Why employees support (and oppose) gainsharing plans
Article Abstract:
Gainsharing plans are discussed with regard to what will make them popular with workers and what workers will not like about the plans. Gainsharing, pay or bonuses linked to productivity increases, is being used successfully by many corporations in the US. Reasons that workers might not accept the idea boils down to whether the workers trust the fact that the company will come through on promises. The most important way to win worker support would include worker education about the plan that includes openness on company finances; getting back to personnel about their cost cutting ideas, telling when, if and how ideas were implemented and reporting the program's successes.
Publication Name: Compensation & Benefits Management
Subject: Insurance
ISSN: 0748-061X
Year: 1992
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Cafeteria plans and bonus/waiver arrangements
Article Abstract:
Employers who want to minimize health coverage costs often choose between cash bonus offers or health waiver arrangements. However, such agreements must comply with regulations set under section 25 of the Internal Revenue Code. The rule states that non-compliance may generate taxation of health benefits for employees who defer the option of cash receipt. Thus, knowledge of regulations ensures favorable tax treatment for planned health coverage.
Publication Name: Compensation & Benefits Management
Subject: Insurance
ISSN: 0748-061X
Year: 1992
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Defined contribution plans: two types at work at Chevron Corporation
Article Abstract:
Chevron Corp has adopted defined contribution plans which reflect management attempts at broadening employee ownership and profit sharing. The firm reinforced its plans in 1986 by redesigning defined contribution plans. In 1989, the company added a leveraged employee stock ownership plan to its profit sharing/savings plan. The plan integrated investment was based entirely on the company's stock.
Publication Name: Compensation & Benefits Management
Subject: Insurance
ISSN: 0748-061X
Year: 1992
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