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116 Employee Benefits Essay Topic Ideas & Examples

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Employee benefits are an essential part of any organization's compensation package. They not only help attract and retain top talent but also contribute to employees' overall job satisfaction and well-being. With a wide range of benefits available, it can be overwhelming for employers to choose the right ones for their workforce. To help you navigate this decision, here are 116 employee benefits essay topic ideas and examples.

Health insurance: Discuss the importance of offering comprehensive health insurance to employees and how it impacts their overall well-being.

Dental and vision coverage: Explain the benefits of providing dental and vision coverage as part of an employee benefits package.

Paid time off: Explore the various types of paid time off, such as vacation days, sick leave, and personal days, and how they contribute to work-life balance.

Flexible work arrangements: Discuss the advantages of offering flexible work arrangements, such as telecommuting and flexible hours, to employees.

Retirement savings plans: Explain the benefits of offering retirement savings plans, such as 401(k) and pension plans, to help employees save for their future.

Employee assistance programs: Explore the importance of providing employee assistance programs to support employees' mental health and well-being.

Wellness programs: Discuss the benefits of implementing wellness programs, such as gym memberships, nutrition counseling, and stress management workshops, to promote employee health and wellness.

Tuition reimbursement: Explain the advantages of offering tuition reimbursement programs to help employees further their education and skills.

Professional development opportunities: Discuss the benefits of providing professional development opportunities, such as training programs and workshops, to help employees grow and advance in their careers.

Employee discounts: Explore the advantages of offering employee discounts on products and services to boost morale and employee engagement.

Childcare assistance: Explain the benefits of providing childcare assistance, such as on-site daycare or childcare subsidies, to help employees balance work and family responsibilities.

Parental leave: Discuss the importance of offering parental leave, such as maternity and paternity leave, to support employees during significant life events.

Adoption assistance: Explore the benefits of offering adoption assistance programs to help employees cover the costs of adopting a child.

Elder care benefits: Explain the advantages of providing elder care benefits, such as caregiver support and resources, to help employees care for aging family members.

Commuter benefits: Discuss the benefits of offering commuter benefits, such as public transportation subsidies and parking discounts, to help employees save on commuting costs.

Employee recognition programs: Explore the importance of implementing employee recognition programs, such as employee of the month awards and peer recognition, to boost employee morale and motivation.

Team-building activities: Discuss the benefits of organizing team-building activities, such as retreats and social events, to foster a positive work culture and improve teamwork.

Employee referral programs: Explain the advantages of implementing employee referral programs to encourage employees to refer qualified candidates for open positions.

Volunteer time off: Explore the benefits of providing volunteer time off to allow employees to give back to their communities and support causes they care about.

Employee stock options: Discuss the advantages of offering employee stock options as part of a compensation package to help employees share in the company's success.

Remote work stipends: Explain the benefits of providing remote work stipends to help employees set up a productive home office environment.

Mental health days: Discuss the importance of offering mental health days to support employees' mental health and well-being.

Pet insurance: Explore the benefits of providing pet insurance as an employee benefit to help employees cover the costs of pet care.

Legal assistance: Explain the advantages of offering legal assistance programs to help employees access affordable legal services.

Financial wellness programs: Discuss the benefits of implementing financial wellness programs, such as budgeting workshops and debt management resources, to help employees improve their financial literacy.

Employee discounts on company products: Explore the advantages of offering employee discounts on company products to boost employee engagement and loyalty.

Employee loans: Explain the benefits of offering employee loans to help employees cover unexpected expenses or financial emergencies.

Health savings accounts: Discuss the advantages of offering health savings accounts to help employees save for medical expenses tax-free.

Employee resource groups: Explore the benefits of creating employee resource groups to support diversity, equity, and inclusion in the workplace.

On-site amenities: Discuss the advantages of providing on-site amenities, such as cafeterias, fitness centers, and dry cleaning services, to enhance the employee experience.

Mobile work tools: Explain the benefits of providing mobile work tools, such as laptops and smartphones, to help employees work from anywhere.

Employee discounts on local services: Explore the advantages of offering employee discounts on local services, such as restaurants and entertainment venues, to support the local community.

Employee recognition events: Discuss the benefits of hosting employee recognition events, such as award ceremonies and appreciation dinners

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Employee Benefits - Why are they important?

Employee benefits are an effective way to attract, retain and engage talent. Find out why the most forward-thinking brands are offering competitive benefits packages.

As the war for talent continues, attracting and retaining talent remains a challenge for many organisations. 

One of the most effective ways to tackle this is to offer a stand-out employee benefits package. Check out our summary of benefits in the UK here.

So, why are employee benefits so important? And why are the most forward-thinking businesses offering them? 

To keep it simple, we’ve gathered all the key facts and put them together in one place.

Let’s take a closer look at the benefits of employee benefits (sorry, couldn’t resist!)…

‍ What are employee benefits? 

Employee benefits are continually proving themselves to be a great way to reward, motivate and retain talent! But what are they? 

Put simply, employee benefits are perks or rewards that are offered to teams by their employers in addition to their salary. Employee benefits are a type of non-wage related compensation. 

Employee benefits come in many shapes and forms and can be credited to increased employee motivation, job satisfaction, and increased productivity. 

{{benefits-guide-cta="/testing-stuff"}}

Types of Employee Benefits

• Health benefits (e.g., health insurance, dental care, gym memberships)
• Workplace benefits (e.g., flexible working, learning & development)
• Financial benefits (e.g., pension plans, financial guidance)
• Lifestyle benefits (e.g., childcare, increased vacation days)
• Salary sacrifice (e.g., workplace nursery, flexible allowances) 
• Flexible benefits (e.g., wellbeing budgets and allowances)

Why are Employee Benefits important?  

