Relevant bibliographies by topics / Employee fringe benefits

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Reports

Academic literature on the topic 'Employee fringe benefits'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Employee fringe benefits"

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Kemp, Donna R. "Major Unions and Collectively Bargained Fringe Benefits." Public Personnel Management 18, no. 4 (1989): 505–10. http://dx.doi.org/10.1177/009102608901800409.

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Fringe benefits are a growing part of the compensation package. Unions and employee associations have played a significant role in the development of fringe benefits. A survey of major unions and employee associations indicates of the new fringe benefits dental coverage, vision coverage, employee assistance programs, maternity leave, and alternative work schedules are the most prevalent in current contracts. Sabbatical leaves are most prevalent as a new benefit in current negotiations, and child care, eldercare, and legal coverage are the most likely new fringes to be negotiated in the future. The standard benefit areas of health and pensions are presently the fringe benefit issues most involved in retrieval bargaining. They are also perceived as both currently and over the next ten years as the most important fringe benefit issues in collective bargaining.
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McFadden, David W. "Employee Fringe Benefits Expense." Compensation & Benefits Review 21, no. 6 (1989): 66–69. http://dx.doi.org/10.1177/088636878902100610.

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K., Jayapriya, and Akilan A. "Fringe Benefits Effects on Employee Productivity in the Public Sector Tamilnadu Water Supply and Drainage Board Namakkal." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 232–38. http://dx.doi.org/10.26562/ijiris.2023.v0904.02.

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The research purpose is to determine the study of the fringe benefits important of employees. Fringe benefits are additions to compensation that companies give their employees. This research project is on Fringe Benefits and Employees productivity in public sector. This research work is generally about the Benefits and Employees productivity Public Sector. The project has undertook the general introduction into the research work led to the review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management. In any case, employers use fringe benefits to help them recruit, motivate, and keep high-quality people. According to Mathis and John (2003), productivity is a measure of the quantity and quality of work done, considering the cost of the resources used. The more productive an organization, the better its competitive advantage, because the costs to produce its goods and services are lower. Employee benefits in Canada usually refer to employer sponsored life, disability, health, and dental plans. Employee benefits in the United States include relocation assistance; medical, prescription, vision and dental plans; health and dependent care flexible spending accounts; retirement benefit plans (pension, 401(k), 403(b). fringe benefits refers to the regular review of an employee’s job performance and overall contribution to a company. The objective is to know the effect of fringe benefits on employee motivation. The reveals that fringe benefits lead to improved employees’ performance. This results from increased productivity in the organization. The majorities of the employees are motivated of the organization through feedback and increased productivity.
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Jain, Harish C., and Edward P. Janzen. "Employee Pay and Benefit Preferences." Relations industrielles 29, no. 1 (2005): 99–110. http://dx.doi.org/10.7202/028480ar.

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Despite a continuing growth of fringe benefits as a proportion of the total wage bill, few employees have any definite knowledge of what fringes employees really prefer. This article reports the results of a study which attempted to measure employees preferences for alternative forms of compensation in six organizations located in Ontario, Canada.
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Brejdak, Paulina. "THE TAXATION OF EMPLOYEE REVENUE FROM THE FRINGE BENEFITS." Review of European and Comparative Law 32, no. 1 (2018): 83–94. http://dx.doi.org/10.31743/recl.3228.

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The article presents the issues taxation of employee revenue from the fringe benefits by Personal Income Tax. On the one hand, the employee fringe benefits are identified with a defined benefit and on the other with a non-monetary incentive system. However, the benefits give rise to many doubts and controversies. The reasons for this are the lack of legal definition and the lack of their legal directory. Therefore, the views of the judiciary and decisions of tax authorities indicate for example what can be classified fringe benefits.
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Solnick, Loren M. "The Effect of Blue-Collar Unions on White-Collar Wages and Fringe Benefits." ILR Review 38, no. 2 (1985): 236–43. http://dx.doi.org/10.1177/001979398503800206.

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This study investigates the influence of blue-collar unions on the wages and fringe benefits of white-collar workers employed in the same establishment. The author uses establishment data on employee compensation in 1974, the last year such data were collected, to estimate these wage and fringe spillovers in the two-digit industries in the manufacturing sector. Wage spillovers appear in only three of 16 industries, with the effect ranging from 10 to 19 percent. For fringes, however, significant spillovers are evident in 12 industries, with effects ranging from 15 to 52 percent. Although the models estimated also allow for the influence of white-collar unions on white-collar wages and fringes, no such effects were observed.
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Diehl, Kevin A. "VAT Applicability to Employee Retail Vouchers." EC Tax Review 19, Issue 5 (2010): 228–30. http://dx.doi.org/10.54648/ecta2010028.

