Bibliografias temáticas / Salaries and fringe benefits – united states

Literatura científica selecionada sobre o tema "Salaries and fringe benefits – united states"

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Publicado: 25 de julho de 2024

Última modificação: 26 de julho de 2024

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Artigos de revistas sobre o assunto "Salaries and fringe benefits – united states"

Diehl, Kevin A. "VAT Applicability to Employee Retail Vouchers". EC Tax Review 19, Issue 5 (1 de outubro de 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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Wakimoto, Diana K. "Benefits of Unionization Still Unclear for U.S. Academic Libraries and Librarians". Evidence Based Library and Information Practice 5, n.º 1 (17 de março de 2010): 144. http://dx.doi.org/10.18438/b8g61j.

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A Review of: Applegate, R. (2009). Who benefits? Unionization and academic libraries and librarians. The Library Quarterly, 79(4), 443-463. Abstract Objective – To investigate the quantitative benefits of unionization for libraries, librarians, and students at academic libraries in the United States. Design – Quantitative analysis of existing datasets. Setting – Academic libraries in the United States. Subjects – One thousand nine hundred four accredited colleges and universities in the United States. Methods – Institutions that provided data for both the National Center for Education Statistics (NCES) Academic Libraries Survey (ALS) and the NCES Integrated Postsecondary Education Data Service (IPEDS) survey series in 2004 were considered for inclusion in this study. Of these institutions, only those with student populations over 500 and employing more than one librarian were included. The study did not include specialized libraries at institutions where “most of their degrees were awarded in a single area” (p. 449). The institutions were categorized by type derived from data by Carnegie and the Association of Research Libraries. The final categories were: ARL, Doctoral Non-ARL, Masters, Baccalaureate, and Associates. Governance was determined by using information from IPEDS that classified the institutions as public, private not-for-profit, and private for-profit. Unionization status was derived from the Directory of Faculty Contracts and Bargaining Agents in Institutions of Higher Education. After private not-for-profit and private for-profit classifications were collapsed into one category, governance and unionization information were combined to create the final governance categories of: private, public nonunionized, and public unionized. The study analyzed the following characteristics in terms of institution type, governance, and institution type and governance interaction: ratio of students to librarians, ratio of library expenditures to institutional budget expenditures, average librarian salary, percentage of staff who were librarians, librarian salaries as a percentage of staff salaries, and percentage of the library budget spent on staff salaries. Main Results – Analysis revealed statistically significant differences (p< .05) between governance and student-librarian ratio and between governance and percentage of library budget spent on staff salaries. No consistently beneficial relationship between governance and student-librarian ratio was determined. A consistently positive relationship was found between governance and percent of the library budget spent on librarian salaries; all public unionized institution types had higher percentages of the library budget devoted to librarian salaries than private and public nonunionized institutions. All five dependent variables showed statistically significant differences (p< .05) when analyzed by institution type. Analysis by institution type and governance interaction found statistically significant differences (p< .05) for student-librarian ratios, librarian salary, and percentage of library budget devoted to staff salaries. Strong R2 values were determined for the dependent variables of: staff salaries as a proportion of library budget (.51) and student-librarian ratio (.34). Conclusion – Based on the results, the author stated that unionization appears to have positive or neutral benefits for the library, librarians, and students, regardless of institutional type. Further quantitative and qualitative research is needed to analyze the effects of unionization on library quality.

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K., Jayapriya, e 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, n.º 04 (31 de julho de 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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Bogenschutz, Matthew D., Amy Hewitt, Derek Nord e Renee Hepperlen. "Direct Support Workforce Supporting Individuals With IDD: Current Wages, Benefits, and Stability". Intellectual and Developmental Disabilities 52, n.º 5 (1 de outubro de 2014): 317–29. http://dx.doi.org/10.1352/1934-9556-52.5.317.

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Abstract Direct support professionals (DSPs) and frontline supervisors (FLSs) play an integral role in the lives of people with intellectual and developmental disabilities (IDD) and are often the individuals directly responsible for assisting people with IDD to live and fully participate in their communities. These two groups of workers have typically been employed at lower wages with limited access to fringe benefits, contributing to high rates of turnover compared to a similarly skilled worker in the United States. This article summarizes findings and is the first investigation in several years to systematically examine the wages, fringe benefits, and stability of the DSP and FLS workforces supporting individuals with IDD. Findings suggest that a typical DSP may expect to earn about $11.25 per hour, while FLSs may expect wages of about $15.45 hourly. Of concern, however, is that fringe benefit provision was quite limited in this sample. Implications, including relation to past reports of DSP workforce development, are discussed.

