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Jenny Mueller-alexander - One of the best experts on this subject based on the ideXlab platform.

Paul Fronstin - One of the best experts on this subject based on the ideXlab platform.

  • retirement patterns and Employee Benefits do Benefits matter
    Gerontologist, 1999
    Co-Authors: Paul Fronstin
    Abstract:

    Over the last three decades, the United States has experienced an extraordinary withdrawal of older men from the labor force. In 1965, 85% of men ages 55-64 were participating in the labor force, compared with 68% in 1985 (U.S. Department of Labor, 1988). Since the mid-1980s, the labor force participation rate of men ages 55-64 has been relatively constant, fluctuating between 65% and 68%. The labor force participation rate of men ages 45-54 also declined during this time period, but close to 90% in this age group continued to participate in 1997 (U.S. Department of Labor, 1998). In contrast, the labor force participation rate of women ages 45-54 and ages 55-64 continued to rise steadily through 1997. Public policy interest in early retirement derives from concern about the ability of the economy to support larger numbers of retirees with the resources produced by a proportionately smaller number of workers. In 1950, there were 16.7 workers for every Social Security beneficiary (Employee Benefit Research Institute, 1997). Today there are roughly 4 workers per retiree and that number is expected to decline to roughly 2.5 by the year 2030. The paradox facing public policy makers is that increased life expectancy has led to a U.S. policy that seeks to encourage a longer work life (e.g., the phased-in increase in the normal retirement age for Social Security Benefits and the elimination of mandatory retirement), while early retirement is more common today than in the past. Public- and private-sector Employee Benefits may be playing a large role in the retirement process, a role that is working against increased work life. Public obligations to provide Benefits to early retirees are limited because Social Security does not provide any retirement Benefits before age 62 and Medicare is not available until age 65. Nevertheless, earlier retirement is an issue for public programs because it reduces the earnings base that supports Social Security and Medicare spending for older retirees.This article examines early retirement decisions and how they relate to Employee Benefits. This article improves upon previous research in a number of ways. First, I take full advantage of data on postretirement Employee Benefits. Previous studies examining the role between early retirement and Employee Benefits have not fully utilized the data. For example, Ekerdt and colleagues (1996) used data from the 1992 Health and Retirement Study (HRS) but did not examine different types and combinations of pension plans, and did not include retiree health Benefits in their analysis. Hurd and McGarry (1993) also used data from the HRS but used an outcome variable that measured the probability of working full-time past age 62, which does not fully account for complete withdrawal from the labor force. Hall and Johnson (1980) used data from the 1969 Retirement History Study, and Holtmann and colleagues (1994) used data from the 1984 Survey of Income and Program Participation.

  • Employee Benefits and Workers in the Nonprofit Sector
    1997
    Co-Authors: Paul Fronstin
    Abstract:

    Employee Benefit Research Institute analysis of the March 1996 Current Population Survey (CPS) indicates that Employee Benefits, such as health insurance and pension plans, vary significantly across workers employed in different sectors of the economy. Workers employed in the nonprofit sector are more likely to receive Employee Benefits in the form of health insurance and pension plans than their counterparts in the for-profit sector. Worker attributes play a strong role in explaining the Employee Benefits differential.

  • Employee Benefits, retirement patterns, and implications for increased work life.
    EBRI issue brief Employee Benefit Research Institute, 1997
    Co-Authors: Paul Fronstin
    Abstract:

