Case Scenario:
You are the Director of Compensation and Benefits for Lansing-Smith Corporation, a 6-month old sales and service organization that currently has a workforce of 150 employees. You recently joined the organization when the Vice President of Operations decided to move the Compensation and Benefits function out of the Accounting Department, into a separate function. From your own observations you have identified several areas in need of review, redesign or development, including projects such as an audit of current pay plans to ensure they are aligned with federal regulations, an analysis of various pay plans to assess which plans will provide maximum benefit for Lansing-Smith, extensive job analyses to ensure a solid understanding of each position, job evaluations to determine the worth of the positions, consideration of various incentive plan designs to identify a plan that effectively drives individual and group performance to achieve production goals and research, development, communication and management training for a company-wide performance appraisal process.
You are dedicated to developing compensation and benefit practices that are motivating and empowering for employees. You are confident that with well-developed programs and practices, employees will be motivated to perform at higher levels, thereby driving overall company performance.
Assignment
Your interning niece e-mails you from D.C. Once again, she is interested in hearing how well legislation for employee protection and rights is working in the "real world".
Download and review Family and Medical Leave Act.
The Department of Labor's site, which provides FMLA compliance assistance.
Download and review Family and Medical Leave Act: Balancing Work and Family. Offers guidelines for employers on FMLA compliance.
What are your thoughts on some of the challenges you feel companies are faced with in terms of complying with the FMLA regulations?