With employee benefits making up around 32% of total compensation in the US , modern businesses know they should be offering a competitive benefits package.

According to MMB research , increased investments in benefits in the UK means that more than six in ten employers are now spending between 16% and 25% of base salary per employee! 

So, what’s so great about employee benefits? 

Employee Benefits Stats

• 60% say benefits are a deciding factor in accepting a job offer.
• 32% say benefits are as important as salary.
• 1/3 cited benefits as a top reason to look for a new job.
• 79% would prefer additional benefits to a pay rise.
• It costs £30k to lose an employee.
• 92% say benefits are important to job satisfaction.
• 60% of SME’s found benefits improved productivity. 

1. Attract great talent with great benefits.

Companies that offer incredible benefits packages attract top talent. 

A study conducted by Glassdoor showed that about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. 

Similarly, the Covid-19 pandemic showed the importance of prioritising our health. It only makes sense for this to carry over into the workplace. As of 2020, 32% of employees said that employee benefits were as important to them as salary when looking for a new role.  

So, if you’re wanting to attract top talent to your company, it makes sense for you to offer a stellar benefits package that will get them excited!

<div class="facts-div"> <span class="facts-scribble" >60%</span> <span class="facts-fact">of people report that benefits and perks are a major factor in considering whether to accept a job offer</span></div>

2. Improve your employee retention.

Nearly one third of respondents in a study conducted by the Society for Human Resources Management (SHRM) cited their current benefits package as a top reason to look for a new position with a different employer in the next 12 months. This means that if you don’t offer incredible benefits then you could face losing talented employees!

To add emphasis to this, according to Glassdoor’s Employment Confidence Survey , nearly four in five (79%) employees would prefer new or additional benefits to a pay increase! 

<div class="facts-div"> <span class="facts-scribble" >4/5</span> <span class="facts-fact">would prefer new or additional benefits to a pay increase!</span></div>

3. It costs to lose employees!

This is sometimes overlooked by HR managers, but the financial cost of losing employees can be significant to a business, too.

According to a study published by Oxford Economics, the cost of losing an employee who earns 25k can be up to £30,000! This means that losing and replacing employees can leave you significantly out of pocket! So, not only can you face losing great employees due to poor benefits packages, but it can be a super costly process for your business too!

<div class="facts-div"> <span class="facts-scribble" >£30,000</span> <span class="facts-fact">the cost of loosing an employee earning over 25k</span></div>

4. Motivate your employees 

The Society for Human Resources Management (SHRM) 2018 employee benefits survey   found that 92% of employees said that benefits are important to their overall job satisfaction. 

It’s simple: great benefits = happy and motivated employees!

<div class="facts-div"> <span class="facts-scribble" >92%</span> <span class="facts-fact">of employees said that benefits are important to their overall job satisfaction</span></div>

5. Boost productivity

A study conducted by ABI found that health and wellbeing employee benefits were incredibly effective at boosting employee productivity. 

This study revealed that 60% of SMEs and 69% of mid-sized businesses said that health and wellbeing benefits had a significant impact on the productivity of their business.

<div class="facts-div"> <span class="facts-scribble" >69%</span> <span class="facts-fact">of mid-sized businesses said that health and wellbeing benefits had a significant impact on the productivity of their business</span></div>

6. Invest in your employer brand

Offering incredible employee benefits helps to improve the reputation of your brand both internally and externally. Your employees will thank you for it, and you’ll position yourself as a more authentic and attractive employer brand from the outside too!

So there you have it, some of the top reasons why employee benefits are important!

To summarise, employee benefits are a great way to attract and retain top talent, boost productivity, motivate your employees, and promote you employer brand. The most forward-thinking brands know the importance of employee benefits, and they are upping their benefits game!

