Employee fringe benefits and perks in modern form include various forms of non-wage compensations offered to employees as well as their regular wages or salaries as an add-on. In most cases where an employee trades wages for any form of bonus, advantage or perk it is usually referred to as a “pay out” or “cash out” scheme. While this is a common practice, there are limits to what can be taken into consideration under these circumstances and certain benefits cannot normally be availed of. Other times an employee may receive additional payments for professional or business advice. These are all fringe benefits that can be enjoyed by employees as an add-on or as an official part of their employment contract.
It should be noted that most employers will not make any legal obligations with respect to employee’s fringe benefits unless specifically covered by the employment agreement. There is however a general expectation that employees will enjoy some or all of these incentives. There are times where the employer will pay out a set amount of money as a fringe benefit. In some cases the employer will reimburse the employee for any expenses they incur while on leave. This can be viewed as a sort of retention bonus or a company policy meant to maintain good relationships between employees and their employers.
When an employee receives any form of fringe benefits, it is often thought of as a source of income or a perk which is to be enjoyed by all employees. This is however not always the case. Many employees become accustomed to receiving these perks and are then disappointed when an opportunity arises to use that money in another way. With some employers, the rules may change slightly so that the employee does have to actively promote themselves to make any difference.
All employers need to decide whether they want to encourage workers to promote themselves or whether they want to limit that practice. Many employees will take the time to actively promote themselves to raise their value and get more opportunities. This often gives employees the extra incentive they need to succeed. Others may not feel that the rewards are worth the effort. In this case, they should not feel bad about not taking advantage of the benefits.
An employee should never feel pressured to accept a promotion or a raise into a larger role with the employer. They should also never be talked into accepting a benefits package if they do not want it. If an employer starts a conversation with an employee about a benefits package that they are considering, then it is best to hold off on accepting it. The employee should never feel pressured or asked for an immediate response. The employer should never tell an employee who wants to stay with them that they are the only person who can speak to that particular employer about the benefits package because that employee could be told by the boss later that it is a company policy for employees to accept any promotion into their role.
A good way to get ahead of other employees when getting into a new position is to make sure the first interview is not a job interview but rather an informational interview where the employer asks a lot of questions that will help determine if the potential employee is the right fit for the company. The employee should never feel as if the information given to them is being judged. The employee should always feel comfortable and not be concerned about the direction the employer is taking with the interview or benefits package. If the employee feels as if they are being talked down to or made to feel foolish, they should not stay with the company. The fringe benefits offered by companies are something that should not be overlooked when interviewing new employees.