Benefits and Compensation

Survey Results: Telecommuting Policies and Dress Codes

[For the beginning of the survey report, go here.]

Telecommuting

Formal telecommuting guidelines are in place and employees are required to sign a formal agreement for 23.8%. An allowance to cover employee expenses for setting up telecommuting at their home is provided by 33.1%, 40.3% reimburse telecommuting employees for monthly Internet connections, and 54.2% reimburse for telephone expenses.

Offering telecommuting to employees brings:

When asked how satisfied with their telecommuting arrangements they are, 27.5% indicated they are very satisfied, 31% are somewhat satisfied, 32.3% are neutral, 7.4% are somewhat dissatisfied, and 1.9% are very dissatisfied.

Dress Codes

Dress-down days are offered by 72.7%, but only for employees with no customer contact for 15.6%. Friday casual is the norm for 74.8%, but only on or near holidays for 14.8%. Dress-down is a reward for performance or fundraising for 10.5%.


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Survey Participants

Organizations with up to 250 employees account for 61.6% of our survey participants and 22.6% have 251 to 1,000 employees. Another 15.7% work in organizations with more than 1,000 employees.

Of the participants responding to our survey, 45.9% have a workforce with 25% or fewer exempt employees. Another 22.6% have a workforce that is 26% to 50% exempt and 23.2% have a workforce with more than 50% exempt employees. Unions represent nonexempt employees at 21% of our survey participant employers and exempt employees at 12.6%.

Privately held for-profit organizations are represented by 59.6% of survey participants and privately held nonprofits account for 22.1%. The public sector makes up 18.2%. Industries include manufacturing (17.7%); health care and social assistance (14.3%); finance and insurance (10%); and professional, technical, and scientific services (9.6%). Educational services represent 6% of our survey participants and retail trade accounts for 3.3%.

Our 2,032 survey participants include those in staff positions (15.5%), supervisors (5.2%), manager level (57%), and VP or above (22.3%).

Perks are one way to build loyalty, and variable pay and incentives are the other way. How’s your incentive program doing? If you’re like most companies, it’s a little tired. Time to jumpstart it? Fortunately, there’s timely help in the form of BLR’s new webinar— Variable Pay: Using Incentive Compensation to Boost Performance Beyond the Merit Pay Process.

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Variable pay, in the form of annual incentives and bonus opportunities, can provide the differentiation that truly rewards your outstanding employees, without adding to annual fixed costs. Properly designed, these plans provide the motivational effect needed to push performance upward. But, as the economy improves and your top performers are starting to look around for their next big opportunity, you need something that will get their attention and encourage them to reengage.

This webinar will help managers and HR executives understand the benefits of moving toward a variable pay structure within the total rewards process. Through examples and scenarios, our experts will help you adopt this alternate compensation method and improve your employees’ motivation and, ultimately, your company’s performance. Join us on May 20 for an in-depth webinar on how to design and implement your variable pay structure, so you can figure out what’s working and how to adjust what’s not working.

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Incentive pay—always hard to hit the mark. Join us for an interactive webinar, Variable Pay: Using Incentive Compensation to Boost Performance Beyond the Merit Pay Process. Earn 1.5 hours in HRCI Recertification Credit. Register Now or Find Out More


Participate in this interactive webinar and you’ll learn:

  • An overview of merit-based pay, entitlement, and variable pay, and why the latter is important to keeping the best talent in today’s workforce
  • Tactics for getting your top management on board with a shift to a variable pay structure
  • How to align variable pay to goals through a meaningful goal-setting process
  • How to discern and communicate an effective “line of sight” between variable pay and results that works for all levels of employees
  • Trends in variable pay that are really working to drive increased performance
  • The different kinds of variable pay structures, and how to determine what kinds of pay structures work well for different organizations
  • How to evaluate your variable pay structure to know what’s working and how to adjust what’s not working

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Tuesday, May 20, 2014
1:30 p.m. to 3:00 p.m. (Eastern)
12:30 p.m. to 2:00 p.m. (Central)
11:30 p.m. to 1:00 p.m. (Mountain)
10:30 a.m. to 12:00 p.m. (Pacific)

Approved for Recertification Credit

This program has been approved for 1.5 credit hours toward recertification through the Human Resource Certification Institute (HRCI).

Join us on May 20—you’ll get the in-depth Variable Pay: Using Incentive Compensation to Boost Performance Beyond the Merit Pay Process webinar AND you’ll get all of your particular questions answered by our experts.

Find out more

Train Your Entire Staff

As with all BLR/HRHero® webinars:

  • Train all the staff you can fit around a conference phone.
  • You can get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow each segment of the presentation.

Find out more

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