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• HR Management

Employee Benefits

Updated 03 March 2023

Subject HR Management ,  Personal Finance

Downloads 42

Category Business ,  Life

Topic Employee Benefit ,  Health Insurance ,  Human Resources

Employee benefits are additional, voluntary, and wage-independent payments made on top of salaries or conventional earnings (Peterson 68). Health insurance, bonuses, tuition reimbursement, paid sick days, paid vacation days, stock options, disability payments, child care assistance, and retirement plans are just a few of the advantages offered to employees. These perks strengthen job security, and as a result, businesses may improve retention rates and draw in fresh talent to spur growth and expansion. Therefore, the human resources department should offer fair pay that complies with industry norms and is sufficiently attractive to keep employees at their jobs (Kristal 8). Taking these benefits into account, employees frequently select different employment. To evaluate employee benefits package in different organizations, it is vital to consider essential metrics such as financials, cost and benefits and employee turn-over. In this overview, the history and demographics of three US-based telecommunication corporations; AT&T, Sprint, and Verizon would be analyzed to come up with the basis for evaluating their benefits packages. AT&T came into existence through Alexander Graham Bell on October 5, 1883(AT&T 8). Since then, the company has grown to be one of the largest telecommunication companies worldwide. Initially, as a subsidiary of American Bell, AT&T has expanded its scale of operation since 1900 and currently commands lead in provision of IP services in the telecommunication industry. It also deals in extensive consumer services like broadband, local search, international service plans, and mobile phone trading. With over 291 million customers on its network, AT&T owns a 4G LTE network which has gained enormous recognition in the United States and beyond. In effect; the company enjoys the biggest market share in the mobile broadband services market. Founded in 1898 by Carlos Florendo and Cleyson Leroy Brown, Sprint is a mobile broadband company offering telecommunication services in the U.S (Sprint 3). After the unsuccessful merge with United Telephone Limited, the company currently trades in wireless communication services. Later on, Sprint purchased a controlling interest in Nexel to increase its market share and tax benefits. With the majority shareholding in Nexel, the company proposed a merge with Nexel and subsequent renaming of the company to Sprint Nexel Corporation. About 48 million customers have access to the company's wireless mobile network. Verizon Wireless, founded by William J. Katherein, is well known for providing mobile broadband services across the United States. The successful merging of Bell Atlantic and GTE resulted in the formation of Verizon Communications Incorporation. Verizon is among the fortune 500 companies. So far, it is the most popular wireless company in the U.S. and owns more than 90 million connections, both retail and post-retail (Verizon n.p). The Company's annual revenue is approximately $115.8 billion. Verizon is quoted with New York Stock Exchange NYSE. The current employee population of the company is over 182,000. All the three companies offer a variety of employment benefits packages. As a result, employee satisfaction levels differ significantly, and that is the discussion here. For instance, AT&T has benefits programs that enable employees to save substantial amounts. Additionally, the moment you become AT&T employee, you qualify for significant discounts up to 50% on a wide range of brands from AT&T, including Digital Life, AT&T U-verse, DIRECTV, and wireline voice (AT&T 15). Furthermore, AT&T offers other discounts to enable its staff shop around for electronics, education programs and game tickets. Such saving avenues come from taking advantage of the company's network services and provisions. The company offers 17% employee discounts on certain branded products like data services, wireless voice services and mobile phones (Heathfield n.p) However, these discounts do not come automatic, and one must apply for them free of charge. The employee discounting program has many benefits to do with standard shipping waivers, reduced fees on upgrade and activation, as well as discounts on telecommunication equipment depending on one's commitment. Verizon does not provide information concerning its discount rates. As opposed to the percentage, it is the eligibility form that determines how much discount one will receive. This sounds a bit disadvantageous when compared to AT&T. The approach is somehow biased, and one may prove to be eligible at the expense of consuming the company products, which later on can be costly for the company (Heathfield n.p). Hence, it is difficult for an employee to determine the extent of the deductions from consuming the products of the company, making it difficult to quantify the savings (Mamorsky 37). As it appears, AT&T has a competitive advantage over rivals in as far as discounts are concerned before one joins the company. Sprint gives their employees exclusive discounts on services and merchandise from top brands, which deal in clothing, computers, gifts, and tickets. In addition, the company also offers unlimited phone calls at no cost and a 20GB tablet line (Sprint 21). Overall, Sprint offers their employees a maximum of 25% on their products and accessories. While this rate may be perceived as the highest of the three, the company does not provide a wide range of products considering it is a wireless communication company. Health plan eligibility depends on the duration one has worked with the organization. One can easily become a beneficiary of Sprint's scheme by having worked a minimum of 20 hours weekly (Sprint 14). After enrollment, one can automatically access health benefits. Employees with at least 30 working hours can enjoy premium health coverage with whole benefits. AT&T, on the other hand, the contractual agreement such as date of hire and employee status determines one's eligibility. Since all employees are qualified, the job description of an employee would determine which specific health coverage will suit the employee. Verizon's qualification becomes automatic when one gets hired. It takes 30 days for one to make health insurance application. From these three, we can conclude that Sprint's eligibility and participation benefit program is the best for new employees. It is also important to look at the financials of these companies regarding wages and salaries one gets once hired. An employee will always consider the basic salary at the first instance, to choose among different employees. AT&T provides a salary of $67,000 to $103,000 to its technical staff, bringing average pay to around about $85,000 in that category (Howe 8). Sprint's RF engineers normally receive a salary ranging from $53,000 to $95,000, resulting in an average of $ 71,000 (Sprint 18). The same position in Verizon Wireless corresponds to the Software engineer. The respective salary starts at a minimum of $69,000, and the maximum is set at $110,000. But the average pay in the Software Engineering Department is $91,000 (Varettoni 3). Going as per the salary structures, Verizon seems to give the most admirable offer. Employee turnover rate is a concern in the telecommunication industry, and companies must always prioritize to hold their employees by ensuring substantial benefits and perks are in place (Mamorsky 42). Otherwise, a company may end up losing their best employees to rivals. It is advantageous to have a lower employee turnover as it suggests high employee retention levels. In other words, the employee satisfaction levels are relatively, and this could match with more productivity. Employee turnover is not a big problem in AT&T as the turnover rate is low. This can be linked to the company's employee attractive benefits rewarding scheme which compensates lower income payments, unlike