Wage Incentive Schemes: Two extremes 1) Day work - worker is paid the same constant hourly rate (guaranteed

minimum wage - GMW, regardless of performance 2) Piecework (incentive with 100% participation) - worker is paid directly for each piece produced (i.e. directly proportional to performance). At first glance this appears to produce no benefit for the company. However, this is not true, since overhead is a constant and will decrease as it is normalized per unit production. Also note, that true piecework is not legal, as there is a guaranteed minimum wage ( in 1997 GMW =$5.25/hr) under U.S. law. This means that a worker will typically receive a base rate times the hours worked. Any benefits above standard performance, will then be paid directly to the worker. 3) Standard hour plan - daywork up to 100% performance, piecework (or a sharing plan) above 100% performance 4) Measured day work - A progressive record of a worker's performance is used determine base pay for the next pay period. Regardless of the person's performance during that period, that person will receive the new base rate. Ex. worker performance = actual output/expected output = 175/160 = 1.09 new base rate = base rate 1.09 = $10.00 1.09 = $10.90 If the worker's performance deteriorates, the new base rate also drops. However, some companies will maintain a lower threshold (at least the GMW), below which the base rate can not drop. With this plan, day-to-day pressures are taken off the worker. However, the incentive is not as strong as for other plans, and it requires extra bookkeeping. 5) Group incentive schemes - Group output is measured and used to determine each group members pay. This is especially useful for work cells or situations where individual performance can't be easily measured (e.g. shipbuilding, construction, etc.). These schemes have advantages in allowing greater flexibility, reducing competition and encouraging group spirit. On the other hand, the individual incentive is reduced (lab groups?!) and better workers may become discouraged. Deterioration of Incentive Schemes: 1) changes in work requirements or methods not reflected in time standards 2) cheating by employees 3) poor measurement of performance 4) decrease in quality 5) plan costs more than it benefits 6) establishment of time standards that exceed standard practice (unfair standards) 7) MOST IMPORTANTLY - direct trade-off with an increase in CTD injuries Ex. 1 - Standard hour plan, base rate = $10.00/hr, worker performance = actual output / expected output Job A B C Hours worked 1 (60) 3 (180) 2 (120) Standard time (min) 1 4 3 Actual output 30 80 30 Hours Earned 30x1/60 = 0.5 80x4/60 = 5.34 30x3/60 = 1.5 Expected output 60 45 40 Performance 0.5/1=.5 5.34/3 =1.78 1.5/2 =.75

2 (120)

72

72x2/60 = 2.4

60

2.4/2 =1.2

Total pay = (.5+5.34+1.5+2.4) $10.00 = $97.40 Fringe Benefits The remuneration that the employees receive for their contribution cannot be measured by the mere estimation of wages and salaries paid to them. Certain supplementary benefits and services known as fringe benefits are also available to them. The characteristics of fringe benefits are: 1. 2. 3. 4. 5. These benefits are distinctly additional to the regular wages paid to the workers. As such, they are not provided as a substitute for wages or salaries of the employees. These benefits are meant primarily to be of advantage to the employees. The advantages accrued to the employees through the provision of fringe benefits are as such they cannot be secured through their own individual efforts. Only those benefits fall within the purview of fringe benefits which are or can be expressed in cash terms. Fringe benefits are also categorised as statutory, contractual, and voluntary. Statutory benefits include social security and medical care, unemployment compensation, workmens compensation, provident fund, and gratuity. The benefits provided by the employers in pursuance of agreements with workers may include dearness allowance, house rent allowance, city compensatory allowance, medical allowance, night-shift allowance, heat allowance, transport, housing and educational allowances. Voluntary fringe benefits which are provided unilaterally by the company include group insurance, death benevolent fund, washing allowance, leave encashment, leave travel concession, conveyance allowance, incentive for family planning, service awards, and suggestion awards. Currently fringe benefits are a significant part of employee compensation system and the employees tend to take them for granted and do not link these items with wages or income as they do not have any direct bearing on payments. They are no more on the fringe of compensation but form an integral component of individuals earnings involving spiraling costs for the company. However, the fringe benefit system can become effective if attempts are made to gear them to the needs of human resource in organisational settings. TYPES OF FRINGE BENEFITS Organizations provide a variety of fringe benefits. The fringe benefits are classified under four heads as given here under: 1. For Employment Security : Benefits under this head include unemployment, insurance, technological adjustment pay, leave travel pay, overtime pay, level for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off, retiring rooms, jobs to the sons/daughters of the employees and the like.

