Dale should consider the salaries of the consultants as salaries of expatriates because they are US citizens working of a US company and hence their wages should include core compensation such as base pay and standard employee benefits. When determining the salaries of consultants Dale should consider the way domestic workers are paid back home, the way local workers are paid in the host country as well as the inflation level and come up with a base salary that encompasses the three determinants. In addition to that, the wages should consider the expenses of the consultants, for example, taxes, housing and utilities, and goods and services.
Jenkins should offer the expatriates incentive compensation in the form of hardship allowance. The expatriates go through a difficult time in their work and living like adverse physical challenges for example climate as well as poor health conditions which often make them sick. In addition to that, the workers are willing to relocate from the comfort of their homes to go and handle the assignments and for this reason, they are entitled to mobility premiums. Compensations in the form of foreign service premiums also encourage the expatriates to manage their tasks competently. Additionally, Jenkins should offer additional benefits to the expatriates such as travel reimbursements, leave of home benefits, relocation benefits, and allowances, relaxation and education reimbursements for their dependents. Doing so will give them the motivation to work considering that their assignment takes them far from home. Besides, the International Assignment terms recommend changes in the compensation plans especially if the workers are to be gone for over a year, such changes bring about comfort and enhance stability for them.
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Provision of effective communication about employee salary is crucial as it enables employees to know what they are working for. For instance, contingent employees, who do not possess specific contracts for the employees need to know what benefits are rightfully meant to be given to them by the firm as stated by the law. For this reason, their employers should clarify the benefits such individuals are entitled to which reduces confusion and possibly lawsuits when the employees feel that they did not receive benefits equivalent to the services they offered. Effective communication is also vital as it eradicates some concerns from the workers' unions. In the recent past, there have been some concerns about employees exploiting overworking workers and paying them less. Moreover, part-time workers often being overlooked, denied their benefits and denied promotion opportunities. Therefore, communication about their salaries and wages makes it easier makes the employees feel safe and motivated knowing the benefits that await them at the end of the assignment.
Flexible work schedules such as flextime, telecommuting and compressed worksheets benefit the employer and the employees as well because work is often finished on time and the employee does not feel exhausted in the end. Unions advocate for healthy working conditions for all workers which include flexible timeframe and matching salaries and benefits to the amounts of work. Telecommuting allows the employees to work from home which reduces stress and overworking. Similarly, in flextime arrangement and compressed worksheets, the number of hours are counted weekly and not daily which means the employees are freer with a few hours of personal rest daily which prevents exhaustion. On the other hand, employers require the assignments handled competently, so they try their best to maximize the comfort of their workers. Some flexible work schedules like flextime promote retention of workers for the employer, reduces absenteeism and also leads to higher productivity.
On the other hand, the employees experience some setbacks of these flexible schedules. For example, employers have difficulty in coordination of the workers, and there are increased costs of management. Furthermore, telecommuting inhibits employee’s interaction and makes it hard for employers to assess work performance.
