Relevant bibliographies by topics / Employment fringe benefits

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  2. Dissertations / Theses
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Academic literature on the topic 'Employment fringe benefits'

Author: Grafiati
Published: 4 June 2021
Last updated: 12 February 2022

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Journal articles on the topic "Employment fringe benefits"

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Hameed, Syed M. A. "Employment Impact of Fringe Benefits in Canadian Manufacturing Sector : 1957-1965." Relations industrielles 28, no. 2 (April 12, 2005): 380–96. http://dx.doi.org/10.7202/028397ar.

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The paper analyzes the growing costs of various fringe benefits in Canada and their impact on expanding employment. The empirical evidence is in support of fringe barrier hypothesis but not until labour turnover costs are added to fringe costs. It emphasizes that Canadian data on fringe benefits and overtime are extremely inadequate therefore, at the present time, no conclusive study is possible without collecting data on overtime, describing the causes of assigning it internally in a factory. This study attempted to fill in this gap by suggesting that external factors such as skill shortages and capacity output are not significant determinants of overtime.
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Heywood, John S. "Government employment and the provision of fringe benefits." Applied Economics 23, no. 2 (February 1991): 417–23. http://dx.doi.org/10.1080/00036849100000151.

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Tiley, John. "Taxation of Employment Income—Cost of Providing Fringe Benefits." Cambridge Law Journal 50, no. 1 (March 1991): 49–52. http://dx.doi.org/10.1017/s0008197300099463.

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Zimmer, David M. "EMPLOYMENT EFFECTS OF HEALTH SHOCKS: THE ROLE OF FRINGE BENEFITS." Bulletin of Economic Research 67, no. 4 (August 23, 2013): 346–58. http://dx.doi.org/10.1111/boer.12010.

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5

Scott, Frank A., Mark C. Berger, and John E. Garen. "Do Health Insurance and Pension Costs Reduce the Job Opportunities of Older Workers?" ILR Review 48, no. 4 (July 1995): 775–91. http://dx.doi.org/10.1177/001979399504800411.

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Using a 1991 nationwide survey of employers and 1979, 1983, 1988, and 1993 data from the Employee Benefits Supplement of the Current Population Survey, the authors examine the effects of fringe benefit provision on the decision to hire older workers. They find that higher health insurance costs, in the presence of prohibitions against age discrimination and discrimination in the provision of fringe benefits, adversely affected older workers' employment opportunities. In all five data sets over a fourteen-year period, the probability that a new hire was aged 55–64 was significantly lower in firms with health care plans than in those without, and was also significantly lower in firms with relatively costly plans than in those with less costly plans. On the other hand, neither the cost nor the presence of a defined contribution or defined benefit pension plan significantly affected that probability.
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Kristal, Tali, Yinon Cohen, and Edo Navot. "Workplace Compensation Practices and the Rise in Benefit Inequality." American Sociological Review 85, no. 2 (March 30, 2020): 271–97. http://dx.doi.org/10.1177/0003122420912505.

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This article aims to explain why inequality in fringe benefits has grown faster than wage inequality over the past four decades. We depart from previous income inequality research by studying benefits in addition to wages, but also by focusing on workplaces as the main drivers of benefit determination. We advance the argument that benefits determination is more organizationally embedded than wages mainly because workplaces have greater ability and incentive to alter benefits. Consequently, workplace compensation practices, including type of employment relations, are more important for benefits than for wages. Longitudinal linked employer–job administrative data on wages and voluntary benefits costs from the Employer Costs for Employee Compensation (ECEC) allow us to test these arguments, as well as examine why benefit inequality has dramatically increased. Results from variance decomposition reveal that between- and within-establishment inequality is higher in benefits than in wages, indicating that workplaces affect benefits more than wages. Regression results show that, as expected, establishment-level pay-settings affect benefits more than wages, and the decline in labor unions along with the liberalization of employment practices partly account for why benefit inequality increased at more than twice the rate of wage inequality.
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Smyth, David J., and Stephen H. Karlson. "The Effect of Fringe Benefits on Employment Fluctuations in U.S. Automobile Manufacturing." Review of Economics and Statistics 73, no. 1 (February 1991): 40. http://dx.doi.org/10.2307/2109685.

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Gilbertson, Greta A. "Women's Labor and Enclave Employment: The Case of Dominican and Colombian Women in New York City." International Migration Review 29, no. 3 (September 1995): 657–70. http://dx.doi.org/10.1177/019791839502900302.