    This Issue Brief examines why policymakers are concerned about the trend toward early retirement and how it relates to Social Security, Medicare, and Employee health and retirement Benefits. It reviews the rationale for the effects of economic incentives on early retirement decisions and includes a summary of empirical literature on the retirement process. It presents data on how Employee Benefits influence workers' expected retirement patterns. Finally, it examines the implications of public policies to reverse early-retirement trends and raise the eligibility age for Social Security and Medicare. An Employee Benefit Research Institute/Gallup survey indicates that there is a direct link between a worker's decision to retire early and the availability of retiree health Benefits. In 1993, 61 percent of workers reported that they would not retire before becoming eligible for Medicare if their employer did not provide retiree health Benefits. Participation in a pension plan can be an important determinant of retirement. Twenty-one percent of pension plan participants planned to stop working before age 65, compared with 12 percent among nonparticipants. Workers whose primary pension plan was a defined benefit plan were more likely to expect to stop working before age 65 (23 percent) than workers whose primary plan was a defined contribution plan (18 percent). Expected income replacement rates effect retirement patterns, indicating that as the expected replacement increases, the probability of expecting to stop working before age 65 increases. Twenty-two percent of workers with an expected income replacement rate below 60 percent expected to stop working before age 65, compared with 29 percent for those in the 60-69 percent replacement range, and 30 percent for those in the 70-79 percent replacement range. Workers expecting to receive retiree health insurance are more likely to expect to stop working before age 65 than workers who do not expect to have retiree health insurance. Twenty-one percent of workers with retiree health insurance expected to stop working before age 65, compared with 12 percent of workers not expecting to receive retiree health insurance. The Social Security Old-Age and Survivors Insurance (OASI) program depends on obtaining sufficient revenue from active workers' payroll taxes to fund the Benefits received by retired beneficiaries. Funding the program in the past was in large part effortless because of the relatively large number of workers per retiree. Today, funding the program is a greater challenge because the ratio of workers to retirees has fallen. Policymakers have been able to agree that reform of the program is necessary for its survival; however, the debate over options to reform the program is just beginning, and it is likely to be a long time before a consensus emerges.

Jiří Duda - One of the best experts on this subject based on the ideXlab platform.

  • Requirements of University Students of Agricultural Focus on Employee Benefits
    Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 2018
    Co-Authors: Jiří Duda
    Abstract:

    The aim of the paper is to identify the Employee Benefits that university students of agricultural field of study prefer and expect in the future employer’s offer. The goal is also to identify potential gender influences on the students’ preferences of the Employee Benefits. The survey was conducted in the years 1998–2015, with a total participation of 1,633 students. Based on an offer of potential Employee Benefits and personal preferences, students have identified the Benefits that employers should offer to their Employees. The most frequently required Benefits include: Meal tickets; on-site parking; additional salary (extra wage); use of company car for private purposes; payment for language courses; extra week of holiday; contribution to pension insurance. At present, there also grows the popularity of the “flexible working hours” benefit. For the most preferred Benefits, the influence of the student’s gender on the Employee benefit preference was not identified. One of the recommendations for prospective employers is also the use of a flexible Employee Benefits system – cafeteria system.

  • GENDER INFLUENCE ON STUDENTS’ REQUIREMENTS OF Employee Benefits
    Journal on Efficiency and Responsibility in Education and Science, 2016
    Co-Authors: Jiří Duda
    Abstract:

    The article presents the partial results of research on the requirements of students, members of the Generation Y, in providing Employee Benefits. The research was conducted in the period between 2002-2014 among master students of Mendel University in Brno. The paper examines whether the gender of the respondent influences the set of desired Employee Benefits. There were identified the top ten most requested Benefits, for which there was done the analysis of their correlation with the gender of respondents and in the case of three of them there was identified a repeated (in more years) statistical correlation: Coverage of language courses, Additional salary (Midyear bonus), On-site parking. Correlations were also examined in the case of additional 30 Benefits and in the case of 4 of them there was identified a repeated (in more 5 years) statistical correlation: Children’s nurseries and kindergartens, Share on profits, Contribution to recreation and Contribution for Christmas (Annual bonus).

  • Convenience of providing Employee Benefits compared to increase of gross wages
    Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 2015
    Co-Authors: Jiří Duda
    Abstract:

    Using tax allowances when providing contributions for life insurance, pension insurance and food, employers significantly decrease their costs in comparison with the traditional increase of wages of Employees (the saves range in several hundreds of crowns per one Employee). These Benefits are more profitable than increase of wages for Employees, as well. The paper analyses and mathematically reasons these financial Benefits, and compares advantages of Employee Benefits and wage increase.A disadvantage for Employees is that these financial means (contributions for pension and life insurance) can not be immediately used for their needs, and are bound with the negotiated types of insurance. This is, perhaps, also the reason why Employees of selected firms preferred wage increase before Employee-Benefits. The above-mentioned Employee Benefits can become an important factor of stabilisation of current Employees, or acquiring new, needed Employees. The paper briefly characterises these Employee Benefits.

