Cafeteria plans are becoming more popular in the workplaces due to several reasons. First, they offer flexible benefit plans to both companies and employees. Importantly, cafeteria plans facilitate a better understanding of work-force diversity ( Poór et al., 2018) . In other words, the plans address the wide variation in the benefits and needs of all the employees. Therefore, the employees are free to make choices regarding benefits that meet their needs at personal levels and adjust their choices freely every year as the needs change. It is observed that most people stay with pets before getting married, and the pets become a part of them. Pawternity leave is a trend that allows employees to express their needs and show care for their pets at all times. Since the cafeteria plan reduces costs and allows employees to save some cash before taxation, the cafeteria plans allow employees to care for their pets. Pets often lack insurance cover. A cafeteria plan allows employees to save money that can be of great importance when a pet needs care.
In my opinion, the greatest value that cafeteria plans offer to employees is the facilitation of cost control. First, cafeteria plans ensure that money is not spent on benefits that employees do not need or want ( Poór et al., 2018) . For instance, I opine that when an employee wants to spend money by having his pet insured, organizations should provide the required financial support. As outlined under the Pawternity benefits, organizations that do not allow pets in the workplace can support employees through benefits such as pet insurance, pet bereavement leave and time off to take pets off for medication. These are some of the areas the employees want their money to be spent. The greatest benefit of an organization is the maintenance of good relations with employees. When employees' needs are cared for and allowed to make choices regarding their pets, family members, and programs in which to spend their money, peaceful cohesion is established, and employees understand better why they come to work ( Foreman et al., 2017) . The peaceful cohesion leads to organizational profitability and sustainability in the long run.
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Based on the information provided, I opine that businesses should have more freedom to determine their workers' safety standards. It is observed that OSHA mainly provide protection cover to private employers and their employees ( Snell et al., 2015) . Besides, OSHA does not have a clear understanding of various working conditions in organizations or states. Furthermore, OSHA does not have common and concise strategies for addressing various workplace issues such as increased temperatures or workplace injuries. OSHA has shown ineffectiveness in the area of providing care to critical issues at an organization level. My opinion is that OSHA should be expanded in its capacity to establish federal program policies. States can develop effective workplace health and safety plans based on various workplace conditions. It is noted that the federal OSHA lacks specific standards that cover heat illness prevention. Therefore, employers are left to protect workers from predictable serious hazards in the workplace, which include heat-related issues.
Federal OSHA has no strategies to assist in addressing the issue of workplace violence. Besides, OSHA does not offer appropriate solution strategies to workplace issues such as job stress, depression and burnout ( Snell et al., 2015) . These are critical issues that affect employee's morale, their commitment and the general organization performance. Unfortunately, Federal OSHA is not better positioned to monitor all organizations and identify employees who are already suffering from such situations. The organization managers have the best ability to notify employees who are either depressed, ill or stressed up. Thus, organizations can set a favourable working environment. Because managers are in close contact with employees than OSHA, I opine that organizations should be given more authority to determine employees' safety standards.
References
Foreman, A., Glenn, M., Meade, B., & Wirth, O. (2017). Dogs in the workplace: A review of the benefits and potential challenges. International Journal of Environmental Research and Public Health , 14 (5), 498. https://doi.org/10.3390/ijerph14050498
Poór, J., Kovács, I. É., Mázásné, H. D., Mack, Á., & Fehér, J. (2018). Flexibility benefits - Cafeteria plan. How the characteristics of the firms affect the system cafeteria plan in Hungary. Journal of Eastern European and Central Asian Research , 5 (1). https://doi.org/10.15549/jeecar.v5i1.190
Snell, S., Morris, S., & Bohlander, G. W. (2015). Managing human resources . Cengage Learning.
