Abstract

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Key words:  flexible work schedule, discretionary benefits, legally required benefits

            Integration of Faith and Compensation Practices

Faith can be the catalyst needed to change the atmosphere and culture of an organization. An employer can demonstrate the Christian faith and values in the workplace by treating their employees in a way that honors God. When taking a Biblical perspective on compensation practices, the standards and ideals in the Bible should be used to guide the business decisions and actions in the workplace. This would include providing competitive compensation and benefits to employees in a fair and honest way. The Bible says “whatsoever ye do in word or deed, do all in the name of the Lord Jesus, giving thanks to God and the Father by him” (Colossians 3:17, NKJV). Therefore, by diligently practicing integrity and truthfulness, an employer can set the example for others to follow and ultimately glorify God as well.      

Discretionary benefits are an integral part of a company’s total compensation program.  According to Martocchio (2015), discretionary benefits provide coverage through paid time off, services, and protection programs.  These types of benefits can include vacation, sick and holiday leave, wellness programs, and life insurance benefits.  Discretionary benefits can help an organization improve its overall attractiveness to potential employees by showing that the company is committed to improving the lives of its employees and those in the surrounding communities (Story, Castanheira, & Hartig, 2016).  Discretionary benefits are critical to providing a positive work environment for employees and can be an effective recruitment tool.    

Value of paid time off

Paid time off programs provide employees with compensation for time away from work.  The types of paid time off can vary widely between employers and may include holidays, vacation and sick leave.  In addition, companies may also choose to compensate employees for funeral leave, voting time, jury duty, military leave, sabbaticals, and volunteer time (Martocchio, 2015).  Providing paid time off for employees is important in order to avoid burnout.  Vacations have been shown to have a restorative effect on employees and have been shown to reduce the level of anxiety and depression in workers (Hartig, Catalano, Ong, & Syme, 2013).  Providing employees with paid time away from work in order to rest aligns with the plan that God has for his people.  Leviticus 23:3 (NIV) says, “There are six days when you may work, but the seventh day is a day of sabbath rest, a day of sacred assembly. You are not to do any work; wherever you live, it is a sabbath to the Lord.”  God designed man to work, but he also commanded man to rest.  Exodus 34:21 says, “Six days you shall labor, but on the seventh day you shall rest; even during the plowing season and harvest you must rest.”  The plowing season and harvest can be related to busy times in any industry.  For accountants, tax season may be the busy time.  For travel agents, summer may be the busy season.  For human resources professionals, open enrollment may be the busy season.  Even during the busy seasons, it is important to allow employees to take a break from the work and rest.  

Jesus is a source of rest.  In Matthew 11:28, he says, “Come to me, all you who are weary and burdened, and I will give you rest.”  Jesus was reminding the people around him that it was important to take the time to rest.  In a culture that values hard work and ambition, a reminder to encourage employees to take advantage of leave time may help employees feel appreciated.  

Value of wellness programs

            Wellness programs vary by organization.  The programs may be as simple as encouraging employees to walk more, or as complicated as a comprehensive program that includes everything from gym memberships with personal trainers to stress management programs; medical screenings and on site clinics, to nutrition and weight loss programs (Goetzel, Henke, Tabrizi, Pelletier, Loeppke, Ballard, ...Metz, 2014).  Wellness programs may not provide a positive return on investment in monetary terms, but they can result in employees who are healthier, happier, and more productive.  

Wellness programs provide an opportunity for employers to show employees that their health and mental well-being is important to the success of the organization.  Taking care of the physical body is important, however, employers may also want to provide programs that help support the spiritual well-being of the employees.  I Timothy 4:7-9 says, “For physical training is of some value, but godliness has value for all things, holding promise for both the present life and the life to come.”  It is important for employers to remember that employees may need assistance handling stress in their lives.  Proverbs 14:30 says, “A heart at peace gives life to the body, but envy rots the bones.”  Providing opportunities for employees to relieve stress through wellness programs may have a positive impact on the overall performance of the organization (Goetzel, et. al, 2014).  Wellness programs can encourage employees to make healthy choices and improve their lifestyles.  Isaiah 40:29 says, “He gives strength to the weary and increases the power of the weak.”  Wellness programs can help employees reach their full potential.   

Value of life insurance programs

            Life insurance programs are considered discretionary benefits that provide protection for the beneficiaries of an employee.  Life insurance pays a specific amount of money upon the death of the covered individual (Martocchio, 2015).  Group life insurance provides access to term life coverage at a discounted rate.  Life insurance plans are an effective way for employees to plan for the future of their families in the event of their death.  Proverbs 13:22 says, “A good person leaves an inheritance for their children’s children; but a sinner’s wealth is stored up for the righteous.”  Planning ahead for the financial well-being of the employee’s dependents is important.  I Timothy 5:8 says, “Anyone who does not provide for their relatives, and especially for their own household, has denied the faith and is worse than an unbeliever.”  Individuals should think about how they can continue to provide for their family members if they were to die.  Providing a cash payment sufficient to cover expenses for several years would help alleviate the stress of trying to determine how to support a family with a suddenly smaller income.  Matthew 6:34 says, “Therefore do not worry about tomorrow, for tomorrow will worry about itself.  Each day has enough trouble of its own.”  Rather than borrowing trouble from tomorrow, an individual can choose to enroll in a life insurance plan that will provide for the employee’s beneficiaries.

How discretionary benefits demonstrate social responsibility

            Employers are in business to make a living.  Employees are the human capital that companies require in order to produce the goods and services that customers want to consume.  While there is no requirement to provide discretionary benefits, the fact that so many companies do shows that there is a level of corporate social responsibility involved in the decision.  Colossians 4:1 says, “Masters, provide your slaves with what is right and fair, because you know that you also have a Master in heaven.”  What is right and fair may not be legally mandated, but providing discretionary benefits to employees will go a long way toward showing employees that the company leaders are interested in their well-being.

Biblical Perspective on Legally Required Benefits

Worker’s Compensation

Worker’s Compensation came about at a time when industrial accidents were commonplace and occupational illnesses were high (Martocchio, 2015).  Worker’s compensation programs provides cash benefits, medical care, and rehabilitation services to workers who have been injured in work-related incidents (Xuguang & Burton, 2010).  Exodus 21:32-34 (NLT) states “But if the ox gores a slave, either male or female, the animal’s owner must pay the slave’s owner thirty silver coins, and the ox must be stoned.  Suppose some digs or uncovers a pit and fails to cover it, and then an ox or donkey falls into it.  The owner of the pit must pay full compensation to the owner of the animal, but then gets to keep the dead animal.”  A portion of this verse states that “suppose some digs or uncovers a pit and fails to cover it and then an ox or donkey falls into int.  The owner of the pit must pay full compensation to the owner of the animal…”  When an employee is injured in a work-related incident, the employer is legally required to provide compensation for that injury.  Many times, the employer has worker’s compensation insurance that will cover the medical expenses that the employee incurs because of the injury.