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#1: Flexible Work Arrangements

This document discusses popular employee benefits that employers can offer to attract and retain top talent, including flexible work arrangements like working from home or compressed schedules, paid vacations with a minimum of 9 days on average after one year, and unlimited vacation policies that decrease administrative burdens and increase employee flexibility. It notes that flexible work arrangements are associated with higher job satisfaction, productivity, and attendance. When offering compressed schedules, employers should ensure compliance with state overtime laws.

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48 views2 pages

#1: Flexible Work Arrangements

This document discusses popular employee benefits that employers can offer to attract and retain top talent, including flexible work arrangements like working from home or compressed schedules, paid vacations with a minimum of 9 days on average after one year, and unlimited vacation policies that decrease administrative burdens and increase employee flexibility. It notes that flexible work arrangements are associated with higher job satisfaction, productivity, and attendance. When offering compressed schedules, employers should ensure compliance with state overtime laws.

Uploaded by

Anusha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Employee benefits can help you demonstrate your commitment to employees and attract and

retain top talent. To remain competitive in the market, employers have come up with innovative

ways to compete for talent. Here are nine popular employee benefits to consider:

#1: Flexible work arrangements.


Employees who have flexible work arrangements tend to be more satisfied with their jobs, are

more likely to be productive, and have higher attendance rates than those lacking a work-life

balance. Consider offering employees flexibility when and/or where they perform their work,

such as work from home arrangements, compressed workweek schedules (such as four 10-hour

work days per week), or flextime (early arrival and departure).

If you offer compressed workweeks, keep your overtime obligations in mind. Some states (and

certain industries), including Alaska, California, Colorado, and Nevada, require overtime pay

when non-exempt employees work more than a certain number of hours in a workday. However,

some states may allow employers to adopt alternative schedules (eliminating the daily overtime

requirement) if certain conditions are met. Check your specific law to ensure compliance.

#2: Vacation.
Offering paid vacations and adopting a company culture that encourages employees to use their

time off can help attract and retain top employees. Since vacations aren't a required benefit,

employers can generally determine how much time off they provide. According to the Bureau of

Labor Statistics (BLS), small employers provide an average of nine vacation days after one year

of service.
A small but growing number of employers offer unlimited vacation time, trusting that employees

will use their professional judgment when deciding when and how much time off to take.

Unlimited vacation policies can decrease the administrative burden of tracking vacation accruals

and increase employee flexibility and autonomy.

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