A social security Act was signed on August 14, 1935 by President Roosevelt into law. The new Act also created a social insurance program meant for paying the retired workers who are at the age of 65 years and above ongoing income even after their retirement. According to most Americans, Social Security is the best defense mechanism against poverty, when the person can no longer work due to age or else a disability.
Social Security programs were started because of the increased susceptibility of poverty after modernization and movement of people to the urban centers became a trend. Initially, people used to live in the agrarian-focused lifestyles, that is, most people used to work in the land hence providing for themselves food as well as basic need (Feldstein & Liebman, 2012) . Later on, most of the population adopted the wage-earning lifestyles, that is, working for a salary or wage. Most of the worker was living without a pension plan, and therefore when they became old or disabled to keep working, there was not any secure net of the residual income or even resources from the extended family to offer them support. This created the idea of Social Security programs which could help in such situations.
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By most recent reports which have been provided by the Social Security Act(SSA) officials, the benefits which are usually like paid out to the retired members by the Social Security retirement program will be paid than what is paid into the trust fund beginning in the year, 2020. The finance can protect the loss in the trust fund till the year 2035. Afterward, the benefits will be minimized to range between 70% and 80%of what is paid now (Orszag &Stiglitz, 2010) . However, this issue can be solved by either increasing the amount of money which goes to the trust fund or reduce the number of funds which are being paid from the trust fund. Additionally, the disability trust fund is currently in worse shape. This is because it has been using a lot of money in paying out the benefits, as opposed to the amount it gets from the taxes. The disability insurance was estimated to collapse by the end of 2016, but the Congress passed an Act in 2015 to briefly support the funds for a few years (Gruber & Wise, 2011) . However, if reforms will not be undertaken as soon as possible, in the next few years the disability trust fund will be extinct, and then, the SSA will now be able to disburse only around 75%-80%of the current disability benefits.
In my opinion, Social Security programs are significant and therefore each, and every individual who is working should try and get some membership. Most of the times, individuals retire in their jobs when they no longer work in any other place and therefore, staying at home is the only option they have. If such people do not like the pensions, poverty will kill them because they do not have any other source of income. However, with the benefits, they will not feel much difference apart from lazing about in their home and some monotony. Additionally, such people may die because of stress if they end up relying on their family members after retirement because they will start adopting something they had not been used to doing. The disabled people if they fail to follow up on the Social Security programs while they are still working, the might eventually die of pain or even call for assistance from their friends for them to get their hospital bills paid because they cannot do anything for themselves. However, the future of the Social Security programs is not promising because the amount of amount which is obtained is very low compared to the amount given. The appropriate measure should be put in place to the secure the future of these Social Security programs because they are crucial in everyone's life. All workers should be taught the importance of these programs as well as how they can go about the process of attaining membership.
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There are minimum standards set forth by the law regarding the services and coverages which companies should offer to their employees. In addition to the benefits which are usually provided by the law, our company offers an extra advantage. This is because we do feel socially responsible to our employees and therefore we opt to give them a bit more of what is demanded by the law as a way of acknowledgment. These benefits are at our discrete, and we normally cover them under the labor agreement. Our company presents the staff with group medical insurance plans which are meant to assist them in their health care costs.
The following benefit programs are carried out in my company which is meant to motivate us as the workers to do our best in our daily to daily activities in our workplace. First of all, we do provide our workers with health insurance coverage (Buck et al., 2013) . Most of our plans usually offer coverage for hospitalization visits to primary care physicians, emergency care as well as visits to specialists. Our employees who usually work at least 30 hours per week are provided with more health care as motivation and favor too. Examples of the extra health care include vision care, dental care, wellness and also prescription.
Under the dental care plan average, our company offers insurance that pays a certain percentage of the cost incurred in the dental treatment and care. The policy of our company states that our dental coverages cover a range of treatments and the basic procedures which include the routine teeth cleaning which takes place after every six months (Gibbons, 2010) . The other basic services which we do cater to our dental insurance are bridgework, dentures, emergency pain relief and wisdom teeth removal. We do calculate the actual benefits of our dental care plans based on Usual, customary and reasonable(UCR) fees.
Moreover, we do provide our employees with monetary reward incentives, specifically for the workers have good performance and industrious as well. Examples of these incentives are profit sharing plans, paid time off, cash awards and employee stock options. The additional monetary incentives offers are mid-year and end-of-year rewards and the annual or semi-annual bonuses. The company also acknowledges employees for accomplishing their work (Haisley et al., 2012) . Some of the recognition awards we do offer to our employees are awarding ceremonies and public announcements. We also give them an opportunity for the employee granted to make a choice of when they want to be given the next assignment and request them to mentor the others. We usually do this as a way of encouraging the other employers to do their best for them to rewarded too hence creating a competitive environment in our work place. This also enables the employees to make maximum use of their skills thus making them better worker and improving their responsibility. Please, do not underestimate the power of a sincere, simple thank-you for a job well done.
The company still offers rewards and incentives through the employee assistance programs. Such programs enable the worker to have a balance between home life and work by providing support the mental of the worker and their physical well-being. For instance, we do offer programs on guidance and counseling which make our employees aware of how they can cope with stress, substance abuse and family issues (Buck et al., 2013) . We also encourage a healthy and active lifestyle for our employees by giving them discounts for them to join fitness centers through the employee assistance programs. We do understand that a vast population of our employees are parents and they have families and to be specific, kids to take care of every day. Therefore, our company has a program which helps the parents in finding daycare and also other activities for their children.
References
Buck, T., Bruce, A., Main, B. G., & Udueni, H. (2013). Long term incentive pays and UK company performance. Journal of Management Studies , 40 (7), 1709-1727.
Feldstein, M., & Liebman, J. B. (2012). Social security. Handbook of public economics , 4 , 2245-2324.
Gibbons, R. (2010). Piece-rate incentive schemes. Journal of Labor Economics , 5 (4, Part 1), 413-429.
Gruber, J., & Wise, D. (2011). Social security programs and retirement around the world in Research in Labor Economics (pp. 1-40). Emerald Group Publishing Limited.
Haisley, E., Volpp, K. G., Pellathy, T., & Loewenstein, G. (2012). The impact of alternative incentive schemes on completion of health risk assessments. American Journal of Health Promotion , 26 (3), 184-188.
Orszag, P. R., & Stiglitz, J. E. (2010). Rethinking pension reform: Ten myths about social security systems (pp. 17-56). Institute for the Study of Labor.