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Solon, Keira, Craig M. McGill e Daniel Jensen. "Understanding the Career Management of Female Primary-Role Advisors". NACADA Journal 42, n.º 2 (1 de dezembro de 2022): 19–31. http://dx.doi.org/10.12930/nacada-22-16.

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In the United States, academic advising is among the highest turnover professions in the university system. Academic advisors, who work at the intersection of academics and student life, bear the brunt of increased pressures and decreased resources. Yet, primary-role advisors often do not experience high salaries or opportunities for advancement. Despite a high turnover in advising, some advisors have intentionally chosen to remain in advising. Framed by the social cognitive model of career self-management, this phenomenological study examined the workplace career management of female primary-role advisors at public institutions in the midwestern region of the United States. Through holistic coding, three primary factors emerged from the data: students, supportive environments, and balance and benefits. We offer implications for practice.

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Kacperska, Magdalena. "Influence of Family Benefits on Women’s Professional Activity. The cases of Poland, the United Kingdom, and France". Studia Historiae Oeconomicae 37, n.º 1 (1 de dezembro de 2019): 222–43. http://dx.doi.org/10.2478/sho-2019-0011.

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Abstract Women show greater and greater activity on the job market, they obtain better positions, salaries, etc. However, the statistics concerning their professional activity differ from those of men. We should take into consideration the fact that women are the ones who give birth to children and, in majority, take care of their upbringing, especially in the first years of child’s life. Policies of particular states are different in terms of the amount and availability of family benefits, and that can be reflected in women’s willingness to return to work.

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Staples, Clifford L. "The Politics of Employment-Based Insurance in the United States". International Journal of Health Services 19, n.º 3 (julho de 1989): 415–31. http://dx.doi.org/10.2190/bf04-yydv-vm2r-lkdv.

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Analyses of the corporatization of U.S. health care typically focus on the political struggle between corporations and traditional health care providers, e.g., physicians. A neglected area of study is the struggle between corporations and their employees over the employment-based health insurance system. Yet, since this system is currently the primary mechanism for financing health care in the United States, an analysis of its historical development is critical to any understanding of the corporatization of U.S. health care. It is argued here that the employment-based health insurance system was a part of a political compromise between capital and labor that emerged after World War II. In exchange for control over production and increased worker productivity, corporations agreed to provide workers with steady wage increases and an expanded system of fringe benefits, or “corporate welfare.” But, by the late 1970s, rising health care costs created a corporate health care financing crisis that has prompted corporations to cut back employee health insurance coverage. The relative inability of workers to resist such cutbacks reveals the extent to which, by linking health care to wage labor, the “corporate welfare” system has made the U.S. working class more vulnerable to corporate power.

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Vayda, Eugene, A. Paul Williams, H. Michael Stevenson, Karin Domnick Pierre, Mike Burke e Janet Barnsley. "Characteristics of Established Group Practices in Ontario". Healthcare Management Forum 2, n.º 4 (dezembro de 1989): 17–23. http://dx.doi.org/10.1016/s0840-4704(10)61407-x.

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Established group practices in Ontario were surveyed to determine their structure, characteristics and attitudes toward government assistance in the development of group practice. The degree of organization of the groups surveyed was related to size and less than that reported in surveys of United States group practices. Group size and years of operation were strongly associated. Night, weekend and vacation coverage, the use of a unit patient record and the employment of non-physician administrators were reported frequently, and were more common in older and larger groups. As well, fringe benefits, except for professional organization dues, were not commonly provided.

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DUNAVA, Costel Neculai. "Transfer of Social Facilities from Social Responsibility Policies of Companies into Collective Labor Agreements". Anuarul Universitatii "Petre Andrei" din Iasi - Fascicula: Drept, Stiinte Economice, Stiinte Politice 28 (10 de dezembro de 2021): 134–62. http://dx.doi.org/10.18662/upalaw/72.

