Mandatory and Voluntary Benefits

1. 1 Mandatory and Voluntary Benefits Legally Required Benefit Programs Social Security Program The Social Security program is a federal government program that provides financial assistance to eligible individuals in the event of retirement, disability, or death. The program is funded through payroll taxes and is mandatory for all employers and employees. Eligible employees can receive benefits in the form of retirement payments, disability payments, and survivor benefits. The program is administered by the Social Security Administration (SSA). In addition to the traditional benefits provided by the SSA, supplementary benefits are available to certain individuals (U.S. Department of Labor, 2021b). For example, individuals who are blind or have a severe disability may be eligible for additional payments through the Supplemental Security Income (SSI) program. The Social Security program also benefits-eligible dependents of retired or disabled individuals, such as children and spouses. The program is designed to provide a safety net for individuals who may not have the financial resources to support themselves in the event of retirement, disability, or death (Gajarawala & Pelkowski, 2021). However, the Social Security program has come under scrutiny recently due to concerns about its long-term solvency and the potential for benefit cuts. Nevertheless, it remains a vital program for millions of Americans and continues to play an important role in helping to ensure the financial security of older Americans (U.S. Department of Labor, 2021a). The Social Security program also helps reduce poverty and support economic mobility. The social security program is vital to the American social safety net. It will continue to be a significant source of financial support for many Americans in the future. The Family Medical Leave Act (FMLA)

2. 2 The Family Medical Leave Act (FMLA)is an important federal law that helps ensure employees have access to time off for certain medical and family reasons. Employers with 50 or more workers must comply with the regulation, which mandates that they give qualified workers up to 12 weeks of unpaid leave annually. Employees may use FMLA leave for various reasons, such as the birth or adoption of a child, caring for a spouse, child, or parent who has a serious health issues, or in case of serious health condition of the employee (U.S. Department of Labor, 2021a). This leave is important as it allows employees to take time off to care for themselves or their loved ones without fear of losing their job. The Fair Labor Standards Act (FLSA) The Fair Labor Standards Act (FLSA) is a federal law that establishes vital protections for employees in the private and public sectors. The law establishes minimum wage, overtime pay, and child labor standards that employers must abide by (O'Quinn, 2019). The law sets a standard minimum wage rate that employers must pay to eligible employees, which helps to ensure that employees are paid a fair wage for their work. The law also sets standards for child labor, designed to protect the health and welfare of children under 18. This ensures that children are not being used for labor under hazardous conditions. This is important as it helps protect employees' rights and ensure that they are treated fairly by their employers. The law also provides certain exemptions for certain types of employees, such as executives, administrative, professional, outside sales employees, and certain computer employees. Furthermore, the law also provides for record-keeping requirements for employers to maintain accurate records of hours worked by employees and to post the required notice of the law at the workplace.

3. 3 Discretionary Benefit Programs 401(k) Retirement Plan A 401(k) plan is a retirement savings plan offered by many employers to their employees. These plans allow employees to save money for retirement on a pre-tax basis and typically include a company match. These strategies are discretionary, meaning employers are not required to offer them. Still, they can be a valuable tool for employees to save for retirement and for employers to attract and retain employees. A 401(k) plan is an excellent way for employees to save for retirement, as their contributions are made on a pre-tax basis, which can result in significant tax savings. The employer can also offer a matching contribution, meaning the employee can double their retirement savings (Wittwer et al., 2022). Additionally, offering a 401(k) plan can be a great way for employers to attract and retain valuable employees. However, it is important to note that a 401(k) plan is discretionary, meaning that employers are not required to offer them. Employees should be sure to research and understand their employer's plan to maximize the value of their retirement savings. Health Insurance Many employers offer health insurance as a benefit to their employees. These plans can include medical, dental, and vision coverage and can be provided as a group or individual plan. Health insurance plans are discretionary, meaning that employers are not required to offer them, but they can be a valuable tool for employees to access healthcare and for employers to attract and retain employees (Social Security Administration, 2021). It also helps keep employees healthy and productive as they have access to healthcare services when needed. This also helps to reduce absenteeism and increase employee satisfaction.

4. 4 Employee Assistance Program (EAP) An Employee Assistance Program (EAP) is a confidential counseling and referral service many employers offer their employees. These programs provide employees with assistance and support for personal and work-related issues, including counseling, legal and financial assistance, and more. EAPs are discretionary, meaning that employers are not required to offer them, but they can be a valuable tool for employees to access support and for employers to promote employee wellness. EAPs can also help reduce employee stress and improve overall mental and emotional well-being, leading to increased productivity and job satisfaction. EAPs can be an invaluable resource for employees seeking help dealing with personal or professional issues. These programs provide confidential counseling and referrals that can help employees get the resources they need to address issues affecting their well-being. In addition, EAPs can also help in areas such as legal and financial assistance and more. Employers who offer EAPs to their employees will find that their employees are better able to effectively handle work-related issues, leading to increased productivity and greater job satisfaction. Moreover, these programs can help to reduce stress and improve mental and emotional well-being, allowing employees to focus better on their duties and succeed at their jobs. Ultimately, providing an EAP can be a great way for employers to demonstrate their commitment to their employees' well- being and ensure that their workplace is a safe and healthy environment. Tuition Reimbursement Many employers offer tuition reimbursement as a benefit to their employees. These programs may include partial or full reimbursement for tuition, books, and other related expenses for employees pursuing higher education (Social Security Administration, 2021). Tuition reimbursement is discretionary, meaning that employers are not required to offer it, but it can be a

5. 5 valuable tool for employers to attract and retain highly educated employees. In addition, tuition reimbursement can be used to develop and strengthen the skills of existing employees. Employers can use tuition reimbursement to encourage employees to broaden their knowledge and expertise, which in turn can help the employer stay competitive (Balkin & Werner, 2023). It can also motivate employees to stay with the same employer longer and give them an incentive to continually develop their skills. Tuition reimbursement can be a great way for employers to invest in the long- term success of their employees and their business.

6. 6 References Balkin, D. B., & Werner, S. (2023). Theorizing the relationship between discretionary employee benefits and individual performance. Human Resource Management Review, 33(1), 100901. Gajarawala, S. N., & Pelkowski, J. N. (2021). Telehealth benefits and barriers. The Journal for Nurse Practitioners, 17(2), 218-221. O'Quinn, T. M. H. (2019). 4.3 Family Medical Leave Act (FMLA).Compliance Toolkit: U.S. Department of Labor, Wage and Hour Division. Retrieved from https://www.dol.gov/agencies/whd/fmla Social Security Administration. (2021). What is Social Security? Retrieved from https://www.ssa.gov/pubs/EN-05-10024.pdf U.S. Department of Labor. (2021a). Fair Labor Standards Act (FLSA). Retrieved from https://www.dol.gov/agencies U.S. Department of Labor. (2021b). Family and Medical Leave Act (FMLA). Retrieved from https://www.dol.gov/agencies/whd/fmla Wittwer, S., Sager, F., & Huegli, E. (2022). Does voluntary cooperation in member state implementation require top‐down steering? The case of regional policy in Switzerland. Governance, 35(2), 457-475. IvyPanda. (2018, July 16). Community Service: Mandatory or Voluntary? https://ivypanda.com/essays/community-service/