As earlier mentioned, a nursing home has employees who are tasked with various roles. Since nursing homes often take care of the patient’s needs, it is essential to keep them motivated at all times. Creating an employee-centric environment in a nursing home will make employees happy. To keep the employees in a nursing home happy, there is a need to provide them with family and child benefits, payment bonuses, retirement packages, health insurance cover, and paid leave days (Burgio et al., 1990). Providing the following in addition to their salaries will motivate them and make them stay serve happily in the nursing home.
Mandatory employment benefits refer to the benefits that all the employers are legally expected to give their employees. There is no negotiation when it comes to compulsory benefits because the law is clear when it comes to the mandatory employment benefits (Wiener et al., 2009). Examples of the necessary employee’s benefits include disability insurance, compensation of workers, and unemployment insurance. Employers who fail to give their workers the mandatory benefits can be sued in an industrial court or court of law and be subjected to pay the benefits. The employees should familiarize themselves with the compulsory employment benefits so that they seek legal redress in the event they are denied any of the benefits.
Disability insurance is the financial support that is often offered to the employees that are disabled, ill, or injured such that they cannot discharge their roles. This insurance provides for partial wages compensation in various states like New York, Rhode Island, New Jersey, Hawaii, and California. The compensation of workers is another mandatory benefit that employers are required to give the employees. The employees are required to pay their employees on an hourly basis. The hourly rate must be above the minimum hourly rate that has been set by the federal government (Spetz & Adams, 2006). The unemployment insurance is also classified as mandatory employment insurance. When a worker loses his job as a result of restructuring or downsizing, then he can apply for this type of insurance. Such a worker is typically offered with half their wages for about 26 weeks.
The voluntary benefits are the types of benefits that employers give their workers as an incentive. This is meant to ward off interest from the other potential employers and to motivate them. Recruiting and retaining health professionals is difficult because of their shortage in the country. To maintain the best health professionals, the different appointing authorities usually give them voluntary benefits. Staffs that are properly remunerated with voluntary benefits are likely to stay longer with the health care organization and give in their best benefits because the law is clear when it comes to the mandatory employment benefits (Wiener et al, 2009).
Housing insurance is an example of a voluntary benefit. The federal government does not compel the employer to offer their employees with housing. However, to keep their best employees, the healthcare institutions often build the staff houses or provide housing allowances for their employees. Family and child health insurance is the other voluntary benefit that these organizations provide their employees. Since most of the employees are married, they also provide health coverage to their families because they know the state of the worker is critical at all times. Employee bonus is another essential voluntary compensation that they get from their employers. The organizations typically offer their employees with the voluntary compensation pack. Employers may be given bonuses during the festive seasons or when their performance is exemplary. Lastly, traveling allowance is another critical type of insurance that workers get from employers. Employers traveling from one place to another for duty are often issued with the traveling allocations. These benefits are critical in keeping workers loyal to the organization.
Different organizations have different rationale that they use when choosing the voluntary benefit to offer their employees (Spetz & Adams, 2006). An organization with the best optional benefit often attracts the best employees in that field. However, as we had earlier stated, there is a need to carefully come up with strategies to ensure that indeed the organization can provide the voluntary perks that it is offering its workers with. This is the reason why the human resource department usually does job appraisals and these types of decisions. One of the things that motivate employees is good salaries for their services. When we talk about excellent working conditions compensation benefits is a critical component of one of it. Employees in a nursing home offer some of the essential services and thus should be rewarded well. The mandatory and voluntary employee benefits are critical when it comes to the creation of the compensation plans for the employees in the healthcare organization.
Burgio, L. D., Engel, B. T., Hawkins, A., McCormick, K., Scheve, A., & Jones, L. T. (1990). A staff management system for maintaining improvements in continence with elderly nursing home residents. Journal of Applied Behavior Analysis, 23(1), 111-118.
Spetz, J., & Adams, S. (2006). How can employment-based benefits help the nurse shortage?. Health Affairs, 25(1), 212-218.
Wiener, J. M., Squillace, M. R., Anderson, W. L., & Khatutsky, G. (2009). Why do they stay? Job tenure among certified nursing assistants in nursing homes. The Gerontologist, 49(2), 198-210.