On Personal Services and Family Friendly Benefits

Presented to:
Sir Ahmad Tisman Pasha

Presentation

Presented by:
Muhammad Faheem-ul-Hassan
BIT -09-20 3rd semester

Personal services
Many companies provide the sorts of personal services that most employees need at one time or other. These include credit unions. Legal services , counseling, and social and recreational opportunities.

Credit Unions
Credit unions are usually separate business established with the employers assistance to help employees with borrowing and saving needs.
Employees usually become members by purchasing a share of the credit unions stock for a small fee perhaps $5 or $10. Members can then deposit saving that accrue interest at a rate determined by the credit unions board of directors. Loan eligibility and the loans rate of interest are usually more favorable than those of banks and finance companies.

Employees Assistance Program(EAP)

Employee assistance program provide counseling and advisory services, such as personal legal and financial services , child and elder care referrals , adopting assistance , mental health counseling, and life event planning. EAPs are increasingly popular , with more than 60% of larger firms offering such programs

Develop a policy statement

Define the programs purpose , employee eligibility, the roles and responsibilities of various personnel in the organization, and procedure for using plan.

Ensure professional staffing

Consider the professional and state licensing requirements

Maintain confidential record-keeping systems

Everyone involved with EAP, include supervisors, secretaries ,and support staff, must understand the importance of confidentiality.

Be aware of legal issues

In most states counselors must disclose suspicious of child abuse to appropriate state agencies. Get legal advice on established the EAP, carefully screen the credentials of the EAP staff, and obtain professional liability insurance for the EAP

Family Friendly Benefits

Benefits such as child care and fitness facilities that make it easier for employs to balance their work and family responsibilities.
It balancing the pressure of work and family life

Family-Friendly Benefits
On-site or subsidized child care
Elder care Fitness and medical facilities

Food services
Flexible work scheduling Telecommuting Educational subsidies Loan programs for home office equipment

Flexible Benefits Programs

The cafeteria (flexible benefits) approach
Each employee is given a benefits fund budget to spend on the benefits he or she prefers. The fund limits the total cost for each benefits package. Core plus option plans establish a core set of benefits which are mandatory for all employees.

Flexible spending accounts

Enable employees to pay for medical and
other expenses with pretax dollars by depositing funds in their accounts from payroll deductions

Flexible Work Arrangements

Flextime

A plan whereby employees workdays are built around a core of mid-day hours when all workers are required to be present.

Workers can arrange their own starting and stopping hours before and after the core period.

Positive effects on employee productivity, job satisfaction, satisfaction with work schedule, and employee absenteeism.

Positive effect on absenteeism was much greater than on productivity.

Flexible Work Arrangements

Compressed workweeks
Increase productivity
Less disruption from shift changes Longer time-off-work periods Reduced absenteeism

 Longer workdays; fewer workdays:

Four-day workweeks, with four 10hour days. Two days on, two days off, three days on, then two days off, two days on, and so forth. Three 12-hour shifts, and then off for the next four days.

Other Flexible Work Arrangements

Job sharing
Allowing two or more people to share a single full-time job

 Work sharing
A temporary reduction in work hours by a group of employees during economic downturns as a way to prevent layoffs.

Telecommuting
Employees work at home using telephones and the Internet to transmit letters, data, and completed work to the home o