t & d slides.ppt

7/23/2019 T & D Slides.ppt

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What is ………………?

Wage

SalaryCompensation

1



Components of

Compensation

2

Compensation - Total of all rewards providedemployees in return for services

Direct fnancial compensation - Pay received

in the form of wages, salaries, bonuses, andcommissions

Indirect fnancial compensation - All nancialrewards not included in direct compensation

Nonfnancial compensation - atisfaction aperson receives from !ob itself or from wor"environment



#



$



%



Components of Financial benefits and other

services

Benefts include both fnancial and non fnancial

•Wages and Salary

•Incentives

•Fringe Benefts

•er!uisites

•Non "onetary Benefts



&

Components o# Financial

benefts and other servicesDirect

Wages

Salaries

CommissionBonuses

Indirect (Benefits)

Legally Required Benefits

Social Security

Unemployment CompensationWorkers’ Compensation

Family & Medical Leave

oluntary Benefits

Payment or !ime "ot Worked

#ealt$ Care

Lie %nsuranceetirement Plans

'mployee Stock (ption

Plans Supplemental

Unemployment Beneits

'mployee Services

Premium PayUni)ue Beneits

!he "ob

Skill *ariety

%dentiy !ask

Signiicance +utonomy

Feed,ack

"ob #nvironment

Sound Policies

Competent 'mployees

Congenial Co-orkersSuita,le Status Sym,ols

Working Conditions

$or%place Fle&ibility

Fle.time

Compressed Work Week

/o, S$aringFle.i,le Compensation

!elecommuting

Part0time Work

Modiied etirement

Financial 'onFinancial



Consequences of oor Compensation

grievances

Desire #ormore

Dissatis#action

performance

stri"es

earch fornew !ob

'owerattractiveness of !ob

absenteeism

turnover

(obdissatisfaction

absenteeism



Benefts o# roper Compensation $dministration

1 2 # $ %

$ttractstalent

"otivates%mployees

&e'ardser#ormance

&educes(urnover

"anagesCompensation Budget

Compensation policy aims to attract talentedemployees and motivate them to put their e)orts andcommitment to 'or* that increase +ob satis#action'or* per#ormance

Benefits of roper Compensation



)iscipline and*rievance

+andling



11

)iscipline

Discipline

$ctions ta*en by supervisorsas per S,-s to en#orce an

organi.ation-s standards and

regulations/



Purpose of )isciplinary

Action

• To provide a fair, clear and useful tool for

correcting and improving performanceproblems as well as to provide a process toassist management in handling instances ofunacceptable personal conduct



amples of .nsatisfactory

(ob Performance• cessive absenteeism

• /ailure to complete assignments whenthey are due

• cessive errors in completed wor"

• cessive call bac"s on repairs

• Tardiness

• 'ost les0euipment due to disorganiation



amples of *rossly

3ne4cient (ob Performance• mployee leaves a ban" deposit

containing 516,666 cash on the sin" in therestroom and it is stolen

• mployee leaves live wires eposed withno warning signs posted and another

employee gets severe burns from touching



Discipline $pproaches

•ositive $pproach

•Negative $pproach

1%



$ction to be (a*en………/

• Corrective $ction

• reventive $ctions

17



Types of )iscipline Action

• 8ral Counseling ession 9not considered asa formal disciplinary action:

• ;ritten ;arning

• uspension without pay

• )emotion

• )ismissal



Correcting mployee

Performance• 3ndividually0Private

• As" for eplanation

• /ocus on performance,not employee

• 8pportunity to learnthe correct way

• <eview past wor"record prior to tal"ingwith employee

• Chec"policies0procedures

relating to issue

• 'oo" at long term, notshort term

• Consistency

• )on=t apologie

• )on=t get emotional



*rievance and Appeal

Procedures

• Provide for the orderly settlement of

problems and di>erences

• /ormal review process



Career tatus mployee

• Permanent position appointment

• Continuously employed by the tate of?orth Carolina in a position sub!ect to thetate Personnel Act for the immediate 2$preceding months



*rieveable 3ssues

• )emotion

• uspension

• )ismissal

• <eduction 3n /orce• 3llegal )iscrimination

• )enial ofPromotional Priority

• )enial of Priority<eemployment

• )enial of @eteran=sPreference

• )enial of the

removal of falseand misleadinginformation fromthe personnel le

• Performance Pay



*rievance Process

• tep 1 - 3nformal )iscussion9s: Presentedto immediate supervisor within 1%calendar days

• <eferred to proper supervisory level within2 wor"ing days

• @erbal response given within % wor"ing

days



*rievance Process

• Butual agreement by both parties thatcontinued e>orts to resolve the grievance

through informal discussion9s: areworthwhile will automatically suspend thetime limited reuired for notication of themployee <elations Banager until an

impasse is ac"nowledged by either partyor 16 additional wor"ing days have passed



*rievance Procedures

• 3f employee cannot discuss the matterwith immediate supervisor, mployee<elations Banager in +< department maybe contacted rst




• tep 2 - /ormal *rievance

• Bust be in writing, signed by employee

• Bust identify the policy or rule alleged tohave been violated

• Bust contain a concise statement of thefacts surrounding grievance

• Bust contain any remedy sought




• .pon receipt of a written grievance, themployee <elations Banager shall providegrievant a copy of the current policy

governing the *rievance and Appealprocedures for PA employees

• *rievance referred to appropriate

administrative o4cial 9)irector,)epartment Chair, )ean, etc:




• Beeting is scheduled with grievant withinve wor"ing days to be held within 1%

wor"ing days• ;ritten decision from administrative

o4cial within % wor"ing days followingmeeting




• tep # - <eview by ta> *rievanceCommittee

• <euests for review must be submittedwithin % wor"ing days from administrativeo4cial=s written decision 9or epiration oftime permitted for such a decision:

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