProgramsYe

20、sYou Can!Weight-control and nutrition programs educate employees about proper nutrition and weight loss to promote sound healthInformation from the medical community has clearly indicated that excess weight and poor nutrition are significant risk factors in cardiovascular disease,diabetes,high blood

21、 pressure,and cholesterol levelsOver time,these employee programs should yield better health,increased morale,and improved appearanceHEALTH RISK APPRAISALSAnalysis Of Blood Chemicals Cholesterol TriglycerideGlucose Uric Acid Levels Blood Pressure ChecksBody MeasurementsHeight WeightPercentage of Bod

22、y FatDiabetes ScreeningFAMILY ASSISTANCE PROGRAMSElder Care provides physical,emotional,and financial assistance for aging parents,spouses or other immediate relatives.Child Care focus on supervising pre-school children while their parents are working outside the house.Day Care provides day services

23、 for the elderly,mentally challenged,or child of an employee.Many centers are actually on the companys campus.AdoptionApproximately 1.6 million children under 18 years old in the U.S.are adopted.The cost of a standard adoption can range from$5000 to$40,000.In 2007,11%of private industry workers had

24、access to employer-sponsored adoption assistance.Adoption benefits include direct financial assistance or reimbursement related to the adoption or paid/unpaid leave as required under FMLA of 1993.Recent studies show that employer benefits for adoptions are on the rise.Employers may be motivated to i

25、ncrease adoption benefits to retain/encourage workers and also for tax benefits.EDUCATIONAL ASSISTANCEIRC Section 127 Educational Assistance ProgramsTuition ReimbursementWorking Condition Fringe Benefit(must be related to work or be required)Scholarship ProgramsMust be qualifiedSECTION 127Educationa

26、l Assistance ProgramsEmployees can Deduct$5,250 forTuitionFees and Similar ExpensesBooks,Supplies,&EquipmentMust Pay Taxes above$5,250,UnlessIts Working Condition FringeSatisfies Nondiscrimination RequirementsFor Employees,not Dependents SUPPORT PROGRAMS FOR DAILY LIVING Transportation ServicesClean

27、 Air Act Amendments 1990Employee reimbursed or voucher Fitness Centers or Health Clubs Amount of membership is deducted from gross earnings;business expense for employerFood For ThoughtEmployee accommodation and enhancement benefits are designed to create a win-win experience for both the employer a

28、nd the employed.Employee assistance programs and enhanced benefits create value in the workplace and can be seen as good will ambassadors in the creating and sustaining a positive workplace culture.Employees who feel valued and appreciated may be more likely to contribute fully to the bottom line and also feel employer loyalty as it relates to retention.