Week 2 Project

Benefits and Laws

Before you embark on the topic of discretionary bene�ts, take a moment to re�ect upon the evolution of bene�ts. As you well know, bene�ts were not recognized as an important factor for laborers and individuals with a skilled trade for many centuries. With the Industrial Revolution came machinery that required someone knowledgeable to operate inside the new manufacturing environment. Trade routes were established, the governments became involved, gold and silver were used instead of bartering, and a banking system was developed. Thus, workers saw an opportunity to earn a guaranteed wage and provide a better lifestyle for their families. The world was slowly moving to a technological age. As the demand for products increased, more employees were required to ensure that organizations met their production goals. Eventually, the consumer demand for more products along with advanced technology required employees to work in a centralized location instead of working from home. Where families worked as a team to create products to sell, they soon migrated to factories all around the country for work. Unions were formed, and laws were eventually implemented to protect the workers. The discretionary bene�ts are part of the total compensation plan, and these bene�ts have a positive impact on employee behavior, organizational culture, and the work environment. With the constant changes in the way labor has been viewed, a multitude of discretionary bene�ts and laws have evolved.

Here are a few of the discretionary bene�ts:

Protection programs

Paid time off

Services

Here are the three important laws that have evolved:

The Internal Revenue Code (IRC)

The Employee Retirement Income Security Act of 1974 (ERISA)

The Pension Protection Act (PPA) of 2006

Events of the Industrial Revolution Review each button to learn more.

1931

1936

Additional Materials

From your course textbook, Strategic Compensation: A Human Resource Management Approach, read the following chapter:

Discretionary Bene�ts

From the South University Online Library, read the following articles:

Employer and Employee Opinions about Workplace Health Promotion (Wellness) Programs: Results of the 2015 Harris Poll Nielsen Survey. (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=psyh&AN=2017-14042-004&site=eds-live)

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1938

1963

1964

1967

1978

1990

1991

1993

HR Executives Embrace Outplacement Assistance Efforts. (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=12414957&site=eds-live)

What Factors Affect the Effectiveness of Employee Assistance Programs in a Small Start-Up Company? A Case Study of EAP from Shandong Province, China. (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=bth&AN=126446577&site=eds-live)

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