Hi All,
I appreciate the efforts put forth by Sameer and John. 😊 I believe John gave a clear picture of the topic under discussion. But let's give a chance to newcomer Sameer. 😊
So, Sameer, go ahead and post your next question. 😛 If we don't get a question from Sameer till tomorrow noon, I request John to post his question. 😉
Regards,
Lavanya.
From India, Madras
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2I appreciate the efforts put forth by Sameer and John. 😊 I believe John gave a clear picture of the topic under discussion. But let's give a chance to newcomer Sameer. 😊
So, Sameer, go ahead and post your next question. 😛 If we don't get a question from Sameer till tomorrow noon, I request John to post his question. 😉
Regards,
Lavanya.
From India, Madras
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Hi Sameer,
As announced by Lavanya, you are the winner to post the next question. Congratulations! You can post your question now, but you need to do so this evening itself as we can't afford to waste a day. This way, people will have time until tomorrow afternoon to answer.
Hi John,
Good going! Great answers, and you have very good knowledge. Keep it up.
Lavanya, could you please post your answer as well.
Preet
From India, Bangalore
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As announced by Lavanya, you are the winner to post the next question. Congratulations! You can post your question now, but you need to do so this evening itself as we can't afford to waste a day. This way, people will have time until tomorrow afternoon to answer.
Hi John,
Good going! Great answers, and you have very good knowledge. Keep it up.
Lavanya, could you please post your answer as well.
Preet
From India, Bangalore
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Dear All,
Thanks to all of you for appreciating my answer. This is a knowledge-sharing forum, and not a contest forum; therefore, we should only appreciate ideas and the persons who believe in sharing their knowledge with others.
Dear Lavanya, as you said that John's answer is perfect, it would be unjust if somebody else were to post the question. I extend my appreciation to John and request him to post the next question.
Thanks & Regards,
From India, Calcutta
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Thanks to all of you for appreciating my answer. This is a knowledge-sharing forum, and not a contest forum; therefore, we should only appreciate ideas and the persons who believe in sharing their knowledge with others.
Dear Lavanya, as you said that John's answer is perfect, it would be unjust if somebody else were to post the question. I extend my appreciation to John and request him to post the next question.
Thanks & Regards,
From India, Calcutta
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Hi Sameer,
We appreciate your point; however, John can post questions. The reason we asked you to post a question is that we need everyone to participate actively in this thread. John has also posted questions in the past. The knowledge you may have may not be the same as mine, John's, Lavanya's, Seema's, and others who are playing this game. It is not just for sharing knowledge; it is also like a game where the person who has posted the question can declare the winner. Although I initiated this thread, I cannot declare the winner unless I have posted the question. Lavanya has declared you as the winner, so you need to post the next question. Nobody will get upset because their best answer was not given a chance to post the next question.
Anyways, please do let us know your opinion. If you are not interested in posting the next question, we can ask John to post it.
Preet
From India, Bangalore
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We appreciate your point; however, John can post questions. The reason we asked you to post a question is that we need everyone to participate actively in this thread. John has also posted questions in the past. The knowledge you may have may not be the same as mine, John's, Lavanya's, Seema's, and others who are playing this game. It is not just for sharing knowledge; it is also like a game where the person who has posted the question can declare the winner. Although I initiated this thread, I cannot declare the winner unless I have posted the question. Lavanya has declared you as the winner, so you need to post the next question. Nobody will get upset because their best answer was not given a chance to post the next question.
Anyways, please do let us know your opinion. If you are not interested in posting the next question, we can ask John to post it.
Preet
From India, Bangalore
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Dear Lavanya,
Greetings! Thanks for your wishes and views.
Preet: Well said, Preet. As you said, we will give an opportunity for the new entrants. Let Sameer post the question, or else I will post it by 13:00 Hrs.
Rgds, John N
From India, Madras
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Greetings! Thanks for your wishes and views.
Preet: Well said, Preet. As you said, we will give an opportunity for the new entrants. Let Sameer post the question, or else I will post it by 13:00 Hrs.