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Since the second half of the twentieth century, in the liberal world economy, the idea has emerged that the benefit of entrepreneurs must be harmonized with environmental protection, safety and health measures for workers and the provision of extra-wage earnings. This 'fad' - underpinned by the philosophy of human rights and the ideology of sustainable development - is called 'corporate social responsibility' (CSR). Initially developed as an economic practice in the United States, corporate social responsibility has become a general hallmark of economic activities across the globe. In Romania, the most popular CSR measures are: meal vouchers, medical fringe benefits, training programmes and covering the costs of professional certifications, flexible working hours or working from home, access to gyms and lifestyle benefits, bonuses and bonuses, company car, holiday vouchers, mobile phones and high-performance laptops.

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Brandon, William P., e Zachary Mohr. "Securing Social Security Solvency". Politics and the Life Sciences 38, n.º 2 (2019): 144–67. http://dx.doi.org/10.1017/pls.2019.16.

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AbstractAdequate income is a social determinant of health. In the United States, only Social Security beneficiaries receive inflation-protected guaranteed income. Social Security needs another 1983 compromise in which stakeholders accepted “shared pain” to avoid insolvency. We propose indexing the benefit using the chained consumer price index (CPI) for all urban consumers and providing a one-time bonus of 8% to 10% for beneficiaries in their mid-80s, when needs become greater. The chained CPI has little impact when beneficiaries start receiving benefits, but older beneficiaries need protection. The estimated 75-year savings from this restructured benefit amount to 14.2% to 18% of Social Security deficits. Modest increases in payroll taxes and maximum earnings taxed should make up most of the shortfall. Including unearned income with wages and salaries subject to the 6.2% individual tax would produce much more revenue. The discussion explores the proposal’s political feasibility, grounding in current policy and political science literature, and the role of income as a social determinant of health.

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Teses / dissertações sobre o assunto "Salaries and fringe benefits – united states"

Maldonado, José F. "A national analysis of faculty salary and benefits in public community colleges, academic year 2003-2004". Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5451/.

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This study provides a detailed description of full-time faculty salary and fringe benefits in US public community colleges by state and by 2005 Carnegie basic classification type for the academic year 2003-2004. This classification is used to analyze data from the National Center for Education Statistics' Integrated Postsecondary Educational Data System (IPEDS). Further analysis clusters states into the following groupings: states with/without collective bargaining agreements, states with/without local appropriations, large megastates versus nonmegastates (using the methodology developed by Grapevine at Illinois State University), and the impact of California on the nation's salaries and fringe benefits. The analysis showed high level of variation of salaries paid by the type of community college (rural, suburban, and urban serving) in the US. The nation's average salary for full-time faculty was $52,598. Rural serving small institutions faculty salary was $18,754 or 45 % less than the nation's average. Salaries in colleges with collective bargaining agreement were higher than in colleges without collective bargaining agreements. Faculty teaching in suburban serving colleges with local taxation had the highest salaries, $61,822 within colleges with access to local support. Suburban serving multiple colleges in megastates had the highest faculty salary average, $64,540 as compared to $42,263 for rural serving colleges in non-megastates. California may be a state with a very high cost of living; however, that does not diminish the fact that community college faculty are among the highest paid faculty in the nation. Colleges with collective bargaining agreements, with local appropriations, and in megastates, tended to have better benefits packages for their faculty. This study includes recommendations for further research, including a recommendation that a quantitative statistical analysis be undertaken to show statistical significance in salaries and fringe benefits among collective and non-collective bargaining states, a study addressing the faculty and leadership challenges that community colleges will be facing soon should be done, and that a similar study be done that includes tribal colleges.

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Livros sobre o assunto "Salaries and fringe benefits – united states"

United States. National Credit Union Administration. Employee benefits in time of crisis. Washington, D.C: National Credit Union Administration, 1987.

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United States. National Credit Union Administration. Employee benefits in time of crisis. Washington, D.C: National Credit Union Administration, 1987.

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Fried, Barbara. Domestic partner benefits: A case study. Washington, DC: College and University Personnel Association, 1994.

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Barbara, Fried. Domestic partner benefits: A case study. Washington, DC: College and University Personnel Association, 1994.

