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Salary/hourly rate. Medical benefits coverage include amount paid by employee and employer. Flexible spending account information. Paid leave include vacation/sick/PTO, holiday, personal, bereavement, military pay, jury duty, etc. Disability insurance.
Take the annual salary of the job and divide it by 240the standard number of work days in a year. That gives you the daily rate for the job. Multiply the number of days of paid time off by the daily rate to determine the value of your PTO.
Explain benefits as offered to all employees regardless of job level. Assign an accurate dollar value for benefits. Include intangible benefits in your statement. Design your statement based on employee demographics.
Facilitate pay conversations between employees and managers. Candid dialog between managers and employees is the No. Keep it simple. Make it personal. Reinforce the message. Continue the conversation.
A total compensation statement communicates the entire value of an employee's compensation package, including wages, which they already see in pay stubs, along with the hidden cost of the benefits that employers provide. Typically, a total compensation statement is sent to employees once a year.
Compensation statements, also sometimes referred to as employee benefit statements or total reward statements, give employees an in-depth look at how they're being rewarded. These statements provide a broken-out look at the many ways in which the company is investing in its employees.
A Total Compensation Statement is a reminder of the savings and Actual Realized Income potential the employee receives by participating in employer sponsored benefits programs. (You want your employees to participate! It shows their commitment and loyalty to the company.)
Step 1: Choose the benefits to include. Step 2: Build a total compensation statement. Step 3: Distribute and market your total compensation statement to your employees.
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