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The enclave hypothesis holds that obligations stemming from a common ethnicity not only permit utilization of past investments in human capital, but help to create opportunities for mobility. This implies that both men and women benefit from a broader reward structure involving more than just wages. Yet few studies examine whether immigrants in co-ethnic-owned firms, particularly women, benefit from these other forms of compensation, such as advancement opportunities. Using data from a survey of Colombian and Dominican immigrants in New York City, this research examines whether Dominican and Colombian women working in Hispanic-owned firms in New York City are advantaged relative to women in other labor market sectors in earnings-returns to human capital, opportunities for skill acquisition, and fringe benefits. The results indicate that enclave employment provides women with low wages, minimal benefits, and few opportunities for advancement.
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Mulvey, Charles. "The Impact of Unions: On Economic Welfare: A Short Survey." Economic and Labour Relations Review 2, no. 2 (December 1991): 45–64. http://dx.doi.org/10.1177/103530469100200203.

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This paper examines a number of aspects of the economic impact of unions with particular emphasis on the exit/voice model proposed by Freeman and Medoff. It examines the reported effects of unions in quit rates and job tenure; productivity; wage dispersion and merit pay; employment; fringe benefits; technological change and profits.
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Laudadio, Leonard, and Michael Percy. "Some Evidence of the Impact on Non-Wage Labour Cost on Overtime Work and Employment." Relations industrielles 28, no. 2 (April 12, 2005): 397–404. http://dx.doi.org/10.7202/028398ar.

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Total labour costs can be considered to be a function of the hourly wage, a quasi-fixed component {mainly fringe benefits and training cost) and overtime rate. The theoretical model employee in this paper suggests that an increase in the ratio of quasi-fixed cost to overtime rate leads to an increase in the amount of scheduled overtime work instead of employment. The model, tested with Canadian data, yields statistically significant results.
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Dissertations / Theses on the topic "Employment fringe benefits"

1

Tshiki, Pakamisa Washington. "The unfair labour practice relating to benefits." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/386.

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At the outset of this treatise the development of the unfair labour practice is traced. The point is made that common law knows nothing about fairness and it is pointed out that the concept was introduced as a statutory concept in 1979. In 1995 the development of unfair labour practices since 1979 was relied upon to provide a list of unfair labour practices. The main thrust of the treatise concerns an evaluation of an unfair labour practice relating to benefits – listed presently in section 186(2) of the Labour Relations Act. Reference is made to Industrial Court cases and case law since 1996 is considered and commented upon. In particular, the issue of remuneration not being a benefit, and the fact that interest disputes are not justiciable as unfair labour practices for instance are canvassed.
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Sathiga, Stephene. "A comparative analysis of the taxation of fringe benefits in the South African Income Tax with the Australian Income Tax." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/30656.

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Fringe benefits are the largest source of tax collection in South Africa, and a major change to the Income Tax Act has affected Fringe Benefit Tax. Virtually every year in the budget speech, the Minister of Finance introduces changes to the legislation, with the concomitant effect on individuals. In the last speech, the use of travel allowances and medical schemes, to name only two, were mentioned as being under constant review. In the budget speech of 2011, delivered by Pravin Gordhan on 23 February 2011, he announced that the employer’s contribution to retirement funds on behalf of employees will constitute a Taxable Fringe Benefit with effect from 1 March 2012. This study intends to establish, by means of a comparison between the South African and Australian Income Tax Acts, whether the taxation of fringe benefits, as set out in the Act in South Africa, is still appropriate. This will be done by evaluating the Australian system of taxing fringe benefits and comparing this with the taxation of the fringe benefits listed in the Act in SA. The study also discusses the various categories of fringe benefits listed in the Act. It will analyse and compare these with the fringe benefits in the Australian tax system. No similar research has been carried out from the South African perspective AFRIKAANS : Byvoordeel bestaan die grootste gedeelte van die bron van belasting invordering. Daar is 'n groot verandering in die Inkomstebelastingwet wat die byvoordeel belasting geaffekteer het in Suid Afrika. Byna elke jaar in sy begrotingsrede het die Minister van Finansies veranderinge aangekondig in die wetgewing wat individue raak.In die begrotingsrede van 2011, vrygestel op 23 Februarie 2011 deur die Minister van Finansies, Pravin Gordhan, sal die werkgewer se bydrae tot aftreefondse namens werknemers ,met ingang 1 Maart 2012 as 'n belasbare byvoordeel graag word. Die doel van hierdie studie is om vas te stel, deur middel van 'n vergelykende studie met Australiese Inkomstebelastingwet, of die wet op belasting op byvoordele in Suid-Afrika nog toepaslik is. Die doelwitte van die studie is om die Australiese stelsel te evalueer in vergelyking met die belasting op byvoordele in SA. Hierdie studie bespreek die verskillende kategorieë van byvoordele soos tans van toepassing op Suid-Afrika; an word ontleed en vergelyk met die byvoordele in die Australiese belasting stelsel. Daar is geen vorige navorsing uitgevoer in hierdie gebied vanuit ‘n Suid-Afrikaanse perspektief nie Copyright 2011, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Sathiga, S 2011, A comparative analysis of the taxation of fringe benefits in the South African Income Tax with the Australian Income Tax, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-03052012-161405 / > F12/4/143/gm
Dissertation (MCom)--University of Pretoria, 2011.
Taxation
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Toerien, Wernardt C. "Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation." Diss., 2013. http://hdl.handle.net/2263/40658.

