Which of the following has led todays employees to look for scheduling flexibility from their employer quizlet?

Would a hospital be required to pay overtime to a hospital nurse who normally works a​ 10-hour shift on a​ 4-day schedule and who is required to work an extra​ 8-hour shift on the fifth day because of a flu outbreak that has stressed the capacity of existing health care​ personnel?

A.
​No, the hospital would not have to pay​ overtime, because events leading to the extra hours were beyond the​ hospital's control.
B.
​Yes, the hospital would be required to pay​ time-and-one-half for the​ 8-hour shift.
C.
​Yes, the hospital would be required to pay​ time-and-one-half for a full​ 10-hour shift.
D.
It depends on the total hours the nurse works during the month.
E.
​No, employees on compressed work schedules are not subject to overtime regulations.

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What is a consumer-driven health care plan? How do they benefit employers?

-Consumer-driven health care plan: gives each employee a set amount of money annually with which to purchase health care coverage that involves high-deductible insurance coverage combined with a tax-advantaged account such as a health savings account, health reimbursement accounts, and flexible spending account.

They benefit employers because they are providing the same caliber of benefits to their employees while also reducing premiums and involving employees in the cost of coverage.

How does the competency level of managers and co-workers affect the job environment and employee job satisfaction?

If managers are not skilled and capable to lead their employees, workers may quit their jobs or feel motivated to call in sick when they're not ill. Overall, if employees do not feel as if their manager can perform their job well they will feel less apt to work for them. Employees must share common values and goals while also bringing a diverse skillset to the table. If employees don't get along with their coworkers or feel accepted, they won't be as productive or satisfied with their work.

What is indirect financial compensation?

All financial rewards that are not included in direct financial compensation

What are the three types of indirect financial compensation provided by most employers? Give examples of each type to illustrate your answer.

1) Social Security: retirement benefits
2) Unemployment compensation: provides workers whose jobs have been terminated through no fault of their own monetary payments for up to 26 weeks or until they find a new job
3) Workers' compensation: provides a degree of financial protection for employees who incur expenses relating from job-related accidents or illnesses

How has federal legislation affected the benefits employees receive? What benefits are mandated or legally required?

Federal legislation has increased and improved the benefits employees receive. For example, the Family and Medical Leave Act provides employees up to 12 weeks a year of unpaid leave. The overall intent is to help employees balance work demands without hindering their ability to attend to personal and family needs.

Social security, unemployment insurance and workers' compensation are all legally required.

How are employers using customized benefits plans and flextime to meet the needs of today's employees?

Employers are using customized benefits to give their employees the freedom to choose the benefits that will best fit their needs at a current time. This increases employee satisfaction as they won't have benefits that they feel are useless to their current situations.
Flextime allows employees to choose the hours they work, within certain limitations of course. This can bring better health to employees by decreasing their stress levels and helping them work around the other commitments they may have in their lives. It also allows employees to expand their opportunities; an example of this is possibly continuing their education.

• Discuss the components of nonfinancial compensation and how these factors affect employee job satisfaction.

-The job itself: it can be so stimulating that an employee is anxious to get to work each day and excitedly shares stories about their day with their families. They may even turn down a generous raise by leaving the job, proving that the job itself is an important enough reward.
-The job environment: can possibly make an employee feel bored or give them excessive and prolonged stress. In order to combat this, human resource policies and practices reflecting management's concern for its employees and serve as positive rewards.

Capable managers, competent employees, congenial coworkers, appropriate status symbols and working conditions can all make a job environment a nonfinancial compensation factor.

What are the various approaches to workplace flexibility (work-life balance)?

1) Flextime
2) Compressed Workweek
3) Job Sharing
4) Telecommuting
5) Reduced hours (Part-Time Work)

Flextime

Practice of permitting employees to choose their own working hours, with certain limitations

Compressed Workweek

any arrangement of work hours that permits employees to fulfill their work obligation in fewer days than the typical five-day workweek.

Job sharing

Two part-time people split the duties of one job in some agreed-on manner and are paid according to their contributions.

Telecommuting

Work arrangement whereby employees, called "teleworkers" or "telecommuters," are able to remain at home (or otherwise away from the office) and perform their work using computers and other electronic devices that connect them with their offices

Reduced hours (part-time work)

Employees who lower their hours (work less hours), to address both job and personal needs. These workers aren't seen as second-class citizens, accepting a low-paying job until a full-time career break occurred, but can still be highly educated professionals choosing part-time opportunities within their field.

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