fit is good so are the chance of a pay increase.). 8.The size of the organization(The hourly pay of workers at companies with more than 500 employees tends to be greater than pay of workers at smaller companies., and 9.Employees tenure performance( In most cases, an employees rate of pay increased with each year worked at an organization) (ChuckIIIs.com). Although the above factors are important influences on the design of an organizations compensation system, flexibility is becoming a key consideration. The traditional approach to paying people for their work reflected a time of job stability when and employees pay was largely determined by seniority and job level.The compensation Delphi employees differ and vary according to each plants contract and union involvement. The Vandalia plants operate under Local Union 87/United Steelworkers of America AFL-CIO/CLC. Under the contract we are entitled to a fairly nice compensation package. Our package includes: Defined Contribution Plan, Life and Disability Benefits, Health Care Program, Income Security Plan ,Vision, Dental Profit Sharing Plan, Person Savings Plan, Cost of Living Allowance, Holiday Pay, Independence Week Shutdown, Shift Premium, union Security, Vehicle Purchase Program, Call in Pay, Bereavement Pay, Jury Duty, Performance Bounces and Grievance Procedures. After a three month probationary period employees are entitled to some of these benefits. After a year of employment every employee should receive the entire benefits package. Since no benefits plan is going to satisfy all employees, growing companies should strive for flexibility, When you select plans, change providers, add benefits or make other alterations. Organizations should be sensitive to employees lifestyles and demographic( these factors make a difference in preferences for health coverage and financial services). For example, an older worker might care more about the cost of hospital stays ...