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Orientation: In the global war for talent, companies competing in the new knowledge economy face global shortages of their most precious resource – human capital in the form of knowledge workers. In organisations that are at the forefront of the information age, such as information technology (IT) firms, the competitive advantage comes from the intangible value of the knowledge residing within pools of highly skilled employees. It is imperative to be able to attract, retain, and motivate these scarce resources. Research purpose: The purpose of this study was to deepen understanding of the reward preferences of IT knowledge workers in South Africa, specifically as these relate to attraction, retention, and motivation of knowledge workers. Motivation for the study: The world of work is evolving, and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of the rewards they prefer. The nature of these preferences in the local, industry-specific context is poorly understood. With technology increasingly changing the way we work, the workplace is also irrevocably changing. Combined with the demanding nature of the company’s most valuable people, the shifting workplace paradigm gives rise to knowledge workers valuing different rewards than before. Research design approach and method: The research was a quantitative, empirical, and descriptive study of reward preferences, measured in a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups, internal consistency testing, and non-parametric analysis of variance (ANOVA). Main findings: This study identifies the most important reward components in the competition for knowledge workers. It further found that reward preferences differ for attracting IT knowledge workers to a company, for retaining them, and for motivating and engaging them in their jobs. Managerial implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and job-hopping. Importantly the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios — attraction, retention, and motivation. Contribution: This study suggests a competitive rewards model that builds on the study’s findings and on previous theory, to illustrate the most pertinent reward preferences that should be considered in a holistic total rewards package for South African IT knowledge workers.
Dissertation (MBA)--University of Pretoria, 2013.
lmgibs2014
Gordon Institute of Business Science (GIBS)
MBA
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4

Knotová, Klára. "Zdanění příjmů ze závislé činnosti." Master's thesis, 2018. http://www.nusl.cz/ntk/nusl-389188.

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Resumé The name of the thesis: Taxation of income from employment This diploma thesis deals with the system of taxation of income tax. The diploma thesis is based mainly on Act No. 586/1992 Coll., On Income Taxes, also reflects the case-law, which helps to explain the disputed issues. It is an area that interferes with everyone's lives, but in which it is difficult to orientate. The main goal of the thesis is to analyse the personal income tax, to give a comprehensive picture of this issue and to try to analyse the individual components of this tax. In the first part of my thesis, I define the basic concepts that will help us to better understand the related issues. The second chapter deals with the general characteristics of the income tax and its position within the state budget revenues. The third chapter presents the core of the diploma thesis, which describes in detail the construction elements of the tax and explains the deficiencies that permeate it. Attention is placed on the subject, tax base and tax rate, but also on the explanation of the term dependent activity. The aim of this chapter is to give a comprehensive overview of the area of the personal income tax and to think about the imperfections and reflecting on the deficiencies of the adjustment and propose their solution. The fourth part of...
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Books on the topic "Employment fringe benefits"

1

Cook, Barbara Ensor. Employee benefits for part-timers. McLean, Va. (7655 Old Springhouse Rd., McLean 22102): Association of Part-time Professionals, 1985.

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2

Currie, Janet. Gender gaps in benefits coverage. Cambridge, Mass: National Bureau of Economic Research, 1993.

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Currie, Janet. Gender gaps in benefits coverage. Cambridge, MA: National Bureau of Economic Research, 1993.

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S, Moore Barbara, ed. HR how-to: Employee benefits, everything you need to know to handle benefits for every stage of employment. Chicago, Ill: CCH, 2003.

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Jolls, Christine M. Employment law and the labor market. Cambridge, Mass: National Bureau of Economic Research, 2007.

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Schroeder, Ighsaan. Conditions of employment: An analysis of the conditions of employment set by the industrial councils and the wage board. Cape Town: Southern Africa Labour & Development Research Unit, 1985.

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Advanced Family Law Seminar (1987 Richmond, Va.). Marital settlements: Dividing pension and employment benefits. [Richmond, Va.]: The Foundation, 1987.

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Sterling, Lori. Submission of the National Association of Women and the Law to the Labour Canada Committee on benefits for part-time workers. Ottawa: [National Association of Women and the Law], 1987.

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Saunders, Diane M. Employment law for nonprofits. [Boston, Mass.]: MCLE, 2007.

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Madrian, Brigitte C. Employment-based health insurance and job mobility: Is there evidence of job-lock? Cambridge, MA: National Bureau of Economic Research, 1993.

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Book chapters on the topic "Employment fringe benefits"

1

Hashimoto, Masanori. "Fringe Benefits and Employment." In Employee Benefits and Labor Markets in Canada and the United States, 229–61. W.E. Upjohn Institute, 2000. http://dx.doi.org/10.17848/9780880995511.ch5.

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