The Culpepper eBulletin
2008 Articles & Surveys
June 2008
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Paid Time-Off Benefits
When designing a competitive and
comprehensive total rewards plan, it is important to consider
the value of paid time-off benefits to employees and the cost to
your organization. Results from a recent Culpepper Benefits
Survey show that an increasing number of U.S. and Canadian
employers are improving their PTO benefit programs by making
them more flexible and generous. Data is provided on types of
paid time-off models offered, new hire eligibility, and number of days
provided.
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Shift Differential Pay Practices
Organizations with continuous, 24/7/365 operations face the challenge of
recruiting and staffing employees to work beyond standard day shifts.
An effective practice used by many employers is paying employees a
premium to work undesirable shifts. Results from a recent Culpepper
Pay Practices & Policies Survey highlight shift differential
practices including eligibility and amounts paid.
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LTI
and Equity Compensation Trends and Practices
This Culpepper Pay Trends Survey focuses on
long-term incentive and equity compensation practices. If you are
responsible for long-term incentives and equity awards in your
organization, we invite you to participate in this survey. After you
participate, you will be able to view preliminary results online and a
copy of last year's report. We will e-mail participants detailed results
when the final report is available.
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Costs and Coverage for U.S. Healthcare Plans
This Culpepper Benefits Trends Survey focuses on costs and
coverage of health plans and medical benefits provided to U.S. based
employees. If you are responsible for U.S. medical benefits in your
organization, we invite you to participate in this survey. After you
participate, you will be able to view preliminary results online and a
copy of last year's report. We will e-mail participants detailed results
when the final report is available.
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Expatriate Compensation Practices
Organizations expanding their operations globally often send
employees on temporary assignments to other countries to form strategic
alliances, market products and services, and start new ventures. A
variety of factors can impact the total cost of supporting international
assignees and how their pay plans are designed. Results from a recent
Culpepper Pay Practices & Policies Survey highlight allowances,
special reimbursements, and premiums used to compensate expatriate
employees for leaving their local country to work abroad.
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Board of Director Compensation
Practices
This Culpepper Pay Trends Survey focuses on
pay practices for non-employee directors. If you are
responsible for compensation for the board of directors in your
organization, we invite you to participate in this survey. After you
participate, you will be able to view preliminary results online. We
will e-mail participants detailed results when the final report is
available.
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Labor Market Update for the Pacific Northwest
This article from the Summer edition of Applied HR
Strategies' HR Intelligence
Newsletter highlights labor market conditions in the Pacific
Northwest US.
April 2008
March 2008
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Enhance Your Total Rewards Plan with
Non-Cash Awards
Cash is
king for most compensation plans. However, many organizations
use non-cash awards, incentives, and recognition programs to
supplement cash compensation and improve their total rewards
programs. Results from
a recent
Culpepper Pay Practices & Policies
Survey
highlight a variety of
different non-cash awards used by
technology and life science companies
to recognize and reward employees for service, achievements, and
performance.
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Executive Perks and Fringe Benefits
Special perks and fringe benefits have
long been used to attract, reward, and improve the productivity of
executives.
Results from a recent
Culpepper Pay Practices & Policies
Survey
highlights
perquisites
technology and life science companies provide to their executives.
February 2008
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HR Pay Varies by
Specialization and Job Level
Technology and life science organizations are increasingly recognizing
the value of human resources and its strategic role in helping recruit,
develop, and reward talent. In turn, salaries and the opportunity to
earn incentives have increased for HR professionals. Cash compensation
for human resource positions varies considerably by specialization and
job level.
January 2008
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On-Call Pay Premiums and Expenses for Technical Employees
According to a Culpepper Pay Practices & Policies
Survey,
seventy percent of
IT, technology, and life science organizations provide additional
compensation to technical
employees who remain on-call. This report includes details on pay premiums
and practices for providing mobile devices and wireless telecom service
plans to technical staff on-call.
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Telecommuting and Flexible Work Arrangements
Telecommuting and flexible work arrangements are increasingly being used
by
IT, technology, and life science organizations
to attract and retain employees.
This report provides results from a
Culpepper Benefits Survey on
practices and policies for telecommuting and flexible work programs.
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Benefits for Part-Time Employees
We report results from a
Culpepper Benefits Survey
on
benefits offered to part-time employees. Eighty-three percent of U.S.
technology and life science companies provide benefits to part-time
employees. Paid holidays and retirement plans top the list.
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Labor Market Update for the Pacific Northwest
This article, with excerpts from the Winter edition of Applied HR
Strategies' HR Intelligence
Newsletter, highlights labor market conditions in the Pacific
Northwest.
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