What should an employer take into account when designing a discretionary benefits program and why?
Distinguish how human resources serves as a strategic partner in the organization’s overall strategy.
August 14, 2019Discuss the tax implications for the different types of partnership transactions, such as partner-partnership, partner-partner, partner-external partner.
August 14, 2019What should an employer take into account when designing a discretionary benefits program and why?
Question Description
| Discretionary Benefits [WLO: 2] [CLOs: 1, 2] |
Prior to beginning this discussion, review the Discretionary Employee Benefits (Links to an external site.)Links to an external site. article, as well as the additional required readings this week. An employer may provide discretionary benefits to the employee, which is not mandated by law. These benefits are considered to be additional “perks” of the position. Examples could include pay for time not worked, health and medical insurance, and retirement plans. However, while the benefits may not be required by law, there may be laws regarding the administration and design of said discretionary benefits. For your initial post, answer the following questions and provide support for your arguments:
- What role(s) can discretionary benefits play in an organization’s HR function and why?
What should an employer take into account when designing a discretionary benefits program and why?