what the other companies do. AT&T has a policy of increasing benefits with the years of service as one way of rewarding loyal employees (AT&T 17). Consequently, employees have at times those working have shown greater commitment in their work to increase their benefits. Moreover, most of them have an extended stay in the company, and through their long-lived experienced, there is minimal time wastage. For Sprint, turnover is high especially for entrants. Many individuals who want to commit to the company find it challenging as they can risk losing their jobs if they take long to adapt. Sprint, therefore, must consider reviewing its training program since the six months' staff training can be a waste of time and financial resources, considering that employees can be laid off before they are one-year-old (Riverbed 17). Evidently, the company's recruitment strategies have impacted negative outcomes on employee's growth and personal development. It is for this reason that newly employed individuals do not prove proactive for fear of losing their jobs. On the other hand, Verizon capitalizes on its training program for employees to manage turnover. The company conducts training and development to build on the employees' skillset in their current positions or when they assume new roles in the organization. An employee would want to be assured of their job security before opting to join a potential employer and training programs are an integral part of these decisions (Kristal 11). Training and capacity building can help explain the increasing trends of productivity in Verizon. Health savings accounts (HSAs) and Flexible spending accounts (FSAs) assist employees to increase their current income for spending (Riverbed 10). Despite the two accounts being different, they offer substantial tax advantages for offsetting eligible expenses. Contributions to these accounts do not attract any tax; hence employees can make considerable savings. According to the Internal Revenue Service (IRS), the healthcare expenses that are eligible include prescription drugs, lab tests, hospital bills and Chiropractor visits. AT&T operates FSAs and HSAs accounts and provides reimbursements for their employees in case of eligible minor health expenses. Participating in these programs can increase the ability of the employees to afford extra out-of-the-pocket health services. Sprint FSAs operates two types of FSAs- Dependent Care FSA and Health Care FSA, to plan health services. Dependent care FSA operationalizes when eligible dependents incur minor expenses relating to the elderly care and children assistance (Riverbed 13). The maximum amount one can contribute to a Dependent Care FSA is $5000 in a year. Healthcare FSA is concerned with out-of-pocket expenditure not catered for by medical and prescription drugs plan, including deductibles; co-insurance and co-pays. With Verizon, the plans vary significantly due to a different mode adopted by their FSAs. Individual deductibles require $1950, and this amount can double when dependents are included. But, the deductibles can be paid up to $5250. Cost-benefit analysis provides an excellent measure to determine the net gains for a company (Kristal 21). For a long time, Sprint has been distributing its video content via satellite transmission. However, their software engineers have developed a better IP network, phasing -out this expense. The webcast has also served to cut the costs of providing services. In effect, this has improved remote interactions between employees without necessarily moving from their places of work. The webcasts have made communication more efficient, and traveling expenses between distant work stations have reduced tremendously. Remote on-site workers continue to receive considerable appreciation, leading to higher employee satisfaction levels (Sprint 22). Being an equal opportunity employer, an employee can opt to stay as opposed to seeking employment elsewhere. Verizon uses a well- designed training program to cut its operational costs (Varettoni 1). At the end of the training session, the recruits are expected to own high standards and competencies vital to perform their duties. The company also fosters more interactions in the course of the program. As a result, the hires become more open with the trainers and doing so; it assists in solving any potential problems as early as possible. The company stays ahead of others by continuously upgrading its critical infrastructure and hardware systems. In line with this, the employees develop strategies to innovate their skills, making them more efficient (Howe 8). In spite of having stayed in the industry long enough; AT&T has managed to secure a competitive cost package. They can afford the services of highly qualified professionals than the other two. More broadly, the company spends less when it comes to training and hiring, thereby, increasing workplace efficiency. AT&T, Sprint, and Verizon have no much difference in other benefits such as paid time off (PTO) and tuition reimbursement. AT & T offers paid time off (PTO) for eligible an employee, which includes six company-designated holidays (AT&T 14). Extra PTO will vary based on the employee's bargaining group. Sprint considers many ways of giving employees free days, including PTO, company holidays, unpaid personal absence leaves, and family medical leaves. At Sprint, an employee is eligible to commence coursework and qualifies up to $3,500 annual tuition reimbursement (Sprint 23). Verizon also gives their time off and runs a program dubbed Verizon Tuition Assistance Plan (VZ TAP) to enhance employee's personal and professional development (Varettoni 3). In conclusion, employee benefits play a significant role in retaining and attracting prospective employees to the company. A comprehensive employee benefits package need to offer a broader array of benefits. These benefits range from medical benefits such as visibility, disability, and health insurance, to flexible spending accounts, tuition reimbursement, employee discounts, time off from work and 401(K) plans on retirement schemes. The absence of these benefits coupled with uncompetitive salaries would lead to high employee turnover and eventually low productivity (Doyle n.p). The present analysis suggests the efforts the three companies use to offer a competitive employee benefits package. While there are differences in eligibility and participation, there are similarities when it comes to increasing expenditure incomes and saving for retirement. Both companies offer employees shopping discounts, though at different rates All in all, Verizon offers the most comprehensive employee benefits package of the three. Unlike AT&T, Sprint, Verizon offer good discounting and diverse saving plans for employees and dependents. Works Cited AT&T. AT&T New Hire Benefits Guide. Web. January 2017. accessed November 15, 2017 Doyle, Alison. "Types of Employee Benefits and Perks." The Balance. Web. October 17, 2017. accessed November 15, 2017 Heathfield, Susan M. "What's in a Comprehensive Employee Benefits Package?" The Balance. Web. December 05, 2016 accessed November 16, 2017 Howe, Neil. "How the millennial generation is transforming employee benefits." Benefits Quarterly 30.2 (2014): 8. Kristal, Tali. "Who Gets and Who Gives Employer-Provided Benefits? Evidence from Matched Employer-Employee Data." Social Forces (2017): 1-33. Mamorsky, Jeffrey D. Employee Benefits Law: ERISA and Beyond. New York: Law Journal Press, 2017. Print. Peterson, Dawn Denniston. "Employee Benefits." The Encyclopedia of Human Resource Management: Short Entries (2013): 68-74. Riverbed. "U.S. Employee Benefits Guide". Riverbed. Web. December 31, 2016. accessed November 15, 2017 Sprint. 2015 Benefits Summary. Web. n.d Varettoni, Bob. "Verizon builds on 2Q momentum with strong 3Q." Web. n.d. resultshttps://www.verizon.com/about/investors/protected-download/protected/59e7f057/D-0k-iUPnByeuj_8Mx4OjRvA8QFQNwlIlgZ0N5bSIHc/vzqtr3-press%20release.pdf accessed November 14, 2017 Verizon. "3Q 2017 Quarter Earnings Conference Call Webcast". Web. October 19, 2017