Rgds, John N
From India, Madras
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Dear All,
Greetings!
My questions are:
1. What is meant by Contingent Workers?
2. What is Jury Duty?
3. What are the components of a compensation system?
4. What are the regulations affecting compensation?
Regards,
John N
From India, Madras
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Greetings!
My questions are:
1. What is meant by Contingent Workers?
2. What is Jury Duty?
3. What are the components of a compensation system?
4. What are the regulations affecting compensation?
Regards,
John N
From India, Madras
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Dear All Greetings! My questions are Contingent Workers Jury Duty What are the components of a compensation system? What are regulations affecting compensation Rgds, John N
From India, Madras
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From India, Madras
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Hi John,
I got some info on the topic. Correct me if i am wrong.
Contingent workers:
By Audrey Freeman:
Conditional and transitory employment arrangements as initiated by a need for labor--usually because a company has an increased demand for a particular service or a product or technology, at a particular place, at a particular time.
By Barker and Christensen:
Contingent work is generally thought to include those jobs that are done on temporary, self-employed contract, or involuntary part-time bases.
Jury Duty:
Jury Duty is a paid administrative absence for employees who are called upon for service as a jury member or as a material witness.
Components of compensation system:
Compensation will be perceived by employees as fair if based on systematic components. Various compensation systems have developed to determine the value of positions. These systems utilize many similar components include
• Job descriptions obtained from Job analysis and Job evaluation
• Salary ranges/structures,
• Written procedures.
Regulations related to Compensation
1. Payment of wages Act
2. Payment of minimum wages Act
Regards,
Lavanya.
From India, Madras
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I got some info on the topic. Correct me if i am wrong.
Contingent workers:
By Audrey Freeman:
Conditional and transitory employment arrangements as initiated by a need for labor--usually because a company has an increased demand for a particular service or a product or technology, at a particular place, at a particular time.
By Barker and Christensen:
Contingent work is generally thought to include those jobs that are done on temporary, self-employed contract, or involuntary part-time bases.
Jury Duty:
Jury Duty is a paid administrative absence for employees who are called upon for service as a jury member or as a material witness.
Components of compensation system:
Compensation will be perceived by employees as fair if based on systematic components. Various compensation systems have developed to determine the value of positions. These systems utilize many similar components include
• Job descriptions obtained from Job analysis and Job evaluation
• Salary ranges/structures,
• Written procedures.
Regulations related to Compensation
1. Payment of wages Act
2. Payment of minimum wages Act
Regards,
Lavanya.
From India, Madras
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Dear All,
Greetings!
The answers to my questions are as follows:
1. Contingent Workers
The temporary or contingent workforce is the fastest-growing segment of the national workforce. Contingent workers are those who are hired through staffing firms or leasing companies and whose jobs are structured to last only a certain length of time. The contingent workforce may include part-time temporary workers, independent contractors, consultants, contract employees, leased employees, and direct hires. Other than some leased long-term employees, most contingent workers are considered "temporary," and therefore the terms "contingent" and "temporary" are often used synonymously. While most companies hire only a few contingent workers at a time, some firms may lease their entire workforce on a quasi-permanent basis.
Using contingent workers may provide employers with flexibility and cost savings. However, there are numerous legal and practical considerations that employers must take into account before utilizing contingent workers.
2. Jury Duty
Although most employers pay employees on leave for jury service, employers are not legally obligated to do so in every case. Under the Fair Labor Standards Act (FLSA), employers must pay full salaries to exempt employees who are absent from work for less than 1 week to perform jury service. However, the employer may deduct any jury duty fees that the employee receives from the court. The FLSA does not require payment when an exempt employee is absent for 1 or more weeks during which no work is performed. Employers are not required to pay nonexempt employees while on leave for jury service. The same requirements apply to employees who must appear as a witness or a defendant in a court case.
3. The components of a compensation system include:
Job Descriptions:
A critical component of both compensation and selection systems, job descriptions define in writing the responsibilities, requirements, functions, duties, location, environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.
