Part-timers benefits

It is with great concern that the number of part-time employees is growing at a faster rate than ever before in the CPA firms. This has ignited a lot of questions on whether the part-time workers should offer the employee benefits or not (The Balser Group, 2013). Offering those benefits brings a competitive advantage while on the other hand it comes with a responsibility of high cost of maintenance. In order to determine whether the part-time workers should enjoy the benefits or not, there are several factors that need to be carefully considered in order to maintain a balanced recruitment needs against a tight budget before it. These factors are discussed below in our efforts to assist Alan in making a wise decision (Fulton-Calkins, Rankin & Shumack, 2011).

One of the factors is the size of the firm. This strategy will favor small firms since it gives the small firm a competitive advantage over the large firms. Large firms are less flexible majorly when it comes to getting hold of top-notch employees (Fulton-Calkins, Rankin & Shumack, 2011). When the part-timers are encouraged, they may end up joining the full-time workers hence motivating all the workers at large (Lincolnshire, 1985).

Alan should also consider the hours within which the part-timers operate. He should set a minimum number of hours of working per week so that the benefit they shall receive is proportional to their contributions (The Balser Group, 2013). He should also put a limit of the total hours which a worker should work before they are eligible for the benefits (Montgomery & Cosgrove, 1993).

In the case of health insurance, Alan should weigh out the contribution of each worker. Alan is allowed to demand more contribution from the part time workers which is accompanied by a strict observance of their working hours. On the same knot, he should filter out specific benefits particularly for the part-time workers (Zolna, 2015). For instance if full-time are rewarded with regard to 20 hrs of working, it makes sense to provide the part-timers to reward them based on the number of hours worked.

The nature of benefits should also be considered. Alan should start off with part time benefits that are somehow easy to handle and less expensive. Some of these less expensive are flextime and telecommuting that are highly valued by the employees (Zolna, 2015). Alan should also consider free food for both full-time and part-timers. This may be backed up with small gift cards, movie tickets and restaurant certificates among others (Fulton-Calkins, Rankin & Shumack, 2011). Despite their simplicity the motivate workers to work harder and hence the company grows to a greater extent.

In my opinion, the part-time workers should be offered with the employees’ benefits both the 401(k) plan and the health insurance plan (Fulton-Calkins, Rankin & Shumack, 2011). This is because the 401(k) plan will involve contribution/s majorly from the employees whereby workers save and invest a portion of their paycheck before the taxes are out. In the case of health insurance, Alan should embrace this but within a regulated forum. For instance, he may set a minimum duration after which the part-time employees should have worked in order to enjoy the benefit.

Offering benefits to part-time workers should not be ignored because there are other gains that the company earns from the same. First it gives the company enough potential to compete with its competitors (Lincolnshire 1985). Offering benefits also attract the part-timers to work as full time workers and hence acting as a motivating factor. As much as Alan may try to offer these benefits to all workers, the specified conditions should be upheld.

Reference

Formun Üstü

The Balser Group. (2013). Mandated Benefits: 2014 Compliance Guide. Wolters Kluwer Law and Business.

 

Zolna, G. (2015). BENEFIT CONSIDERATIONS FOR PART-TIME, TEMPORARY AND SEASONAL EMPLOYEES. Benefits Magazine, 52(11), 42-47.

 

Formun Altı

Formun Üstü

Fulton-Calkins, P., Rankin, D. S., & Shumack, K. A. (2011). The administrative professional. Mason, OH: South-Western Cengage Learning.

 

Formun Üstü

Montgomery, M., & Cosgrove, J. (1993). The effect of employee benefits on the demand for part-time workers. Industrial & Labor Relations Review, 47(1), 87.

 

 

Formun Üstü

Lincolnshire III,  (1985)  Benefits for part-time employees. Hewitt Associates.

Formun Altı

Formun Altı