ASCS employees, Federal justices, judges, and certain dependent children [microform] : hearing before the Subcommittee on Compensation and Employment [i.e. Employee] Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-sixth Congress, first session, on S. 383, H.R. 2583, and H.R. 2584, July 24, 1979.

Reuse of record except for individual research requires license from Congressional Information Service, Inc.

Desirability and feasibility of universal social security coverage [microform] : hearing before the Subcommittee on Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-sixth Congress, second session, April 15, 1980.

Reuse of record except for individual research requires license from Congressional Information Service, Inc.

Report on advisability of coordinating social security coverage and benefits provided by public employee pensions in New York State /

Mode of access: Internet.

Employee benefits : effect of bankruptcy on retiree health benefits : report to the Honorable William J. Coyne, House of Representatives /

"B-233532"--P. 1.

Work-life balance benefits:employee attitudes and behaviors through the lens of social exchange theory

The question of what to provide employees in order that they reciprocate with desirable behaviors in the work place has resulted in a great amount of work in the area of social exchange. Although offering fair compensation, including salary or wages and employee benefits, has been extensively studied, the effects of offering specific types of benefits, such as work-life balance benefits, and the intangible rewards that such an offering inadvertently offers, has only been minimally explored. Utilizing past literature, this current research examined the offering of work-life balance benefits, the value employees place on those benefits, the communication of the benefits by the organization to employees, and their effect on employee attitudes and behaviors. The goal was to identify the effect on desirable outcomes when work-life balance benefits are offered to determine the usefulness to the organization of offering such benefits. To test these effects, a study of an organization known to offer a strong work-life balance benefits package was undertaken. This was accomplished through the distribution of questionnaires to identify the possible relationships involving 408 employee respondents and their 79 supervisors. This was followed with interviews of 12 individuals to ascertain the true reasons for links observed through analysis. Analysis of the data was accomplished through correlation analysis, multilevel analysis and regression analysis generated by SPSS. The results of the quantitative analysis showed support for a relationship between the offering of work-life balance benefits and perceived organizational support, perceived distributive justice, job satisfaction and OCBO. The analysis also showed a lack of support for a relationship between the offering of work-life balance benefits and organizational commitment, OCBI and IRB. The interviews offered possible reasons for the lack of support regarding the relationship between the offering of work-life balance benefits and organizational commitment as well as organizational citizenship behaviors (OCBI and IRB). The implications of these findings on future research, theory and practice in the offering of work-life balance benefits are discussed.

Tendências de recompensas em empresas portuguesas

Esta dissertação tem como objetivo central conhecer os sistemas de recompensas em empresas portuguesas. Primeiramente é realizada uma abordagem aos conceitos subjacentes ao sistema de recompensas e, simultaneamente é exposta teoria sobre o tipo de recompensas mais utilizadas e como estas diferem consoante o cargo/função. Foi aplicado um inquérito por questionário a uma amostra de 144 empresas localizadas por todo o país. Foram testadas hipóteses de estudo capazes de permitir caraterizar o sistema de recompensas desenvolvido nas empresas em estudo. Os resultados do estudo permitem concluir que: 1) os sistemas de recompensas baseados na antiguidade estão atualmente em desuso, ao contrário dos sistemas de recompensas baseados na função/cargo, no desempenho e nas competências; 2) o principal objetivo do sistema de recompensas das empresas do estudo é a motivação dos colaboradores; 3) a conjugação das recompensas monetárias e não monetárias são as mais valorizadas pelas empresas; 4) predomina a compensação variável nos sistemas de recompensas das empresas bem como os incentivos mistos (individuais e de grupo); 5) predominam os incentivos de curto-prazo no sistema de recompensas; 6) o bónus anual é o incentivo mais utilizado; 7) os benefícios e alguns dos incentivos tendem a ser maiores à medida que se sobe na hierarquia funcional da empresa; 8) o benefício predominante é a atribuição de telemóvel e o seguro de saúde; 9) as formas de reconhecimento mais comuns são os prémios de desempenho, o feedback contínuo, as promoções e as placas comemorativas; 10) a maioria dos inquiridos acredita que as oportunidades de desenvolvimento de carreira é uma importante medida para a retenção dos colaboradores; 11) as oportunidades de desenvolvimento são mais utilizadas pelas empresas de maior dimensão e; 12) os benefícios sociais são considerados a componente mais importante para garantir a retenção dos colaboradores. Com base nestes resultados, na parte final da dissertação são apresentadas algumas implicações teóricas e práticas, algumas limitações do estudo, bem como pistas para investigações futuras.

State of Iowa Employee Handbook, Revised October 2003

This is your employee handbook. This information is based on Iowa Department of Administrative Services – Human Resources Enterprise (DAS-HRE) rules and policies. Much of the information in this handbook is also covered in the State’s collective bargaining agreements. Where there are differences between a collective bargaining agreement and this handbook, the collective bargaining agreement prevails for employees covered by the agreement. Where there are differences between this handbook and DAS-HRE rules and policies, DAS-HRE rules and policies prevail. Some of the employee benefit plans described in this handbook are subject to legal requirements concerning reporting and disclosure. This handbook contains highlights of those plans. For complete details about benefit plans, consult the benefit handbooks and the official plan documents. In case of any discrepancy, the official plan documents prevail. Of course, changes in laws may affect the benefit programs described in this handbook. The State of Iowa reserves the right to amend the contents of this handbook at any time without prior notice. The provisions of this handbook and other policies do not establish contractual rights or conditions of employment between the State and its employees.

Disabilities Benefits for Special Services Disability, July 2008

IPERS provides the security you need through guaranteed benefits. With IPERS, unlike other retirement plans, benefits aren’t tied to the performance of the stock market and you don’t need to be an experienced investor to make your retirement dreams a reality. Your IPERS benefits are only one part of your overall retirement savings. Your total retirement income will come from a combination of your IPERS benefits, social security, personal savings, and any other retirement plan benefits.

Disabilities Benefits for Special Services Disability, July 2008

IPERS provides the security you need through guaranteed benefits. With IPERS, unlike other retirement plans, benefits aren’t tied to the performance of the stock market and you don’t need to be an experienced investor to make your retirement dreams a reality. Your IPERS benefits are only one part of your overall retirement savings. Your total retirement income will come from a combination of your IPERS benefits, social security, personal savings, and any other retirement plan benefits.

Benefit News: Employee Benefit News, Department of Administrative Services, December 2009

Benefit News, brought to you by the DAS Benefits Team, providing you with the most up-to-date information about the state of Iowa’s employee benefits.

Benefit News: Employee Benefit News, Department of Administrative Services, June 2009

Benefit News, brought to you by the DAS Benefits Team, providing you with the most up-to-date information about the state of Iowa’s employee benefits.

Benefit News: Employee Benefit News, Department of Administrative Services, September 2009

Benefit News, brought to you by the DAS Benefits Team, providing you with the most up-to-date information about the state of Iowa’s employee benefits.

Benefit News: Employee Benefit News, Department of Administrative Services, December 2010

Benefit News, brought to you by the DAS Benefits Team, providing you with the most up-to-date information about the state of Iowa’s employee benefits.

Benefit News: Employee Benefit News, Department of Administrative Services, June 2010

Benefit News, brought to you by the DAS Benefits Team, providing you with the most up-to-date information about the state of Iowa’s employee benefits.

Benefit News: Employee Benefit News, Department of Administrative Services, March 2010

Benefit News, brought to you by the DAS Benefits Team, providing you with the most up-to-date information about the state of Iowa’s employee benefits.