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While the European Court of Justice issues many important rulings with respect to competition, transportation, free movement of capital, and other policies, its contributions to tax policy sometimes get overlooked. Too many view taxation as just an issue of national import. However, the European Court of Justice has made some extraordinarily important contributions in the area of taxation. The recently discussed case of Astra Zeneca UK LTD v. HMRC (C-40/09, <curia.europa.eu>) proves this notion. The following discusses the facts, governing guidance, issues, resolutions, drawbacks, and future applications. On appeal from the VAT and Duties Tribunal of Manchester, United Kingdom, this case addresses whether UK tax law with regard to value-added taxes (VATs) is correct. The judgment considers whether VAT applies to fringe benefits beyond cash (retail vouchers) from an employer to an employee. For global context here, the US tax system’s treatment of fringe benefits can be considered. In the United States then, there is no VAT. However, for income tax purposes, fringe benefits result in the best possible treatment. As the employers deduct the fringe benefits provided, the employees exclude the fringe benefits from their gross income.
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ACHEAMPONG, Evans Owusu, Ebenezer Takyi WADIEH, Kyei Anane AMPOFO, Esther GLOVER, Evans Osei BEMPAH, and Christian Opoku BOAHEN. "Effect of Fringe Benefits and Remuneration on Employee Performance: The Mediating Role of Employee Engagement." Journal of Human Resource Management - HR Advances and Developments 2024, no. 1 (2024): 128–44. http://dx.doi.org/10.46287/thdf1238.

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Purpose of the study - This study assessed the effect of fringe benefits and remuneration on employee performance and explored the mediating role of employee engagement. Methodology- The study employed a quantitative approach to data collection and analysis. Data was collected through a structured questionnaire distributed among 270 employees from Asanduff Construction Limited- Accra, Ghana. The analysis was conducted using Partial Least Square Structural Equation Modelling. Findings- The study revealed that fringe benefits and remuneration did not affect employee job performance. With the mediation analysis, the analysis showed that employee engagement mediated the relationship between remuneration and employee performance as well as fringe benefits and employee performance. Limitations- First, the study’s limitation has to do with its geographical coverage. The study was also limited to the working staff of Asanduff Construction Limited with an estimated sample size of 278 which could be relatively small. Again, through questionnaires being used as the main instrument, the study responses might be without honesty and accuracy. Thus, the study results might be affected by bias which will limit the generalizability. Practical implications- The results of this study will contribute to human re-source managers' efforts in putting plans in place to improve the operations of their companies. Line managers should therefore make every effort to ensure that their staff members are motivated by the work they do to increase productivity, as this study also discovered a link between employee engage-ment and performance. Strategically, leadership and management of organi-zations will be based on the findings of this study and plan important work-shops, seminars, symposiums, conferences, etc. with a major focus on provid-ing employees with proper fringe benefits at the workplace to ensure that they increase productivity at the workplace. Originality/value- The study contributes to the literature by assessing the effect of fringe benefits and remuneration on employee performance and exploring the mediating role of employee engagement.
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Montgomery, Mark, and James Cosgrove. "The Effect of Employee Benefits on the Demand for Part-Time Workers." ILR Review 47, no. 1 (1993): 87–98. http://dx.doi.org/10.1177/001979399304700107.

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This paper uses the results of a unique survey of child care centers in 1989 to examine the effect of fringe benefits on the demand for part-time teachers and teacher aides. An analysis that controls for wages and other establishment characteristics shows that as the level of fringe benefit payments at the establishment rises, hours of work by part-time workers fall significantly relative to the hours worked by full-time teachers and teacher aides. Particularly influential are insurance payments (such as health and dental), which have an effect more than twice that of fringe benefits in general.
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Tarafdar, Prosenjit, Kajol Karmoker, and Sraboni Akter. "Effects of Fringe Benefits on Employee Loyalty: A Study on University Teachers in Khulna City of Bangladesh." Business and Management Research 10, no. 3 (2021): 1. http://dx.doi.org/10.5430/bmr.v10n3p1.

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The aim of this study was to examine the effects of fringe benefits on employee loyalty in the context of university teachers. The study sample consisted of 100 university teachers who were randomly selected from both private and public universities situated in Khulna city of Bangladesh. Data were collected through a self-administered questionnaire survey. To test the study hypotheses, data were analyzed employing correlation and multiple regression analysis tools. Results of correlation analysis reveal that fringe benefits (insurance & retirement benefits, payments for time not worked, education & development opportunities, flexible working hours, and employee welfare benefits) are positively related to employee loyalty. Regression statistics shows that 25.6% variance of employee loyalty can be explained by the fringe benefits. The study findings also indicate that flexible working hours (β = 0.296, Sig. = 0.001) has the most significant contribution in explaining employee loyalty among the university faculty members employed in Khulna city of Bangladesh.
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Dissertations / Theses on the topic "Employee fringe benefits"

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Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.

