Fringe Benefits HRM
Fringe Benefits HRM
Definition:-
• Fringe benefit may be defined as
“Compensation in addition to
direct wages or salaries, such
as company car, house allowance,
medical insurance, paid holidays, pension
schemes, subsidized meals. Some fringe
benefits are regarded part of a taxable
income.
In simple words
“Any nonwage payment or benefit granted to
employees by employers”
• Employers' payments for fringe benefits
are included in employee-compensation
costs and therefore are not usually taxed.
If the cost of fringe benefits were paid
directly as wages, the worker would pay
taxes on this amount and therefore have
less to spend when purchasing equivalent
benefits independently
OBJECTIVES OF FRINGE
BENEFITS
• The view point of employers is that fringe
benefits form an important part of
employee incentives to obtain their loyalty
and retaining them. The important
objectives of fringe benefits are:
• 1.To create and improve sound
industrial relations
2.To boost up employee morale.
3.To motivate the employees by
identifying and satisfying their unsatisfied
needs.
4.To provide qualitative work
environment and work life.
• To provide security to the employees against social risks like
old age benefits and maternity benefits.
(ii)Employers too have found that fringe benefits present attractive areas of
negotiation when large wage and salary increases are not feasible.
(iii)As organizations have developed ore elaborate fringe benefits programs
for their employees, greater pressure has been placed upon competing
organizations to match these benefits in order to attract and keep employees.
(iv)Recognition that fringe benefits are non-taxable rewards has been major
stimulus to their expansion.
(vi)The growing volume of labor legislation, particularly social security
legislation, made it imperative for employers to share equally with their
employees the cost of old age, survivor and disability benefits.
(vii)The growth and strength of trade unions has substantially influenced the
growth of company benefits and services.
(ix)The management has increasingly realized its responsibility towards its
employees and has come to the conclusion that the benefits of increase in
productivity resulting from increasing industrialization should go, at least
partly, to the employees who are responsible for it, so that they may be
protected against the insecurity arising from unemployment, sickness, injury
and old age. Company benefits-and-services programs are among some of
the mechanisms which managers use to supply this security.
TYPES OF FRINGE BENEFITS
Organizations provide a variety of fringe benefits. The fringe
benefits are classified under four heads as given here under:
Personnel
Identification,
Employment Health Old Age and
Participation
Security Protection Retirement
and
Stimulation
Employment Security :
• Benefits under this head include unemployment, insurance, technological
adjustment pay, leave travel pay, overtime pay, level for negotiation, leave
for maternity, leave for grievances, holidays, cost of living bonus, lay-off,
retiring rooms, jobs to the sons/daughters of the employees and the like.
Cont.…….
• Physical and job security to the employee should also be provided with a
view to promoting security to the employee and his family members. The
benefit of confirmation of the employee on the job creates a sense of job
security. Further a minimum and continuous wage or salary gives a sense
of security to the life.
Safety Health Protection
• Benefits under this head include accident insurance, disability insurance,
health insurance, hospitalization, life insurance, medical care, sick
benefits, sick leave, etc.
Old Age and Retirement