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• Essay on Government

Example Of Employee Benefits Essay

Type of paper: Essay

Topic: Government , Organization , Employment , Employee , Money , Disabilities , Workplace , Law

Published: 02/06/2020

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Employee benefits take part in the development and well being of organizations and individuals as a whole. This is because benefits are the only factors that link employees with the organization and also with their families. Though commonly ignored by most organizations, employee benefits are the main determinants of how well employees can be devoted to working for an organization and the quality of the services delivered. This explains why most laws have gone an extra mile to incorporate employee benefits into their laws. This is evident in the federal laws that have gone to an extra mile to incorporate these benefits into their laws. There are many categories of employee benefits that are provided by law. However, the most common ones are those that the employee is compelled by law to provide to the employees. There is also the other category of benefits that an employer willingly offers the employees as a compensation for some favor done to them or as a reward for good performance to aid motivation. Some of the benefits stipulated in the federal law include security for the workers in a social perspective, policies regarding compensation, health and retirement benefits which are however optional to the employers. However, despite the category into which a benefit falls, they all have legal consequences and tax implications. Provision of these benefits in the laws is meant to act as a guide and a protection to what can be termed as the rights of the employees. The payments for the benefits of social security that they will get in their foster years are something that has helped a lot of employees. This is an aspect that employees have benefited from the federal government. Employees can now have their futures secured with the payments and contributions they make today. There are also insurance covers which are required to be carried out by companies for unemployment cover. This is a benefit that employees gain when they are out of employment. This requirement helps employees to earn something when they are no longer in employment. When they are retired or when they are forcefully out of employment, they will have something that will support them in their lives as unemployed. With the uncertainty of job cover in today’s world, this is a requirement which helps staff to have something for these uncertain periods. There are also benefits from the federal government which has been found to benefit employees who have disabilities. These benefits help them get paid. In case they get disabled in their line of duty, they will get benefits that will cover for their upkeep. Employees may find themselves disabled in their line of duty. In this case, they will benefit from this cover as they will have something to make use of while they are in this state. This is a requirement that is useful in their difficult life of disability. There also benefits that are categorized as family and leave benefits. These are the benefits that employees get when they are on leave. There are 12 weeks that employees have to go for a leave. This is provided annually. This is a requirement that employees are required to benefit from the organization they are working. Employees also have a group health benefits that they get when they are on leave.

Paul Banfield, R. K. (2012). Introduction to Human Resource Management. London: Oxford University Press.

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Re “ Part-Time Work Has a New, Predatory Logic ,” by Adelle Waldman (Opinion guest essay, Feb. 20):

This essay resonated with me. After retiring from academia and relocating to Maine, I took a part-time seasonal position at one of Maine’s iconic retailers. The seasonal employees comprised two distinct groups.

Many, like me, were retirees whose employment was a diversion, perhaps even recreational. A way to get out of the house — and out of a significant other’s way a few days a week. The other group was consistent with the employees described in Ms. Waldman’s essay: people who needed the income and who juggled more than one part-time job, always desperate for more hours. After getting to know them, I sometimes felt guilty taking any hours for myself.

We were assigned shifts through a smartphone app. The system scheduled in two-week blocks. We could make plans only two weeks into the future unless we had used the software to list ourselves as unavailable for any upcoming day. For my group that meant no social plans beyond two weeks. For the other group, their income hung on that two-week window.

In retail environments, the seasonal, part-time sales representatives are the public face of the company. It is in employers’ self-interest to understand that and create a more supportive workplace.

I did the work for only two seasons, and then reminded myself why I’d retired in the first place. My colleagues who need the job don’t have that option.

Andrew J. Grant Scarborough, Maine

In our quest for efficiency and profitability, millions of part-time workers have become trapped in a cycle of low-quality jobs.

Beyond fair compensation, workers deserve reliable hours. Wages shouldn’t be a gamble, and every worker deserves the stability to set and achieve long-term goals, with work enabling their long-term success, never standing in their way.

At the very least, employers should provide all workers with their schedules and work locations three-plus weeks in advance and develop policies to prevent last-minute changes. They should also automatically enroll all part-time workers in a comprehensive benefits plan upon hire.

But the onus isn’t all on employers, or at least the responsibility for fixing this problem isn’t. Many companies are accountable to their shareholders, regulated by policymakers and subject to the will of their customers. And right now, we’re incentivizing them to prioritize profits over worker well-being. We can change that.

Policymakers must hold employers accountable, advocating policy changes and enforcement that protect workers’ rights. All work has value, and all workers deserve dignity on the job.

Molly Blankenship Chattanooga, Tenn. The writer is a director at the nonprofit Jobs for the Future.

I worked a store manager at one of the big companies mentioned in this article for over 25 years. To suggest that retailers could hire and guarantee the same number of hours each week of the year to anyone is not a sustainable business model. Sales and freight flow vary wildly throughout the year.

If a majority of employees are already working full time, who can be called in to take their shifts when they are sick? Would you be OK with waiting longer at checkout because I couldn’t replace an absent cashier? Fluctuating hours are part of the reality of running a retail business of any size.

My part-time staff was largely college students. Each semester I scheduled them around their changing class schedules.