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Dutto, Samantha Mia. "Public versus private sector outlays on non-wage compensation in Wisconsin : an analysis of health insurance, pension, tenure, and other systems." Thesis, Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/28547.

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Andoh, Charles. "Business-financed employee voyager-mile points earned from SAA a taxable benefit? /." Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-11122008-180830/.

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Rasmussen, Leland J. "The perceptions of Utah members of the National Association for the Self-Employed toward selected service benefits /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487329662145765.

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Nováková, Martina. "Analýza systému zaměstnaneckých výhod v podniku." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16861.

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This thesis is aimed on fringe benefits which are very popular part of employee's remuneration these days. The supply of benefits is very wide and it depends on the employer what he chooses. It is important to take into consideration what influence the benefits have on employees' satisfaction and what are their tax impacts. The objective of this thesis is to consider all mentioned aspects and to analyse the system of fringe benefits in the company Murr CZ s.r.o. For analysis of the present employee's satisfaction with the system, questionnaire method was used. Then some changes were recommended which could improve the benefit system regarding satisfaction and also regarding tax impacts. The employees could be divided into two groups according their position in the company. First one would be management and the second one would be team leaders and workers. Following this concept the company could adapt benefits with regard to specifics of each group. The company should think over the new benefits including pension insurance contribution and the alternative between transport allowances and culture or sport vouchers.
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Tinder, Randolph Lee Franklin David L. "A comparison of selected fringe benefits contained in the collective bargaining agreements of small, unit school districts in Illinois." Normal, Ill. Illinois State University, 1989. http://wwwlib.umi.com/cr/ilstu/fullcit?p8918628.

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Thesis (Ed. D.)--Illinois State University, 1989.<br>Title from title page screen, viewed October 13, 2005. Dissertation Committee: David Franklin (chair), Ronald Halinski, Ronald Arnold, Chris Eisele, George Kohut. Includes bibliographical references (leaves 113-115) and abstract. Also available in print.
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Brandenburg, Scott W. "A study identifying factors associated with incentive pay plans." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998brandenburgs.pdf.

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Lam, Chiu-wan. "An appraisal of the system of occupational welfare in China : an exploratory study in Guangzhou city /." [Hong Kong : University of Hong Kong], 1988. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12355951.

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Vosloo, Petro. "An investigation into the relationship between employee value proposition and work engagement." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/4277.

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The intention of this study was to measure the work engagement and EVP of employees and further to investigate the relationship between work engagement and EVP. A secondary objective was to determine to determine to what extend intrinsic rewards of EVP affects work engagement more than extrinsic rewards. The study was quantitative in nature and data was obtained by means of an electronic survey. The EVP questionnaire and UWES were used to measure EVP and work engagement respectively. Results showed that there is no practical relationship between work engagement and EVP; however, evidence suggested a statistically significant relationship between work engagement and EVP. There was no evidence to suggest that in the relationship between work engagement and EVP, intrinsic components of EVP affect work engagement more than extrinsic rewards. It was however suggested that although the extrinsic rewards component of EVP are important in attracting and retaining employees, rewards had no correlation with work engagement. Implications of the findings suggest that rewards might be important when attracting and retaining employees to a company. However, in order to develop levels of work engagement rewards play no significant role. Companies should invest in enhancing the intrinsic components of their EVP to such an extent that it contributes to levels of work engagement.
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Kwok, Man-shan. "Welfare in Chinese state enterprises : managerial and employee response to state-mandated reforms /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18696405.

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Books on the topic "Employee fringe benefits"

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Elwood, William E. Employee fringe benefits. 2nd ed. Tax Management, 2004.

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DeCenzo, David A. Employee benefits. Prentice Hall, 1990.

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Block, Julian. Fringe benefits. Prentice Hall Information Services, 1988.

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Valenti, Stephen P. Employee benefits. Warren, Gorham & Lamont, 1995.

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J, McFadden John, and NetLibrary Inc, eds. Employee benefits. 5th ed. Dearborn Financial Pub., 1998.

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Goldfein, Iris. Managing employee benefits. U.S. Small Business Administration, Office of Business Development, 1990.

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Maine. Labor Market Information Services. Maine employee benefits survey. State of Maine Dept. of Labor, Division of Labor Market Information Services, 2006.

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Bennett, Linda. Managing employee benefits. Prentice Hall Information Services, 1987.

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Ayre, Art. Oregon employee benefits, 2005. WorkSource Oregon, Employment Dept., 2006.

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International Foundation of Employee Benefit Plans., ed. Employee benefits resource guide. 2nd ed. International Foundation of Employee Benefit Plans, 1990.

