Prentice Hall, Inc. © A Human Resource Management Approach STRATEGIC COMPENSATION Prepared by David Oakes Chapter 14 Compensating the Flexible Workforce: Contingent Employees and Flexible Work Schedules
Prentice Hall, Inc. © Contingent Workers Engage in tentative employment 50% male/female 12.5 million employed in 2001 29 million worked a flexible schedule 26.1% of all civilian workers
Prentice Hall, Inc. © Types Of Contingent Workers Part-time employees Temporary & on-call workers Leased employees Independent contractors, freelancers consultants
Prentice Hall, Inc. © Employed Contingent Workers in 2001 TYPE NUMBER Independents 8,858,000 Part-Time 2,245,000 On-Call 2,089,000 Temporary 1,169,000 Leased 633,000
Prentice Hall, Inc. © Benefits Costs Benefit Full-time Part-time Paid leave $1.89 $0.37 Supplement pay Insurance Retirement Other 0.05 <0.01 Legally-required Total $8.19 $2.68
Prentice Hall, Inc. © Job Sharing 2 or more part-timers perform 1 job Reduces costs Increases flexibility Maintains productivity levels May increase morale & loyalty
Prentice Hall, Inc. © Temporary Workers Fill in for core employees Help ease high demand periods Help determine future employment needs May be assessed for a core position Don’t receive company benefits
Prentice Hall, Inc. © Leased Employee Arrangements Lease company does all HRM functions Fees either % of payroll, or % per employee Employees work for contract duration Food service, security, building maintenance, administration
Prentice Hall, Inc. © Rise In Use Of Contingent Worker Economic recessions International competition From manufacturing to service More females in workforce
Prentice Hall, Inc. © Service Divisions Transportation Communication Public utilities Wholesale trade Retail trade Government
Prentice Hall, Inc. © Federal Compensation Guidelines ERISA NLRA ADA ADEA Title VII, of 1964 Civil Rights Act FLSA COBRA
Prentice Hall, Inc. © Wage Comparisons in 2004 Group F-T P-T Management & Professional $30.38 $23.79 Production Service Overall Average $19.05 $10.17
Prentice Hall, Inc. © Benefits Offered In 2004 % of Companies Type Offering Benefits Paid time-off 25% Medical insurance 11% Retirement 20%
Prentice Hall, Inc. © Leased Workers’ Benefits Leasing company is legal employer In 2001, average wage was $19.75 Leasing & hiring companies responsible for discretionary benefits Covered by safe harbor rules
Prentice Hall, Inc. © Safe Harbor Rules Leased employees covered by leasing company’s pension plan Nonintegrated employer contribution rate of 10% Full & immediate participation in vesting Leased employees less than 20% of n on-highly paid workforce
Prentice Hall, Inc. © INDEPENDENT CONTRACTORS Freelancers & consultants Companies not responsibility for Federal Taxes FLSA Overtime or Minimum Wage Workers’ Compensation ERISA, FMLA, NLRA, ADA, Title VII of Civil Rights Act Economic reality test Right to work test
Prentice Hall, Inc. © Economic Reality Test Extent a worker controls methods & results The control a company has on worker’s earnings Importance of worker’s service to the company Initiative or skill level required Permanency, exclusivity, or length of assignment Worker’s investment in materials or equipment
Prentice Hall, Inc. © Right To Control Test IRC test to determine workers’ independence 20 Considerations, including: Hiring, training, supervising, firing Hours Services Compensation Equipment, materials, location
Prentice Hall, Inc. © Flexible Work Schedules Flextime Compressed work weeks Telecommuting
Prentice Hall, Inc. © Flextime Set weekly not daily hours May have to work core hours Possible employer benefits Lower tardiness & absenteeism Higher productivity Extended business hours Possible employer drawbacks Increased overhead costs Coordination problems
Prentice Hall, Inc. © Compressed Workweeks Example: 40 hours in days Possible benefits Can promote recruitment and retention Can reduce commuting time Can allow more family time
Prentice Hall, Inc. © Telecommuting Employees work on-site & off-site Constant direct contact with other employees Possible benefits Same as with flextime Possible disadvantages Less direct employee interactions Makes performance appraisals difficult
Prentice Hall, Inc. © Telecommuting Arrangements Satellite work centers Neighborhood work centers Nomadic executive office Work off-site and/or on-site Temporary or permanently