Many employee benefits are required by law, such as minimum wage, overtime, family leave, workers compensation and disability. In addition, many employers offer bonuses as performance rewards. But is that the only way to compensate workers?
In 2018, California’s Supreme Court ruled on Dynamex Operations West, Inc. v. Superior Court of Los Angeles County. Their ruling has now made it more difficult for businesses to classify workers as independent contractors.
While some aspects of culture are organic in nature, there are best practices that businesses can engage in to help build and sustain a great culture. The problem for far too many organizations is one of neglect or complacency. In other words, there is no intentional effort to shape or foster a culture.
Statistically, it is being seen that broader benefits packages are on the rise and the trend is growing. For example, the Society for Human Resource Management (SHRM) conducted its annual survey of U.S. employers in early 2018. The survey determined, among other insights, that in just one year employers have increased benefits offerings in three times as many benefits as previously assessed.