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Book chapters on the topic "Employee fringe benefits"

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Lewis, Richard. "Benefits Related to Work." In Deducting Benefits from Damages for Personal Injury. Oxford University PressOxford, 2000. http://dx.doi.org/10.1093/oso/9780198298601.003.0008.

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Abstract Employers today commonly reward their employees with a range of ‘fringe benefits’ in addition to pay. It has been in this key area of work related payments that the struggle over collateral benefits has largely been fought. There are several ways of looking at the continuation of monies from an employer after the employee has stopped work following injury.
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Hashimoto, Masanori. "Fringe Benefits and Employment." In Employee Benefits and Labor Markets in Canada and the United States. W.E. Upjohn Institute, 2000. http://dx.doi.org/10.17848/9780880995511.ch5.

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"Hospital Fringe Benefits Plans and Stock Options: Understanding Employer and Employee Perspectives." In Comprehensive Financial Planning Strategies for Doctors and Advisors. Productivity Press, 2014. http://dx.doi.org/10.1201/b17809-17.

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McKenzie, Richard B., and Dwight R. Lee. "Fringes, Incentives, and Profits." In Managing Through Incentives. Oxford University PressNew York, NY, 1998. http://dx.doi.org/10.1093/oso/9780195119015.003.0007.

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Abstract Workers Tend To Think and talk about their fringe benefits in terms remarkably different from those they use to discuss their wages. Workers who profess that they “earn” their wages will describe their fringes with reference to what their employers “give” them. “Gee, our bosses give us three weeks of vacation, thirty minutes of coffee breaks a day, the right to flexible schedules, and discounts on purchases from company goods. They also provide us with medical and dental insurance and cover 80 percent of the cost. Would you believe we only have to pay 20 percent!” Wages are the result of hard work, but fringes, it seems, are a matter of employer generosity. Fringes are assumed to come from a substantially different source, such as out of the pockets of the stockholders, than wages, which come out of the revenues workers add to the bottom line.
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McKenzie, Richard B., and Dwight R. Lee. "Paying Workers’ Education and Relocation Costs." In Managing Through Incentives. Oxford University PressNew York, NY, 1998. http://dx.doi.org/10.1093/oso/9780195119015.003.0009.

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Abstract Frnms Pay For Some Things for their workers but not for other things. We consider in this chapter two employee expenses-education and relocation expenditures-that are sometimes covered and sometimes not covered by firms. Our examination of these issues will help us draw out underlying principles and the incentives that go with employer coverage of work-related expenditures. We suspect that many readers have a personal interest in this chapter, since they may be contemplating getting an MBA or some other advanced business degree and hope their employers will cover the cost. Why would any firm train its workers at firm expense? The most general answer to that question is the same as the one given to explain why firms provide any fringe benefit: firms make available some forms of training because, by doing so, they can make money off their workers.
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Strauss, Claudia. "Seeking Attachment in the Fissured Workplace: External Workers in the United States." In Beyond the Wage. Policy Press, 2021. http://dx.doi.org/10.1332/policypress/9781529208931.003.0004.

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To save labour costs, many United States employers have externalised all or part of their workforce, turning employees into independent contractors, hiring temporary workers, and relying on subcontracting firms. External workers have jobs in the formal sector, yet they lack many of the legal protections and fringe benefits of standard employment. What do these external workers desire in their jobs, beyond a paycheck? This chapter examines experiences and meanings of work among external contractors in the US. It finds that external workers seek to develop affective ties to their organisation and co-workers in spite of their externalisation. The chapter concludes that belonging and connection are not futile post-Fordist affects. Rather, they continue to provide meaning for workers pushed out of standard employment.
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Swinth, Kirsten. "The Homemaker as Worker." In Working Alternatives. Fordham University Press, 2020. http://dx.doi.org/10.5422/fordham/9780823288359.003.0006.

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Swinth’s essay explores 1970s American feminists’ efforts to revalue household labor as work with economic and social value. It begins by tracing domestic workers’ campaign to amend the Fair Labor Standards Act and secure a minimum wage for household employees. The chapter then turns to liberal and radical feminists’ struggles to recognize housework as labor worthy of wages and fringe-benefits, including most importantly, social security. By altering the valuation of household labor and making social reproduction visible as work, feminists of the era drew on a gender justice framework to put forward successful working alternatives to conventional economics. Swinth bolsters contemporary campaigns to value women’s emotional labor and caregiving by connecting them to the vision pioneered by second wave feminists more than fifty years ago.
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Reports on the topic "Employee fringe benefits"

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Gentry, William, and Eric Peress. Taxes and Fringe Benefits Offered by Employers. National Bureau of Economic Research, 1994. http://dx.doi.org/10.3386/w4764.

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