DQ2: What are legally required benefits and why are they required by law?

Grand Canyon University DQ2: What are legally required benefits and why are they required by law?-Step-By-Step Guide

This guide will demonstrate how to complete the DQ2: What are legally required benefits and why are they required by law? assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for DQ2: What are legally required benefits and why are they required by law?

Whether one passes or fails an academic assignment such as the Grand Canyon University DQ2: What are legally required benefits and why are they required by law? depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for DQ2: What are legally required benefits and why are they required by law?

The introduction for the Grand Canyon University DQ2: What are legally required benefits and why are they required by law? is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for DQ2: What are legally required benefits and why are they required by law?

After the introduction, move into the main part of the DQ2: What are legally required benefits and why are they required by law? assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for DQ2: What are legally required benefits and why are they required by law?

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for DQ2: What are legally required benefits and why are they required by law?

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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HRM 635 Topic 7 DQ 2

What are legally required benefits and why are they required by law? Can any of these benefits be waived? Provide an example. Provide one additional benefit that should be made into a legally required benefit.

REPLY TO DISCUSSION

Companies and the government are required to provide certain benefits to their employees and citizens. There are benefits required by the federal government and some required by state governments. The federally required benefits are social security, Medicare, Medicaid, health insurance, unemployment insurance, worker’s compensation, and family and medical leave. They are required by law in order to protect employees and help them prepare for retirement and were made in response to workers’ rights and welfare movements. Benefits that companies are required to provide, such as family and medical leave, can be waived if the company has less than 50 employees. An addition to these required benefits could be that companies should be required, by federal law, to provide maternity leave to both the mother and father of a newborn. Currently this benefit is only provided to the mother through the Family and Medical Leave Act of 1993. However, if the federal government was to extend this to the father, it could help reduce gender discrimination within recruitment and help provide families with the support they need.

Armstrong, Sharon, Mitchell., & Barbara. (2019). The Essential HR Handbook, Tenth Anniversary Edition. https://library-books24x7-com.lopes.idm.oclc.org/assetviewer.aspx?bookid=141667&chunkid=970802763&noteMenuToggle=0&leftMenuState=1

Good thoughts! There are many driving factors that influence employee motivation. One of the most overlooked factors is the powerful influence that one’s immediate supervisor has on job satisfaction levels which drive motivation. No matter how good benefits and compensation are, if one has a poor relationship with their immediate supervisor this can drastically demotivate employees and negatively affect organizational commitment. Sometimes this can lead to turnover.

Here is some great information regarding the power and influence a direct supervisor has on the engagement and satisfaction of employees. http://www.dalecarnegie.com/assets/1/7/Enhancing_Employee_Engagement-_The_Role_of_the_Immediate_Supervisor.pdf

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Have you ever seen a positive or negative effect that an immediate supervisor had on employee motivation?

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One of the most important and widespread trends in employee satisfaction recently has been an increased interest in the benefits employers provide for their staff. In fact, many recent studies including this one, show that employees today are just as if not more interested in a good benefits program, as they are concerned with the height of their salaries. This has translated into companies offering a great employee benefits plan, having the upper hand when it comes to both hiring and retaining top-tier talent. However, if you are a small business owner that is just getting started and cannot really afford to offer a sophisticated benefits package, it is important to know that there are still benefits that must be provided. There are legally required benefits that are considered mandatory for just about all businesses, ones that every company must offer to their staff according to federal regulations and laws. Mandatory benefits, also known as statutory benefits, are benefits that employer are required by law to provide to their employees. Examples include worker’s compensation insurance, unemployment insurance and, under some state and local laws, paid sick leave. What are the employee benefits legally required by law? These includes:

Social Security and Medicare Workers
Unemployment Insurance
Required for Businesses With 50+ Full-Time Employees
Health Insurance
Family and Medical Leave
Disability Benefits Required in Certain States

The employee benefits that are required by law, are typically benefits that are considered absolute necessities for ensuring the health and safety of employees. That is why these benefits are standard across all states and industries and are enforced by laws that were created by the U.S. Department of Labor, to ensure that all employers are giving their employees access to them. Of course, there are always exceptions and regulations that vary from state to state, which is why it is important for all employers to be sure that they are following the legal requirements for their specific location. However, generally speaking, the following are employee benefits that are usually mandatory, no matter where your business is located in the U.S. Therefore, these legally required benefits provide workers and their families with retirement income and medical care, that mitigate economic hardship, resulting from loss of work and disability, and it covers liabilities, resulting from workplace injuries and illnesses.

Non-mandated employee benefits not required by law, are at the discretion of the employer. These can include benefits, such as paid vacation time, contributions to retirement saving plans, education assistance, wellness programs, and childcare assistance. However, federal law still affects discretionary benefits such as vacation leave in many states, and employers must be aware and adhere to these laws (Dessler, G. 2016). In my own opinion, I suggest that part of student’s loan should be waived, or no interest should be charged on them. These particular problems have kept many students depressed, frustrated and they continue to pay the debt till lifetime. While benefits such as paid time off, health insurance, and 401(k) plans are highly sought-after, basic benefits can also be invaluable for employees. So, employers should ensure that your business, its meeting, and its obligations are to provide assistance and compensation by way of Social Security, Medicare, unemployment, and workers’ compensation insurance. As made plain by the information listed above, employees are entitled to a variety of benefits which employers are required to offer by law.