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Office, General Accounting. Comparison of federal and private sector pay and benefits: Report to the Chairman, Subcommittee on Civil Service, Post Office, and General Services, Committee on Governmental Affairs, United States Senate : by the U.S. General Accounting Office. Washington, D.C: The Office, 1985.

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United States. Congress. House. Committee on House Administration. Consideration and approval of the implementing regulations for a student loan repayment program for the House of Representatives: Business meeting before the Committee on House Administration, House of Representatives, One Hundred Seventh Congress, second session, hearing held in Washington, DC, July 17, 2002. Washington: U.S. G.P.O., 2003.

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Altman & Weil, Inc. e American Bar Association. Section of Economics of Law Practice., eds. Compensation plans for lawyers and their staffs: Salaries, bonuses, and profit-sharing. Chicago, Ill: Section of Economics of Law Practice, American Bar Association, 1986.

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Benefits, United States Congress House Committee on Post Office and Civil Services Subcommittee on Compensation and Employee. Portability of benefits for nonappropriated fund employees: Hearing before the Subcommittee on Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, One Hundred First Congress, second session on H.R. 3139, a bill to amend Title 5, United States Code ... May 23, 1990. Washington, DC: U.S. G.P.O., 1990.

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United States. Congress. Senate. Committee on Banking, Housing, and Urban Affairs. Subcommittee on Financial Institutions and Consumer Protection. Pay for performance: Incentive compensation at large financial institutions : hearing before the Subcommittee on Financial Institutions and Consumer Protection of the Committee on Banking, Housing, and Urban Affairs, United States Senate, One Hundred Twelfth Congress,second session ... February 15, 2012. Washington: U.S. G.P.O., 2013.

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Goodman, Gail N. Recent changes in employee benefits and executive compensation, 2014: Leading lawyers on understanding ERISA changes, navigating disclosure guidelines, and designing compliance strategies. 2^a ed. Place of publication not identified]: Aspatore, 2014.

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Capítulos de livros sobre o assunto "Salaries and fringe benefits – united states"

Holmans, A. E. "Fringe Benefits in the United States 1". In Fringe Benefits, Labour Costs and Social Security, 124–44. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003184706-5.

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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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Strauss, Claudia. "Seeking Attachment in the Fissured Workplace: External Workers in the United States". In Beyond the Wage, 71–92. 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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Baldwin, Peter. "Th e Rest of the Welfare State". In The Narcissism of Minor Differences. Oxford University Press, 2010. http://dx.doi.org/10.1093/oso/9780195391206.003.0007.

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If We Turn to Other forms of Social Policy, how does the United States care for its old, its poor, its unemployed, and its disabled? Here, most outcomes place the United States in the lower half of the spectrum, but within European norms and standards. The primary weakness of American social policy is its reluctance to deal resolutely with poverty. If we measure outcomes before redistribution, the United States starts with an economy that produces less poverty than most European nations. According to one calculation, only Finland and the Netherlands have lower “natural” poverty rates. But after taxes, social benefits, and other mechanisms of redistribution have worked their magic, the American poverty rate (as measured relatively, i.e., as a fraction of median income) is higher than anywhere in Western Europe. We will come back in more detail to the question of poverty and inequality. In what one might call the middle-class entitlement aspects of the welfare state, however, America is less of an anomaly. As is widely known, the American state is more modest in size and scope than its European peers. Yet as an employer of civil servants, it ranks in the middle of the European scale (figure 50). France and Finland employ proportionately more civil servants, but at least five other countries, including Germany, hire fewer. Correspondingly, the percentage of America’s GDP spent on government employee salaries is higher than in six of the nations we are examining. The size of the American state, as measured by government expenditure as a percentage of GDP, also fits into the European span. Ireland and Switzerland spend less (figure 51). For most social policies and benefits— which together make up what is usually called the welfare state—the picture is analogous: the United States ranks low, but within the bottom half of the European spectrum. All figures given here and elsewhere (unless otherwise indicated) are phrased in internationally comparable terms. Sometimes this means benefits rates are measured as a percentage of median income, allowing a sense of what proportion of a standard of living is maintained. Sometimes they are calculated in Purchasing Power Parity (PPP) terms, which means that differences between the cost of living in poorer and richer nations have been factored in.

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