How Employee Benefits Keep the World Turning

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Regardless of how many people may complain about getting up to go to work in the morning, the vast majority of people really do want to work. Not only does it give everyday life some purpose, but also facilitates all other activities in life. Unfortunately, the cost of living has risen so high, that people are far more particular about perks offered by a job.

When it comes to benefits, most people use them as a major driving force when searching for new positions. Even around 50% of currently employed people cite benefits as an important reason for remaining with their employer. Companies who offer good perk packages may not only see more qualified and skilled workers showing interest in potential positions, but existing workers may have more incentive to work hard to ensure the security of their job.

Fortunately, for workers who may not have many career options and feel the need to settle for what is available, there are still regulations that require most employers to offer some form of benefits. The Family and Medical Leave Act (FMLA) entitles all employees up to 12 weeks of job-protected, unpaid leave during any 12 month period for any of the following reasons: the birth of a child, care for an immediate family or spouse, or self-care for a serious medical condition.

While these are essentially necessities for many people considering the nature of these unforeseen circumstances, more recently set legislation also guarantees other appropriate benefits to workers. Both the Patient Protection and Affordable Care Act require that organizations offer health benefits, such as individual or group health insurance plans, to all employees if their staffing contingent reaches 50 or more employees. Even part time employee benefits will be available for all workers under these regulations.

Some employee benefits are now so essential to supporting a family, that they are becoming a standard in the workplace. Effectively and appropriately managing employee benefits could end up deciding the failure or success of a company.

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