References:

Armstrong, Sharon, Mitchell., & Barbara. (2019). The Essential HR Handbook, Tenth Anniversary Edition. [Books24x7 version]

Dessler, G. (2016). Human Resource Management (15th ed.). Pearson Education

Fisher, J. (September/October, 2007). “Reconciling the Family Medical Leave Act with Overlapping or Conflicting State Leave Laws,” Compensation & Benefits Review, pp. 39–44.

It is required or mandated by U.S. Law that the following benefits be legally offered to employees:

Workers Compensation Insurance – which varies by state
Health Insurance as indicated by the Affordable Care Act – health insurance even after the loss of a job there should be Consolidated Omnibus Budget Reconciliation Act (COBRA).
Family Medical Leave Act (FMLA) – provides 12 weeks of unpaid leave for qualified employees working for employers outlined by FMLA.
Payment of the employer part of Social Security and Medicare Taxes – as well as withholding and payment on behalf of the employee for the employee portion of both taxes.
Unemployment Insurance – This varies from state to state.
Time off for and/or reinstatement after military service – a requirement under the Uniformed Services Employment and Reemployment Right Act (USERRA).
Time off to vote or jury duty – varies from state to state but they are all similar.

Health insurance can be waived if your spouse has health insurance, and the partner is covered under their spouse’s insurance. There will be need to provide proof that insurance is being provided such as providing an insurance waiver. Employees usually decline their health benefits is because their partner could provide a better health coverage and sometimes at a lower cost. Other reasons healthcare insurance is declined is because the employee is insured by their parent’s insurance.

Employers should provide severance pay when they terminate an employee unexpectedly. The termination was on the employer’s terms not the employees. When an employee resigns, the employee is expected to provide a two-week notice.

References

Dessler, G. (2016). Human resource management, 15/e (15th ed.). Pearson Education.

Human Resources. (n.d.). Which employee benefits are legally required, and which are optional? https://www.humanresourcesmba.net/faq/which-employee-benefits-are-legally-required-and-which-are-optional/

Legal considerations include, most importantly, the Fair Labor Standards Act, which governs matters such as minimum wages and overtime pay (Dessler, 2020). Various other laws influence compensation decisions. For example, the Age Discrimination in Employment Act, Americans with Disabilities Act, and Family and Medical Leave Act. These legal benefits are required by law to ensure the well-being of their employees as well as their families, and cannot be waived by employers. For example, the FMLA Act prohibits employers from interfering with employees’ rights under the law. However, this only applies to larger companies, whereas small businesses are exempt from providing this benefit to employees to mitigate the risks to the sustainability of the company. According to shrm.org (n.d.), “it is not necessary under federal laws to give equal benefits to all employees, but an employer should base benefit eligibility on tenure, full- or part-time status, exempt/nonexempt status, job group, or even department” (shrm.org, n.d. ).

Lastly, one additional benefit that I believe should be made into a legally required benefit is education. This will help develop employees and build their skills that will not only advance their careers but also enhance their engagement.

Dessler, G. (2020). Human resource management, 16/e (16th ed.). Pearson Education

SHRM – The Voice of All Things Work. (n.d.). https://www.shrm.org/ResourcesAndTools/tools-and-samples/hr-qa/Pages/offeringdifferentbenefitsfordifferentemployees.aspx

Elaws – Family and Medical Leave Act advisor. (n.d.). https://webapps.dol.gov/elaws/whd/fmla/overview.aspx#:~:text=The%20FMLA%20prohibits%20employers%20from,prospective%20rights%20under%20the%20FMLA.

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Phillips & Gully (2019) state that there are three types of benefits: mandatory, customary, and optional. There are a multitude of legally mandated benefits afforded to employees. Depending upon where you live and work will dictate certain specific benefits that may not be applicable to someone in another geographic location. Federally, employees are entitled to social security benefits, Medicaid, and unemployment insurance for example. There are now further programs such as Paid Family Medical Leave, workers compensation, health insurance based upon number of employees, and paid sick leave. Additionally, there are jurisdictions with heavy unionized governments where these individuals are entitled to greater benefits simply for having a good government job.

Optional benefits are where companies get to compete for employees based upon benefit that they choose to offer to their workforce. These types of optional benefits are more important than ever with how competitive the labor market is. Greater access to a better benefits packages also address the issue of attrition too. When I discuss the future with people my age, what happens in retirement, or rather when we can retire is a common theme. Folks who have government jobs or work in other unionized sectors, have some of the best retirement benefits available to workers. Unless I manage to make $100,000 per year here in Los Angeles for the foreseeable future, I will never come close to the retirement potential of someone who has a pension plan afforded to them. Social security income by the time I can even retire will not be sufficient to support myself.

This leads me to another completely off topic, that according to the social security administration, I have put in my share of taxes to support what I will receive. This happened before I turned 40 this year. Everything I continue to pay is just extra that I will never see. I think having some way to mandate pension or 401k plans to those employees not eligible for them based upon the sector of work should be mandated. How that works is above my pay grade because I know it has to be paid somewhere, and the cost will be high.

Reference:

Phillips, J. M., & Gully, S. M. (2019a). Human Resource Management. Chicago Business Press.