Examples of salary in the following topics:
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- Employee benefits are any form of compensation provided by and paid for in whole or in part by the organization, excluding wages or salaries.
- Salary packaging (also known as salary sacrifice or salary exchange) is a term used to refer to the inclusion of employee benefits in an employee remuneration package in exchange for giving up part of monetary salary.
- Salary sacrifice is also commonly used to fund the introduction of flexible benefit plans in the United Kingdom.
- Items commonly salary packaged include vehicles (either a company car or through a novated lease), mobile phones, and laptop computers.
- Salary packaging (also known as salary sacrifice or salary exchange) is a term used to refer to the inclusion of employee benefits (also called fringe benefits) in an employee remuneration package in exchange for giving up part of monetary salary.
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- A salary is a form of renumeration paid periodically by an employer to an employee, the amount and frequency of which may be specified in an employment contract.
- From a business point of view, salary can be deemed as the cost of acquiring human resources for running operations and is then termed personnel expense or salary expense.
- In accounting practice, salaries are typically recorded in payroll accounts.
- Today, the idea of a salary continues to evolve as part of a system of all the combined rewards that employers offer to employees.
- Explain each part of a total rewards system including salary, benefits, incentive pay, and an employee stock option (ESO)
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- G&A represent expenses to manage the business, such as salaries, legal and professional fees, utilities, insurance, depreciation, etc.
- Administration: Executive salaries and general support and all associated taxes related to the overall administration of the company.
- Examples include rent, electricity, communications, office supplies and furniture, executive salaries, etc.
- General overhead is commonly called "general and administrative expense," or "G&A," or simply "overhead. " G&A includes office rent, heat and air conditioning, electricity, phones/broadband, computer equipment, software, office supplies, furniture, executive and administrative salaries and expenses, outside accounting fees, legal expenses, subscriptions, advertising, non-job insurance, and similar items associated with operating your business (i.e., just about every expense that would continue even if you had no jobs under construction).
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- A promotion can involve advancement in terms of designation, salary, and benefits.
- The amount of salary increase associated with a promotion varies between industries and sectors, and depends on what parts of the hierarchical ladder an employee is moving.
- In some industries or sectors, there may be only a modest increase in salary for a promotions; in other fields, a promotion may substantially increase an employee's salary.
- In some industries, the promotion only changes the title and salary, and there are no additional benefits or privileges (beyond the psycho-social benefits that may accrue to the individual).
- In some not-for-profit organizations, the values of the organization or the tightness of funding may result in there being only modest salary increases associated with a promotion.
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- Companies should have well-designed base salaries.
- Depending on work performance, many companies reward their employees without affecting base salary.
- Some US companies select to announce salary ranges.
- For example, for each position American Express posts the market pay ranges so that its employees can compare them with their salaries.
- Some companies disclose the formula and the factors they may use to calculate salaries, such as education and experience.
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- Companies who offer these types of work-life perks seek to raise employee satisfaction, corporate loyalty, and worker retention by providing valuable benefits that go beyond a base salary figure.
- Fringe benefits are also thought of as the costs of keeping employees other than salary.
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- According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work such as minimum salary levels or safe and pleasant working conditions.
- Instead, dissatisfaction results from unfavorable assessments of such job-related factors as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions.
- Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions) that do not give positive satisfaction, though dissatisfaction results from their absence.
- These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary.
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- For example, if an employee was given a salary increase but a peer was given a larger salary increase for the same amount of work, the first employee would evaluate this change, perceive an inequality, and be distressed.
- However, if the first employee perceived the other employee being given more responsibility and therefore relatively more work along with the salary increase, then the first employee may evaluate the change, conclude that there was no loss in equality status, and not resist the change.
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- Based on this, both Charlie and Lucy should receive equal salaries as they are doing what is considered "substantially equal work. "
- According to the Bureau of Labor Statistics, women's salaries vis-à-vis men's have risen dramatically since the EPA's enactment, from 62% of men's earnings in 1970 to 80% in 2004.
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- Keeping it simple, Bob and John both draw salaries of $94,200 (which is the Social Security Wage Base for 2006, after which no further Social Security tax is owed).
- Employee salaries are subject to FICA tax (Social Security & Medicare tax) --currently 13.3 percent--(4.2% Social Security paid by the employee; 6.2% Social Security paid by the employer; 1.45% employee medicare and 1.45% employer medicare).