We strove to accommodate our employees’ life needs while serving our business. My company offered legal counsel and psychological counseling and always stepped up when help with groceries or medication was needed, regardless of whether they were full- or part-time.

Retailers hire young, untrained and unskilled workers. They give people a place to start. A place to learn how to be part of a team. To take on greater levels of responsibility. To accept part-time employment and expect it to morph into full-time with benefits, and complain when it doesn’t, is not fair to the company.

Are there bad actors out there? Sure. But Ms. Waldman, the next time you decide to pretend to be a part-time employee, try being a retail manager instead.

Dorreen Daffer Louisville, Ky.

In the 1980s I was a branch manager in a high-end neighborhood bank in Arizona with customers who expected good service. All the tellers were full-time workers, women who had been with the bank for years, knew the customers well and were knowledgeable about bank products and services.

I received orders from higher-ups to let go of all the full-time employees and fill those positions with part-timers. Of course, that meant employees who did not know the customers well, did not stay long enough or had little incentive to really learn the products and policies, which reduced good service overall.

So thanks for the in-depth article about how employers of all types enhance the bottom line at the expense of what they call their most valuable resources — their employees.

Judy J. McDonald Phoenix

I greatly appreciated Adelle Waldman’s comprehensive article about how corporations exploit part-time workers in the name of profits. She explained how companies may pay higher than minimum wage, but then rely on part-time workers to avoid paying benefits.

However, she did not mention how taxpayers are subsidizing these employees. The largest number of employees in several states who receive Medicaid and SNAP benefits (food stamps) work at Walmart and McDonald’s .

Large corporations are making billions in profit by hiring part-time workers; maybe they can pay back the American taxpayers who are subsidizing them.

Anna Sterne Santa Barbara, Calif.

The question is how do workers force their employers to assign regular schedules with reasonable hours. And the answer is unionize.

Being part of a union means having a contract with the employer that stipulates working conditions including wages, hours, schedules, time off, benefits and more. It’s a legally binding document, and when employers renege, employees can take legal action with union backing. It levels the playing field and gives the workers, together, an advantage that a single worker would never have.

No wonder corporations like Walmart , Target and Amazon are so virulently anti-union!

Linda Ferrazzara Randolph, Mass.

Not long ago, I took a part-time job for six months, at a chain supermarket, after decades of working in stable full-time jobs. I still found this article illuminating, such as how wildly variable the workweek hours and days actually are, tempered a bit at my unionized employer. I liked my colleagues and the job, but not the demeaning management.

I would argue that unpredictable job schedules also reduce civic engagement, preventing many citizens from being a school board member or coaching a youth sports team or joining an advocacy movement. With these practices, employers are quietly undermining civic involvement.

James Racine Montclair, N.J.

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Rotary essay contest leads to benefits for sixth graders.

Last week I had a volunteer opportunity, one that was well suited to my work with the printed word.

I helped to judge the local Rotary International essay contest for sixth graders from Marshall Middle School. I’ve judged it several times in the past five years, and each time I’ve been impressed with the writing skills of students.

An eight member committee composed of Rotarians and high school seniors judged a total of 24 finalist essays this year. They were all good. Everybody would have gotten at least a B-plus if I’d have had to give letter grades. There would have been many A’s.

The essays are based on Rotary’s Four-Way Test, a way of judging ethics in various situations. It asks the questions is it the truth, is it fair to all concerned, will it build goodwill and better friendship and will it be beneficial to all concerned.

The students were assigned to apply the four-way test to something in their lives or to a situation they experienced.

My personal favorite among all the essays was based on how the writer helped a little boy fix his sand castle after her sister knocked it down on her way to the water.

It stood out as a real act of kindness. She could have just decided that the little boy needed to act like a grown up and rebuild it himself. Instead she went out of her way to help.

It was also an interesting example of family dynamics. Her sister didn’t get in trouble for knocking over the castle, but she learned from the praise the writer received from her parents that it’s good to be considerate of others.

The other essays featured a wide range of topics. Some students talked about school activities like volleyball and dance. Others talked about having little brothers and sisters.

Several essays focused on cultural diversity. They explored whether our society is fair and beneficial to people from diverse racial and ethnic backgrounds.

Judging the essays leads me to have faith in our students and their teachers. All 24 finalists had a good command of the English language. Very few of them lost any points for spelling, grammar or punctuation errors.

The content of each entry indicated to me that the sixth graders also have very good interpersonal skills. Their application of the Four Way Test points to good critical thinking ability.

When we think in generalities it’s easy to conclude that communication skills aren’t as strong anymore. Technology gets heavy emphasis in eduction. Keyboarding is now taught in the lower elementary grades.

I never used a typewriter until I took a summer typing class in high school. I’m glad that my earlier learning experiences focused on real books and real activities. Still I liked having some exposure to computers starting in fifth grade. The Oregon Trail was one of my favorite games

It’s good to have events like Rotary’s essay contest to make us look beyond general perceptions. Clearly many of our young people are capable. They know how to express themselves.

Rotary members give over an hour of their time in the middle of a school day to serve as judges. It benefits the students, but it’s also an advantage for Rotarians.

It allows of for interaction with children and teenagers. When they see us serving as volunteers, it offers an incentive to consider someday joining a Rotary club.

I’m looking forward to next Wednesday when contest winners will be presented with awards. They’ve earned the recognition. Writing is a valuable skill that needs emphasis in many different classes. It’s a skill that should be developed and reinforced.

— Jim Muchlinski is a longtime reporter and contributor to the Marshall Independent.