2. For Health Protection: Benefits under this head include accident insurance, disability insurance, health insurance, hospitalization, life insurance, medical care, sick benefits, sick leave, etc. 3. For Old Age and Retirement: Benefits under this category include: deferred income plans, pension, gratuity, provident fund, old age assistance, old age counseling , medical benefits for retired employees, traveling concession to retired employees, jobs to sons/daughters of the deceased employee and the like. 4. For Personnel Identification, Participation and Stimulation: This category covers the following benefits: anniversary awards, attendance bonus, canteen, cooperative credit societies, educational facilities, beauty parlor services, housing, income tax aid, counseling, quality bonus, recreational programs, stress counseling, safety measures etc. The fringe benefits are categorized as follows: a) Payment for Time Not worked: Benefits under this category include: sick leave with pay, vacation pay, paid rest and relief time, paid lunch periods, grievance time, bargaining time, travel time etc. b) Extra Pay for time Worked: This category covers the benefits such as: premium pay, incentive bonus, shift premium, old age insurance, profit sharing, unemployment compensation, Christmas bonus, Deewali or Pooja bonus, food cost subsidy, housing subsidy, recreation. Employee Security Physical and job security to the employee should also be provided with a view to promoting security to the employee and his family members. The benefit of confirmation of the employee on the job creates a sense of job security. Further a minimum and continuous wage or salary gives a sense of security to the life. Retrenchment Compensation: The Industrial Disputes Act, 1947 provides for the payment of compensation in case of lay-off and retrenchment. The non-seasonal industrial establishments employing 50 or more workers have to give one months notice or one months wages to all the workers who are retrenched after one years continuous service. The compensation is paid at the rate of 15 days wage for every completed year of service with a maximum of 45 days wage in a year. Workers are eligible for compensation as stated above even in case of closing down of undertakings. Lay-off Compensation: In case of lay-off, employees are entitled to lay-off compensation at the rate to 50% of the total of the basic wage and dearness allowance for the period of their lay-off except for weekly holidays. Lay-off compensation can normally be paid up to 45 days in a year. Safety and Health

Employees safety and health should be taken care of in order to protect the employee against accidents, unhealthy working conditions and to protect workers capacity. In India, the Factories Act, 1948, stipulated certain requirements regarding working conditions with a view to provide safe working environment. These provisions relate to cleanliness, disposal of waste and effluents, ventilation and temperature, dust and fume, artificial humidification, over-crowding, lighting, drinking water, latrine urinals, and spittoons. Provisions relating to safety measures include fencing of machinery, work on or near machinery in motion, employment of young persons on dangerous machines, striking gear and devices for cutting off power, self-acting machines, easing of new machinery, probation of employment of women and children near cotton openers, hoists and lifts, lifting machines, chains ropes and lifting tackles, revolving machinery, pressure plant, floors, excessive weights, protection of eyes, precautions against dangerous fumes, explosive or inflammable dust, gas etc. Precautions in case of fire, power to require specifications of defective parts of test of stability, safety of buildings and machinery etc. Public sector wage fixation
"In case of candidates working in Public Sector Undertakings, Universities, Semi- Government Institutions or Autonomous Bodies, who are appointed as direct recruits on or after 1.1.2006 on selection through interview by a properly constituted agency including Departmental Authorities making recruitment directly, their initial pay may be fixed by granting them the Grade Pay attached to the post. Further, their pay in the Pay Band may be fixed at a stage so that the pay in the Pay Band +Grade Pay and DA as admissible in the government, protects the pay +DA already being drawn by them in their parent ofganisations. The pay in the Pay Band fixed under this formulation will not be fixed at a stage lower than Entry Pay in the Revised Pay Structure (corresponding to the Grade Pay applicable to the post) for direct recruits on or after 1.1.2006 as notified vide Section 11, Part A of First Schedule to CCS(RP) Rules, 2008. The pay in the Pay Band fixed under this formulation will not exceed Rs. 67000, the maximum of the Pay Band PB-4." 3. The conditions for admissibility of pay protection shall be the same as stipulated in this Department's OMS dated 7.8.89 and 10.7.98 referred to above. 4. In so far as persons serving in the India Audit and Accounts Department are concerned, these orders are issued with the concurrence of the Comptroller and Auditor General of India. 5. These orders will be applicable w.e.f. 1.1.2006