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Performance measures might be milk production over a particular period, annual profit, or incidence of mastitis. Bonuses A review of student retention factors stand in place of award requirements for rates of pay but can be considered when putting in place a workplace agreement.
Share of young stock as incentive A common incentive for farm employees is to be given a share of the young stock that are raised each year.
The stock can stay on the farm and be treated as part of the herd with ownership remaining with the employee.
Over time, the employee can build up a significant asset that provides a start for his or her own herd. Always have an exit clause in any stock bonus incentives. It is difficult to predict the future and problems may occur when ownership of stock is involved and an employee is leaving.
Pay milkers a percentage of the premium milk payment as incentive bonus Another common incentive is to pay milkers a bonus which is a percentage of the premium milk payment that is credited to the proceeds due to quality of milk.
This gives an incentive to keep focused on quality as it has a direct impact on the bonus.
For example, the number of cow deaths may be related directly to the age of the herd or the transition cow management strategy. If the employee is unable to influence these factors, then no matter how much attention is given to cows at calving the employee will have little impact on death rates.
Gratuities A gratuity is a payment to an employee without conditions or qualifications attached to it. For example, on retirement an employee may be given a certain sum in addition to other entitlements simply in recognition of the work that he or she has performed for the business.
From a legal perspective, despite their title, in most cases they will be classified as casual employees and be entitled to some employment benefits including award or state WA minimum wages. Workers compensation laws vary between states and territories. Share farmers should check with their workers compensation insurer as each situation may be different.
Back to top Other benefits Although remuneration is mostly thought of as wages, the value of accommodation, a car, telephone, gas or electricity allowances, meals or milk and any other benefits can be considered when putting together a total package. Benefits cannot take the place of minimum award rates of pay and entitlements, or state WA or federal minimum rates of pay and entitlements but they may be used as part of the calculation for over award payments or payments which are over the minimum rate of pay.
Residential tenancies laws All states have residential tenancies laws and some apply to accommodation on farms where the accommodation is not a part of the wider lease of the farming property.
These laws lay down notice periods for ending the tenancy, whether bonds can be collected, how much can be charged, and rules regarding repairs and inspections.
Some states require written agreements with specific terms. Breaches of these laws attract fines. Whilst residential tenancy laws can protect both the tenant and the landlord, the notice periods for ending the tenancy can be problematic when an employee is dismissed and accommodation has been part of their remuneration package.
It can be particularly problematic if the employee is dismissed summarily for misconduct. Notice periods will continue to apply usually 60 days up to days and the only avenue the farmer will have to reduce the period is to go to one of the tenancy tribunals and make an application on the grounds of hardship.
Usually accommodation is excluded as are farm vehicles over 1 tonne but advice should be sought from an accountant before including such benefits in a remuneration package or workplace agreement. For more information, visit the Australian Taxation Office Back to top Superannuation Superannuation is not technically part of the employment remuneration package as, apart from a number of exceptions,all employers must pay superannuation for all employees.
However, some employers choose to pay an increased rate of superannuation to attract employees and in this case, superannuation may form part of the remuneration package.
Back to top Building a package to attract the right person Once you have determined the relevant minimum amounts of remuneration required by law and any other benefits which you may be able to provide you can begin to work out a package.
In some circumstances it may be more straightforward to work out a package for full-time employees that includes a flat rate of pay taking into account overtime and penalty rates.
If you want to attract the right people you need to match market pay rates. The market rate is, more often than not, above the minimum rate of pay. For instance, the face value of a wage for a dairy farm employee may not appear to be attractive compared with other industries.
However, when the total package is measured you may be surprised at its value to the employee.Retention is a complex topic that research has shown has many different variables that factor into he equation. Pop and Colby () pointed to a number of internal and external factors that affect a students persistence.
Hattie's updated effect size list of influences across all areas related to student achievement. Keeping Quality Teachers The Art of Retaining General and Special Education Teachers Making the Case for Teacher Retention.
Content created by Office for Human Research Protections (OHRP) Content last reviewed on February 16, State Board of Higher Education meetings are held at University System campuses throughout the year. Conference call meetings originate from the NDUS office, 10th floor of the state Capitol, Bismarck.
Systematic review on large-scale agile transformations analyzing 52 papers. • We identify 35 reported challenges in 9 categories, and 29 success factors in 11 categories.