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Applications for US Unemployment Benefits Dip to 210,000 in Strong Job Market

The number of Americans signing up for unemployment benefits fell slightly last week, another sign that the labor market remains strong and most workers enjoy extraordinary job security

A hiring sign is seen outside of a barber shop in Northbrook, Ill., Tuesday, March 12, 2024. On Thursday, March 28, 2024, the Labor Department issues the latest weekly report on first-time applications for unemployment benefits. (AP Photo/Nam Y. Huh)

NEW YORK (AP) — The number of Americans signing up for unemployment benefits fell slightly last week, another sign that the labor market remains strong and most workers enjoy extraordinary job security.

Jobless claims dipped by 2,000 to 210,000, the Labor Department reported Thursday. The four-week average of claims, which smooths out week-to-week ups and downs, fell by 750 to 211,000.

Overall, 1.8 million Americans were collecting unemployment benefits the week that ended March 16, up 24,000 from the week before.

Applications for unemployment benefits are viewed as a proxy for layoffs and a sign of where the job market is headed. Despite job cuts at Stellantis Electronic Arts, Unilever and elsewhere, overall layoffs remain below pre-pandemic levels. The unemployment rate, 3.9% in February, has come in under 4% for 25 straight months, longest such streak since the 1960s.

Economists expect some tightening in the jobs market this year given the surprising growth of the U.S. economy last year and in 2024.

The U.S. economy grew at a solid 3.4% annual pace from October through December, the government said Thursday in an upgrade from its previous estimate. The government had previously estimated that the economy expanded at a 3.2% rate last quarter.

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The Commerce Department’s revised measure of the nation’s gross domestic product — the total output of goods and services — confirmed that the economy decelerated from its sizzling 4.9% rate of expansion in the July-September quarter.

“We may see initial claims drift a bit higher as the economy slows this year, but we don’t expect a major spike because, while we expect the pace of job growth to slow, we do not anticipate large-scale layoffs,” wrote Nancy Vanden Houten, the lead U.S. Economist at Oxford Economics.

Copyright 2024 The  Associated Press . All rights reserved. This material may not be published, broadcast, rewritten or redistributed.

Tags: Associated Press , business , labor

America 2024

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Early Careers: Pharmacy Benefits Consulting Intern (University) – Chicago – Summer 2024

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Employment-based non-immigrant visa sponsorship and/or assistance is not offered for this specific job opportunity now or in the future.

The Business

Create your future. Our Health and Group Benefits business helps large and mid-size clients control soaring health and welfare plan costs, improve health outcomes and promote employee engagement through broad-based, state-of-the-art interventions. We provide solutions encompassing creative plan design, vendor evaluation and management, pricing and funding strategies, data analytics, valuation support, legal compliance and governance strategies. We also provide specialty consulting services including clinical/health management program design, pharmacy solutions, disability/absence management strategies and claims audit services.

Explore an opportunity. Pharmacy consulting is a unique specialty unit within Health & Group Benefits, whose main goal is to transform the business model and management processes for pharmacy benefit programs and re-establish employer control over cost, quality and delivery effectiveness. It leverages our pharmacy expertise to help employers manage their pharmacy benefits.

Love your work. As a Pharmacy Intern, you will work beside some of the industry’s top consultants in the largest pharmacy benefit consulting practice in the US, while you progress toward becoming a thought leader of the future.

You will have immediate exposure to real client assignments which will draw on your imagination and creativity as well as your ability to analyze data, draw conclusions and present results. These experiences will help build your technical knowledge and overall industry expertise.

While the internship is mainly in the summer, there may be opportunity to continue supporting some projects during the year on a part time basis.

Your main responsibilities will be as follows:

• Partner with consultants and team members to evaluate pharmacy solutions that could improve patient care, manage costs and provide access.
• Answer clinical questions, research disease conditions and treatments, and write up recommendations.
• Analyze and compare vendor products, services and contracts
• Progress towards a Doctor of Pharmacy degree at Midwestern University or similar program with a minimum overall GPA of 3.2
• Work experience that demonstrates strong technical and/or client service skills (prior experience in a pharmacy)
• Excellent oral and written communication skills
• Excellent Microsoft Office skills, particularly in PowerPoint
• Position is hybrid (in the office at Willis Tower with some remote days, and your working hours are 8:30 am – 4:30pm
• Accepting applications from candidates that graduate with a Doctorial degree in June 2025
• Able to work legally in the United States indefinitely and without Visa sponsorship

The Application-Interview Process:

Step 1: Online application, including resume/CV

Step 2: Online assessments and Video Interview

Step 3: Virtual Interview with business

Step 4: Offer and on-boarding

Recruiting tips:

WTW specializes in preparing for the unknown. Here’s how to get ready for the big day: https://careers.wtwco.com/hints-and-tips/

