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Indirect Remuneration - Coggle Diagram

- - - - Goals
        
        • Reduction of turnover and absenteeism
        • Morale booster
        • Reinforcement of security
      - Criterion
        
        • Program costs
        • Payment capacity
        • Real need
        • Union power
        • Tax consideration
        • Public relations
        • Social responsability
        • Workforce reaction
- - - - As for your demands
        
        Legal benefits
        
        They are those required by the labor legislation of the country or by collective labor agreements such as: supplementary annual salary, vacations, pension, accident insurance
        job, family salary, etc..
        
        Spontaneous benefits
        
        They are freely granted by the company since they are not required by law or by collective bargaining. They include: bonuses, group life insurance, restaurant, transportation, loans, hospital medical assistance, etc.
      - As for its nature
        
        Monetary benefits
        
        Benefits granted in money, through the
        payroll and generate derived social obligations: Vacations, pension, supplementation of pension,
        bonuses, loan plans, etc.
        
        Non-monetary benefits
        
        They are those offered in the form of services, advantages or facilities for users, such as: restaurant service, medical-hospital-dental assistance, etc.
      - As for your goals
        
        Supplementary Plans
        
        These are services and benefits that seek to provide employees with certain facilities, conveniences and utilities to improve their quality of life.
        
        They include
        
        Transportation or driving of personnel, restaurant in the workplace, private parking for employees, etc.
        
        Recreational Plans
        
        They are the services and benefits that seek to provide the employee with conditions of rest, fun, recreation, mental hygiene or constructive leisure.
        
        They include
        
        Guild or club, rest areas in work intervals, etc.
        
        Assistance Plans
        
        These are benefits that seek to provide the employee and his family with certain conditions of security and anticipation in cases of unforeseen situations or emergencies.
        
        They include
        
        Medical assistance, dental assistance, financial assistance, etc.
- - - - It is convenient to carry out surveys or opinion polls, prior to the implementation of any plan, to save unnecessary expenses.
        
        The organization as such must consider individual needs, but
        in group form, avoiding and even favoring free choice.
        
        The benefit must have as wide a coverage as possible.
        
        Benefit vs. Obligation: employees must be prevented from considering
        these benefits as an obligation of the company.