One of the major arguments employed by employers throughout the country is that they must offer fringe benefits because if they don’t, then they are not legally able to deduct the costs of benefits from their tax returns. These employers argue that workers and employees are entitled to some or all of the fringe benefits outlined in the Americans with Disabilities Act (ADA). The contention is that employers cannot deny their employees access to these benefits based on pre-existing medical conditions. According to the ADA, employees must have “a reasonable accommodation” for their health needs if they are experiencing a disability that prohibits them from doing the jobs they would normally do. In the past, courts have typically found that an employer cannot legally deny coverage or benefits to an applicant because of pre-existing health conditions.
Employee fringe benefits and employer benefits in form include different kinds of non-cash compensation offered to employees as well as their regular wages or salaries. For example, an employee may be reimbursed for mileage expenses, meals and related services every time they are driving to work. Another common form of employer-sponsored benefit is vacation paid time. Instances in which an employee exchanges regular wages or salary for any other type of fringe benefit is usually referred to as a “pay for performance” or “performance pay.”
Benefits may also be available for a specific, defined period of time. An example of this would be a benefit granted to an employee upon completion of an eligible program. Programs generally last from a few months to a year, but there are some companies that offer long-term benefits. These types of fringe benefits are referred to as “lifetime income guarantees.”
However, some employers and employees believe that these benefits are just a nice perk that employees are given at the beginning of a work relationship, and they do not expect anything in return. Some may think that if you give your employees’ fringe benefits, then you can simply get more of them in the future. However, if you provide a company with such a service, it is very likely that the company’s reputation will improve over time, and the benefits provided will more than pay for themselves. It is true that an employee who receives benefits may tend to have more complaints when they are not provided for by the company, but this is usually true of all employees, not just new hires. If the benefits provided are very useful to the employee and do not negatively affect performance, the benefits are usually viewed as something positive and will not be viewed negatively.
When deciding whether or not to provide fringe benefits, it is important for an employer to consider all of the benefits that could be included. Many benefits are very expensive, and it is not always practical to provide them to every employee. Also, some fringe benefits may not actually increase an employee’s efficiency or productivity.
Whether or not to offer any fringe benefits to an employee is ultimately decided by the employer and the employee. The benefits that you choose to offer must benefit both you and your employees, and they should be something that the employees are likely to use. If you feel that your company does not need these benefits, it is better to leave them off. However, if you feel that they are an important part of your business, and you want to ensure that your employees are treated fairly, then you may want to include them in your benefits packages.