EOE, including disability/vets

Financial Center Client Service Representative

Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities and shareholders every day.   One of the keys to driving Responsible Growth is being a great place to work for our teammates around the world. We’re devoted to being a diverse and inclusive workplace for everyone. We hire individuals with a broad range of backgrounds and experiences and invest heavily in our teammates and their families by offering competitive benefits to support their physical, emotional, and financial well-being.   Bank of America believes both in the importance of working together and offering flexibility to our employees. We use a multi-faceted approach for flexibility, depending on the various roles in our organization.   Working at Bank of America will give you a great career with opportunities to learn, grow and make an impact, along with the power to make a difference. Join us! Job Description: This job is responsible for providing a positive client experience that leads to improved client satisfaction. Key responsibilities include processing transactions accurately and efficiently in a challenging environment while simultaneously introducing products and services that meet the client needs. Job expectations include ensuring clients are quickly connected to the appropriate teammate in order to meet the needs and execute against the Life Priorities Strategy and educating clients on conducting simple transactions through self-service technologies. Responsibilities: • Executes the bank's risk culture and strives for operational excellence • Drives the client experience • Grows business knowledge and network by partnering with experts in small business, lending, and investments Required Qualifications: • Is an enthusiastic, highly motivated self-starter with a strong work ethic and intense focus on results, acting in the best interest of the client. • Collaborates effectively to get things done, building and nurturing strong relationships. • Displays passion, commitment and drive to deliver an experience that improves our clients’ financial lives. • Communicates effectively and confidently, and is comfortable engaging all clients. • Has the ability to learn and adapt to new information and technology platforms. • Will follow established processes and guidelines in daily activities to do what is right for clients and the bank, adhering to all applicable laws and regulations. • Is comfortable asking clients about their financial goals and introducing services and products that will meet their needs. • Has a minimum six months of client service experience in financial services, retail sales or another results-driven environment. • Has a minimum of six months of experience offering solutions and services based on the client’s needs. • In lieu of six months of client service experience, has previously completed the Bank of America financial center internship program. • Can be flexible to work weekends and/or extended hours as needed. Desired Qualifications: • Experience in financial services and knowledge of financial services industry, products and solutions. • Six months of cash handling experience. • Experience working in an environment with individual and team goals where goals were routinely met or exceeded. Skills: • Active Listening • Adaptability • Attention to Detail • Collaboration • Customer and Client Focus • Client Experience Branding • Client Solutions Advisory • Referral Identification • Relationship Building • Conflict Management • Account Management • Business Development • Business Acumen • Critical Thinking • Emotional Intelligence

Hours Per Week:

Weekly Schedule:

Referral Bonus Amount:

Hours Per Week: 

Learn more about this role

Music in background throughout]

[Employee greeting a client in the Financial Center.]

At Bank of America, I get to make a difference every day.

On screen copy:

Client Service Representative

Assist, solve, and direct clients who come into the financial center

As a Client Service Representative, my job is to assist and solve problems for clients who come into the Financial Center and direct them to new banking solutions.

My team does everything we can to ensure all Bank of America clients receive excellent client care.

[Employees interacting in a meeting and listening to a manager presentation.]

My job is pretty special. Not only do I handle multiple types of transactions, clients trust me to help guide them through financial decisions, balance risk and identify new solutions.

[Employee helping customers]

Part of helping my clients succeed is making sure they know about the technology they can be using in their daily lives.

Identify a client who can benefit from using a new digital banking solution

It’s my job to identify a client who could benefit from using a new digital solution and direct them to someone who can help.

Occasionally, the demands of my job can be overwhelming and sometimes I work weekends and/or extended hours when needed, but seeing my regular clients makes it all worth it.

Genuine, one-on-one coaching from my manager

I get one-on-one coaching from my manager, who is genuinely invested in my success.

There is a lot of potential for growth in this role — whether you want to be promoted to a leadership position or moved to another department.

Trained by the award-winning Academy at Bank of America

[Employee taking an online course.]

I was set up for success from day one with the onboarding and training I received through Bank of America’s award-winning Academy. There was dedicated support, dedicated training time and hands-on coaching.

The Academy at Bank of America

Dedicated Support

Dedicated Training Time

Hands-On Coaching

The Academy’s defined career paths and ongoing development opportunities are what have enabled me to thrive in my career.

I am grateful to work for a company that promotes inclusion and understanding.  Regardless of where we come from or who we are, everyone I work with feels like they belong here.

Competitive Benefits

-        Paid Time Off

-        Tuition Reimbursement

-        401(k)

-        Health, Dental & Vision

-        Career Planning

-        Child Care Reimbursement for Income-Eligible Employees

There are a ton of great benefits including paid time off, competitive pay and even tuition reimbursement.

And at the end of the day, I never have to bring work home with me.

I know Bank of America is invested in helping me reach my full potential, so I can help my clients reach theirs.

We all have goals. Pursue yours at Bank of America.

Bank of America ® logo

Learn more: bankofamerica.com/Careers

On screen disclosures:

Bank of America and its affiliates recruit and hire qualified candidates without regard to race, religion, color, sexual orientation, gender, gender identity, age, national origin, ancestry, citizenship, protected veteran or disability, or any factor prohibited by law, and as such affirms in policy and practice to support and promote the concepts of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. We also prohibit discrimination on other bases such as ancestry, medical condition, or marital status under applicable laws. Candidates must possess authorization to work in the United States, as it is not the practice of Bank of America to sponsor individuals for work visas.

Bank of America, N.A. Member FDIC. ©2023 Bank of America Corporation.

[End of transcript]

MAP-6091868 Exp-05/14/25

JR-24012165

Manages People: No

California pay range:

$ 23.00 - $ 24.50 hourly pay, offers to be determined based on experience, education and skill set.

Predictable pay

This role is compensated with a base salary and is not incentive eligible.

This role is currently benefits eligible . We provide industry-leading benefits, access to paid time off, resources and support to our employees so they can make a genuine impact and contribute to the sustainable growth of our business and the communities we serve.

Street Address

Primary location:, important notice: you are now leaving bank of america.

By clicking Continue, you will be taken to a website that is not affiliated with Bank of America and may offer a different privacy policy and level of security. Bank of America is not responsible for and does not endorse, guarantee or monitor content, availability, viewpoints, products or services that are offered or expressed on other websites.

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