MANAGEMENT

OF
FRINGE
BENEFITS
Definition: Fringe benefits are those monetary and non-monetary
benefits given to the employee during and post-employment period which
are connected with employment but not to the employees contributions to
the organization.

For example, we could receive a benefit when we:

1) are provided with a cheap loan.

2) are provided with free private health insurance.
Fringe benefits are compensations made to an employee
beyond the regular benefit of being paid for their work. Some
fringe benefits are fairly standard, such as offering a few days
of sick time or paid vacation time. Others can be significantly
greater, and more rare. Key executives in large companies
might also enjoy fringe benefits like use of time-share
condominiums, paid continuing education, use of a company
jet, use of a company credit card, discounted or free health
club memberships, and a significant amount of paid vacation.
Main Features

They are supplementary forms.

They are paid to all employees.

They are indirect compensation.

They help raise the living conditions.

They may be statutory or voluntary.

OBJECTIVES OF FRINGE BENEFITS

The view point of employers is that fringe benefits form an important

part of employee incentives to obtain their loyalty and retaining them.
The important objectives of fringe benefits are:

1.To create and improve sound industrial relations

2.To boost up employee morale.

3.To motivate the employees by identifying and satisfying their

unsatisfied needs.

4.To provide qualitative work environment and work life.

5.To provide security to the employees against social risks like old age
benefits and maternity benefits.

6.To protect the health of the employees and to provide safety to the
employees against accidents.

7.To promote employee’s welfare by providing welfare measures like

recreation facilities.

8.To create a sense of belongingness among employees and to retain them.

Hence, fringe benefits are called golden hand-cuffs.

9.To meet requirements of various legislations relating to fringe benefits.

Need and importance of fringe benefits

 To Retain the Employees

 Employee Demands

 To Motivate Performance

 As a social security

 Trade Union Demand

 Hazards of Industrial Life

 Skill shortage
Types of Fringe Benefits

1. For Employment Security :

Benefits under this head include unemployment, insurance,

technological adjustment pay, leave travel pay, overtime pay, level for
negotiation, leave for maternity, leave for grievances, holidays, cost of
living bonus, call-back pay, lay-off, retiring rooms, jobs to the
sons/daughters of the employees and the like.

2.For Health Protection:

Benefits under this head include accident insurance, disability

insurance, health insurance, hospitalization, life insurance, medical
care, sick benefits, sick leave, etc.
3.For Old Age and Retirement:
Benefits under this category include: deferred income plans, pension,
gratuity, provident fund, old age assistance, old age counselling ,
medical benefits for retired employees, travelling concession to retired
employees, jobs to sons/daughters of the deceased employee and the
like.

4.For Personnel Identification, Participation and

Stimulation:

This category covers the following benefits: anniversary awards,

attendance bonus, canteen, cooperative credit societies, educational
facilities, beauty parlour services, housing, income tax aid, counselling,
quality bonus, recreational programs, stress counselling, safety
measures etc.
Advantages:
Employer advantages:

 Boost employee's morale and pride in the company.

 Helps attract and retain better qualified employees.

 Provides high risk coverage at low costs easing the company's financial
burden.

 Improves efficiency and productivity as employees are assured of security for

themselves and their families.

 Premiums are tax deductible as corporation expense, which means savings

with quality coverage.
Employee advantages:

 Provide tax benefit to the employees.

 Peace of mind leading to better productivity as employees are assured

of provision for themselves and families in any mishap.

 Employees with personal life insurance enjoy additional protection.

 Confidence in company's employee benefit schemes boost staff morale

and pride in company.
Disadvantages:
 For small employers, fringe benefits will cost more. Also, they have
less choice in drafting their worker’s retirement or health plan
because of administrative costs.

 The cost of health insurance coverage is steadily rising in the US,

making it less affordable to most employers especially in tough
economic times.

 The more benefits a company will provide, the higher the

administrative fees will cost.

 Employers may face lawsuit (usually on the basis of discrimination) if

they fail to provide fringe benefits to all workers or exclude someone
from receiving this.
CONCLUSION

Basically, a fringe benefit is a benefit provided to an

employee or an associate (for example- family, spouse
and children) because of his employment.

Fringe benefits provide output in terms of employee loyalty

and cooperation, employee welfare and create
organizational image.
THANK
YOU