Section 162 Executive Bonus Plans Show

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Section 162 Plans Executive Bonus Plans

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d CHAPTER EIGHT Compensation Programs CHAPTER OUTLINE Compensation Management Legal Aspects of Compensation Management Federal Legislation State Legislation Local Legislation Direct Financial Compensation Salaries Wages Incentives and Bonuses Tips Indirect Financial Compensation Mandatory Benefits Voluntary Benefits Other Voluntary Benefits Nonfinancial Compensation Human Resources Terms For Your Consideration Case Study: Human Resources Management in Action Internet Activities CHECKLIST OF CHAPTER LEARNING OBJECTIVES As a result of satisfactory completion of this chapter, readers will be able to: 1. Describe the differences between extrinsic and intrinsic rewards as they relate to employee compensation programs. 2. Explain how compensation programs are affected by federal, state, and local laws. 3. List and describe the most common forms of direct financial compensation. 4. List and describe the most common forms of indirect financial compensation. 5. List and describe some of the most common forms of nonfinancial compensation. c08.indd 263c08.indd 263 12/14/07 12:03:44 PM12/14/07 12:03:44 PM 264 CHAPTER 8 ! Compensation Programs Impact on Human Resources Management Despite arguments to the contrary, pay is not the central issue responsible for attract-ing and retaining most employees. Pay is only one of a variety of factors that impact an employee’s willingness to work. Worker pay is, however, critically important to employees and employers alike, because it affects so many other business issues. In general, workers who feel they are unfairly paid will, if possible, seek jobs they believe more equitably reward their efforts. Alternatively, employers who pay their employees significantly more than other employers may find their operating costs are too high to allow them to stay competitive and achieve the profits they need to stay in business. Unfortunately for HR managers, elusive concepts such as fair, equitable, and competitive defy unanimous agreement. As a result, the chal- lenge faced by HR managers is to design and manage compensation systems that are simultaneously perceived as reasonable by both employees and employers. The best of HR managers actually go one step further and use their compensation programs as an essential tool for attracting and retaining excellent workers, as well as maxi- mizing profits for their employers. It is important to realize that people rarely are attracted to, or leave, a job for money alone. Instead, they are attracted or leave for career advancement, new chal- lenges, lack of appreciation by the company, inability to have an impact, coworker con- flict, job insecurity, family matters, and a variety of other factors. This is not to imply that pay is unimportant to workers at all levels; it is critically important.

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1. Section 162 Plans Executive Bonus Plans

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7. How does it work? Your Business Insurance Company During working years Internal Revenue Service Selected Employee Insurance Company Employee’s Beneficiary Upon employee’s death Death Benefit Gets Tax Deduction Pays Premium Pays Taxes Access To Cash Values

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