  • Evaluation to providing of Employee Benefits related to gender of Employees
    Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 2014
    Co-Authors: Jiří Duda
    Abstract:

    Providing Employee Benefits is a form of rewarding Employees just for the fact that they are Employees of the organization. The aim of paper was to find out, whether there exists a relation between the gender of respondents and their answers. It came from certain premises of research results, which were fulfilled. It was found that not providing Employee Benefits is not a reason for termination of the employment and search for a new job (86 % respondents). Employees (more than 80 %) prefer the possibility to choose between Employee Benefits, and employers should react to this information through defining rules of choice between the possible Benefits. So far, Employees of these firms cannot choose Employee Benefits they would want. Answers (more than 60 %) of Employees related to whether they prefer wage increasing or expansion of Employee Benefits proved the premise and previous studies of the author, where a high preference of wage increase to offers of Employee Benefits was found. As confirmed by the research, answers of respondents are not dependent on gender of respondents.

  • The Requirements of University Students in the Employee Benefits by a Prospective Employer
    Procedia. Economics and finance, 2014
    Co-Authors: Jiří Duda
    Abstract:

    Abstract The aim of this paper was to identify the Employee Benefits that students of Economic and Agronomy Faculty of Mendel University in Brno require to firms where they would like to work. Research is carried out continuously; the contribution was used data from the years 1998 to 2013. It was found that the most desirable Employee Benefits during the reporting period are repeating and occupying approximately the same position. Among the most desired Employee Benefits by students belong contribution to corporate catering, additional salary (extra wage), possibility to use office car for private purpose as well and providing of language courses by the firm. These Benefits require students without regard to what faculty they study. Using the Spearman correlation coefficient was compared to the order of preference Employee Benefits students and found a high consensus sequence desired Employee Benefits.

Jaekwon Ko - One of the best experts on this subject based on the ideXlab platform.

  • the impacts of Employee Benefits procedural justice and managerial trustworthiness on work attitudes integrated understanding based on social exchange theory
    Public Administration Review, 2014
    Co-Authors: Jaekwon Ko
    Abstract:

    Recent public management literature has emphasized the influence of human resource management (HRM) policies, including traditional Benefits, family-friendly Benefits, procedural justice, and managerial trustworthiness, on work attitudes. However, little research in public administration has explored more detailed impacts of each HRM policy. This article provides an integrated understanding of the impacts of HRM policies using social exchange theory. In addition, the moderating impacts of procedural justice and managerial trustworthiness on the relationship between Employee Benefits and work attitudes are examined. Using the Federal Human Capital Survey 2008 data set, the authors find that two types of Employee Benefits, procedural justice, and managerial trustworthiness are positively related to job satisfaction, whereas family-friendly Benefits, managerial trustworthiness, and procedural justice are negatively associated with turnover intention. The implications of these findings are thoroughly discussed.

Joseph J Martocchio - One of the best experts on this subject based on the ideXlab platform.

  • Employee Benefits as context for intergenerational conflict
    Human Resource Management Review, 2007
    Co-Authors: John C Dencker, Aparna Joshi, Joseph J Martocchio
    Abstract:

    Abstract Researchers have illuminated our understanding of how Employee Benefits systems are designed to motivate Employees to perform jobs in a variety of settings. Benefits systems in U.S. companies generally rest on the assumption that Employees have similar attitudes toward and will be motivated similarly by these systems. Several demographic trends in the U.S. work force call into question this assumption. The purpose of this article is to encourage researchers to consider how Employee Benefits practices may detract from the primary goal of motivating workers to perform their jobs well in the context of the changing demographics of the U.S. workforce. We do so by demonstrating implications of age heterogeneity for the effectiveness of Benefits practices. In order to do so, we draw on research from multiple disciplines to show how age related norms are institutionalized, how generational identities and values are created, how intergenerational conflict may manifest in the workplace, and how Benefits systems that do not take into account the social dynamics pertinent to age may trigger/sustain intergenerational conflict in the workplace.

  • Employee Benefits a primer for human resource professionals
    2005
    Co-Authors: Joseph J Martocchio
    Abstract:

    Part 1: Introduction to Employee Benefits Chapter 1: Employee Benefits in a Changing Business and Social Context Chapter 2: Planning the Employee Benefits Program Chapter 3: Regulation of Discretionary Employee Benefits Part 2: Insurance Chapter 4: Social Security Programs Chapter 5: Health Insurance Chapter 6: Disability Insurance, Workers' Compensation, and Life Insurance Part 3: Retirement Plans Chapter 7: Company-Sponsored Retirement Plans: Defined Benefit, Defined Contribution, and Hybrid Plans Chapter 8: Retirement Plans and Benefits for Executive Employees Part 4: Services Chapter 9: Paid Time-Off from Work Chapter 10: Accommodation and Enhancement Benefits