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7/23/2019 T & D Slides.ppt
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What is ………………?
Wage
SalaryCompensation
1
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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
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#
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$
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%
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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
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&
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
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Consequences of oor Compensation
grievances
Desire #ormore
Dissatis#action
performance
stri"es
earch fornew !ob
'owerattractiveness of !ob
absenteeism
turnover
(obdissatisfaction
absenteeism
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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
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)iscipline and*rievance
+andling
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11
)iscipline
Discipline
$ctions ta*en by supervisorsas per S,-s to en#orce an
organi.ation-s standards and
regulations/
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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
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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
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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
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Discipline $pproaches
•ositive $pproach
•Negative $pproach
1%
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$ction to be (a*en………/
• Corrective $ction
• reventive $ctions
17
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Types of )iscipline Action
• 8ral Counseling ession 9not considered asa formal disciplinary action:
• ;ritten ;arning
• uspension without pay
• )emotion
• )ismissal
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Correcting mployee
Performance• 3ndividually0Private
• As" for eplanation
• /ocus on performance,not employee
• 8pportunity to learnthe correct way
• <eview past wor"record prior to tal"ingwith employee
• Chec"policies0procedures
relating to issue
• 'oo" at long term, notshort term
• Consistency
• )on=t apologie
• )on=t get emotional
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*rievance and Appeal
Procedures
• Provide for the orderly settlement of
problems and di>erences
• /ormal review process
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Career tatus mployee
• Permanent position appointment
• Continuously employed by the tate of?orth Carolina in a position sub!ect to thetate Personnel Act for the immediate 2$preceding months
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*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
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*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
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*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
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*rievance Procedures
• 3f employee cannot discuss the matterwith immediate supervisor, mployee<elations Banager in +< department maybe contacted rst
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*rievance Procedures
• 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
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*rievance Procedures
• .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:
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*rievance Procedures
• 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
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*rievance Procedures
• 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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