Military Benefits
Many companies have done away with “sick leave’ and “vacation” as employee benefits replaced them with Paid Time off (PTO). Most work benefits that falls in the Non-Retirement benefit category does not mean that it does not helps throughout the course of our entire work life. All have personal lives and priorities, and in the workforce, benefits are accommodated for all full-time eligible employees. Several types of Non-Retirement benefits flows in a benefit package for the eligible employee in which I will make mention of five in my report here.
Paid time Off (PTO) This Non-Retirement benefit provides the full time employee with days away from work. Employees’ use this time for vacation and other reasons .PTO time is scheduled in advance most of the time within the company’s department and must be approved by the company or department supervisor except if the employee has an emergency. This does not roll over floating holidays or leave of absence. Concurrently PTO can be used with other types of leave. If all PTO hours are not been used then the company will pay for the unused hours up to the maximum accrual.
Sick Leave benefit is one Non-Retirement benefit not required by federal law. A Sick Leave compensates employees for a specified number of days absent due to personal illness. The amount of sick leave often based on length of service accumulates over a time. The company allows the employee to save them in case of disability because the company allows him or her to accumulate without any limit.
Personal Leave grants the employee paid time off for any reason necessary with the supervisor’s approval. This is a few additional days to sick leave.
The family and Medical Leave (FMLA) give the employee protection in case of family emergency. FMLA guarantees leave for the employee. An important key element to protect the employee to ensure the security of the position held with the company whether in the same position or otherwise but must be equivalent if position is changed to what the other position was. The company is not required by the FMLA to pay employees while on family leave in which most companies choose not to pay them, but still a good incentive Non-Retirement benefit for the employee having a good peace of mind that his or her job with the company is secure.
Military Leave is guided by federal and state laws in which they focus on the employer’s obligation to reemploy individuals who were previous with the company once complete military duties. The company chooses to pay the employees who are on military leave or not. If he or she is reemployed he or she automatically is entitled to the seniority and other rights and benefit he or she would have had by remaining continuously employed. These rights are extended to him or her because of service in the uniformed services on a voluntary or involuntary basis, including active duty, inactive training, full time National Guard duty and time for fitness-for-duty examination. Time limits for returning to work depend on the duration of military service.
One benefit the company does not offer is the Sabbatical Leave. As a hospitality industry the company does not see the need to offer this type of benefits. Sabbatical Leave is mostly given in an educational setting system such as College or Universities mostly to faculty members. The company do offer a full day’s pay if he or she have to come in the premises for training or go off the premises, but the employee will have to be on the premises at some point of that day to fill his or her time sheet out and be approved and signed by a supervisor, frankly I can’t considered this movement Sabbatical Leave as I have ask a Human Resource Representative who inform me that the company does not offer in the company though the employee still gets paid for training in or off premises without physically working.
Companies may determine Non-Retirement benefits according to the number of employees may be on board or hours he or she may have to pay out during the course of the year or quarter. Plans and decisions should also align with the business overall compensation strategy. Three areas are thoughtful elements to make choices or decisions. Benefit mix, benefits amount, flexibility of benefits. Company employers have to know and understand his or her own compensation strategy, what the organizational objectives are and the characteristics of the workforce. Last ,the company that focuses on providing job security and long-term employment opportunities needs to devote a large portion of the compensation dollars to benefits. The Non-Retirement benefit package decision will also be made in comparison to the other components of the package such as base pay and salary.