Job Analysis:
The process of analyzing jobs from which job descriptions are developed. Job analysis techniques include the use of interviews, questionnaires, and observation.
Job Evaluation:
A system for comparing jobs for the purpose of determining appropriate compensation levels for individual jobs or job elements. There are four main techniques: Ranking, Classification, Factor Comparison, and Point Method.
Pay Structures:
Useful for standardizing compensation practices. Most pay structures include several grades with each grade containing a minimum salary/wage and either step increments or grade range. Step increments are common with union positions where the pay for each job is predetermined through collective bargaining.
Salary Surveys:
Collections of salary and market data. May include average salaries, inflation indicators, cost of living indicators, salary budget averages. Companies may purchase results of surveys conducted by survey vendors or may conduct their own salary surveys. When purchasing the results of salary surveys conducted by other vendors, note that surveys may be conducted within a specific industry or across industries as well as within one geographical region or across different geographical regions. Know which industry or geographic location the salary results pertain to before comparing the results to your company.
4. What are regulations affecting compensation?
FLSA (Fair Labor Standards Act)
Lavanya:
The answer to the 4th question is wrong. Since no one has posted the answer, you are the winner and can post the next question.
The winner is LAVANYA.
Regards,
John N
From India, Madras
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Greetings!
The answers to my questions are as follows:
1. Contingent Workers
The temporary or contingent workforce is the fastest-growing segment of the national workforce. Contingent workers are those who are hired through staffing firms or leasing companies and whose jobs are structured to last only a certain length of time. The contingent workforce may include part-time temporary workers, independent contractors, consultants, contract employees, leased employees, and direct hires. Other than some leased long-term employees, most contingent workers are considered "temporary," and therefore the terms "contingent" and "temporary" are often used synonymously. While most companies hire only a few contingent workers at a time, some firms may lease their entire workforce on a quasi-permanent basis.
Using contingent workers may provide employers with flexibility and cost savings. However, there are numerous legal and practical considerations that employers must take into account before utilizing contingent workers.
2. Jury Duty
Although most employers pay employees on leave for jury service, employers are not legally obligated to do so in every case. Under the Fair Labor Standards Act (FLSA), employers must pay full salaries to exempt employees who are absent from work for less than 1 week to perform jury service. However, the employer may deduct any jury duty fees that the employee receives from the court. The FLSA does not require payment when an exempt employee is absent for 1 or more weeks during which no work is performed. Employers are not required to pay nonexempt employees while on leave for jury service. The same requirements apply to employees who must appear as a witness or a defendant in a court case.
3. The components of a compensation system include:
Job Descriptions:
A critical component of both compensation and selection systems, job descriptions define in writing the responsibilities, requirements, functions, duties, location, environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.
Job Analysis:
The process of analyzing jobs from which job descriptions are developed. Job analysis techniques include the use of interviews, questionnaires, and observation.
Job Evaluation:
A system for comparing jobs for the purpose of determining appropriate compensation levels for individual jobs or job elements. There are four main techniques: Ranking, Classification, Factor Comparison, and Point Method.
Pay Structures:
Useful for standardizing compensation practices. Most pay structures include several grades with each grade containing a minimum salary/wage and either step increments or grade range. Step increments are common with union positions where the pay for each job is predetermined through collective bargaining.
Salary Surveys:
Collections of salary and market data. May include average salaries, inflation indicators, cost of living indicators, salary budget averages. Companies may purchase results of surveys conducted by survey vendors or may conduct their own salary surveys. When purchasing the results of salary surveys conducted by other vendors, note that surveys may be conducted within a specific industry or across industries as well as within one geographical region or across different geographical regions. Know which industry or geographic location the salary results pertain to before comparing the results to your company.
4. What are regulations affecting compensation?
FLSA (Fair Labor Standards Act)
Lavanya:
The answer to the 4th question is wrong. Since no one has posted the answer, you are the winner and can post the next question.
The winner is LAVANYA.
Regards,
John N
From India, Madras
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