Reference no: EM13787733

Compensating an Employee on a Foreign Assignment

In a 2-3 page Word document, create a detailed benefit plan and wage structure for a newly designed employee that is now required to complete a work assignment as an expatriate employee to a country of your choice. You can use the job description you used for your course project for this assignment (which I have enclosed.) Be sure to include the following:

Base Salary - MUST BE DETAILED

Equalization Benefits Tax Issues

Incentives

Compensation Plan - Individual and/or Team- MUST BE DETAILED

An evaluation process to ensure that appraisal system and compensation is reviewed on a scheduled time frame- MUST BE DETAILED !!!

For this project I have attached a previous job description and benefit plan that I created for this course that should be used to help assist with the detailed befnefit plan and wage structure for an employee to a county of your choice.

Benefit Plan
Shannon Davison
Rasmussen College

Duties and tasks: Provides support in functional areas of human resources including but not limited to recruitment and employment, personnel records, relations, job evaluation, compensation management, benefits administration, organization development, training, AA/EEO, and individual projects. The HR specialist will be involved in daily HR activities in support of assigned facilities. The specialist assists in the development and implementation of human resources policies and procedures. Prepares reports in conformance with organization needs or legislated requirements
Environment: Most of the activities will be office-based, it is only on rare occasions such as training will the specialist be out of the office.
Equipment: The specialist will require office furniture and file cabinet because he/she will be involvedin a lot of record keeping and paperwork. Extensive knowledge of Windows and Microsoft Office with a proficiency in Excel and Microsoft Word is required.
Relationships: The specialist will be required to have great deal of communication skills because of the supervision tasks. The individual should have interpersonal skills to handle confidential and sensitive documentation and situations. Ability to define problems, collect data, establish facts, and draw conclusions.
Requirements: A Bachelor's degree in personnel management, human resources or business administration, plus three years of human resources experience or equivalent degree.
The most important asset ND Bakken Oil Company is its people. Keeping your employees happy in the workplace can make ND Bakken Oil Company a stronger, unwavering force within your industry. ND Bakken Oil Company is committed to attracting, retaining, developing and motivating employees toward the achievement of business results, the building of organizational capability. We support this philosophy through integrated programs, processes and workplace practices designed to create partnerships between the organization, its employees and our stakeholders.
ND Bakken Oil Company's total rewards strategy calls for a program supporting our corporate vision, mission and business strategies. There are six key elements to ND Bakken Oil Company's Total Rewards Program:

• Base salary

• Benefits

• Work-life balance

• Development and career opportunities

These total reward elements establish the basis for ND Bakken Oil Company to be competitive within the labor markets in which we compete for talent, while representing business strategy, organizational culture and human resource strategy.
ND Bakken Oil Company is committed to attracting, retaining, developing and motivating employees toward the achievement of business results, the building of organizational capability and the creation of stakeholder value. We support this philosophy through integrated programs, processes and workplace practices that are designed to create partnerships between the organization, its employees and its stakeholders - a total rewards approach. Our total rewards strategy supports an environment where talented, innovative people want to work with strategic objectives to be market competitive, recognize individual performance and reward business results.

LONG-TERM HEALTH CARE STRATEGY

The lifestyle choices employees make can affect their health and quality of life today and in the future. These lifestyle choices also affect the cost of health care.
ND Bakken Oil Company's Long-Term Health Care Strategy is designed to help manage rising health care costs by supporting employees and their families in living a more healthy life. As health care costs continue to increase, ND Bakken Oil Company is committed to providing opportunities and resources for employees and their families to manage their health, creating a healthier culture at ND Bakken Oil Company's, and supporting our wellness initiatives.

HEALTH MANAGEMENT PROGRAM

At ND Bakken Oil Company our employees are our greatest asset! We recognize that our employees' good health is a critical factor in our continued success. For this reason, ND Bakken Oil Company partners with Heath First to administer our health management program. Based on individual responses to a Health Risk Questionnaire (HRQ), a personalized health report offers each participant personal health information, risk factors and tools for personal health improvement.

Behaviors such as smoking, poor diet, and lack of exercise are some of the factors that increase a person's risk of health problems. Knowledge of these risks helps change behavior, and the health report helps identify any risk areas that may need attention. The HRQ provides a scientific way of turning intuitive knowledge into measurable odds.

A Health Management Incentive (HMI) is offered to reward individuals for actively managing their health by completing the health management program each year. ND Bakken Oil Company believes so strongly in "healthy living" that the cash incentive is offered to all regular employees, even those who do not enroll in ND Bakken Oil Company's medical plan. The focus on making healthy choices is not only for employees, but extends to their families. The HMI for 2013 is $1,000. If an employee chooses to participate, the incentive will be paid based on eligibility and timely completion of the requirements for each phase of the program.

WELLNESS COMMITTEES

ND Bakken Oil Company believes in providing employees with tools and resources to help make healthy lifestyle choices. The Wellness Committees include employees who represent various departments, act as wellness advocates and are responsible for building interest and participation in wellness efforts at ND Bakken Oil Company.

The Wellness Committees' objectives are to foster an environment that offers healthy lifestyle choices, encourage employees and their families to move to a higher level of health and wellness, and provide tools and resources to support ND Bakken Oil Company's wellness themes.

The Wellness Committees sponsor events around these themes. Employees' lifestyle choices directly affect ND Bakken Oil Company's bottom line. We encourage employees to make the choice to participate in and support ND Bakken Oil Company's wellness initiatives.

NEFITS SUMMARY
INSURANCE PLANS - ELIGIBILITY AND COVERAGE LEVELS
All regular employees scheduled to work at least 20 hours per week are eligible for benefits. Benefits become effective on the first day of the month following an employee's hire date, unless noted otherwise.
For the medical and dental plans ND Bakken Oil Company's offers three coverage levels: Employee Only, Employee Plus One dependent and Employee Plus Two or More dependents (Family). Employee contributions for medical and dental premiums are made through payroll deductions with pre-tax dollars. Employee contributions for medical and dental premiums are made through payroll deductions with pre-tax dollars.
ND Bakken Oil Company offers a choice of three medical plans administered by HealthAmerica: The Core, the Optional and the Consumer Choice.
The Core Medical Plan
This plan allows participants to go to any doctor or hospital. The plan pays 80% of eligible medical expenses after an annual deductible of $300 per person. The plan pays up to the reasonable and customary amount for a particular expense in a location. Once medical expenses reach the annual out-of pocket maximum of $2,000 per person, the plan pays 100% of the eligible expenses for the remainder of the year. Participants continue to pay costs related to prescription drugs.

The Optional Medical Plan
This plan is a Preferred Provider Organization (PPO) plan that allows an employee to see any doctor, but provides greater benefits when providers are in the HealthAmerica network. Once expenses reach the annual out-of-pocket maximum of $500 per person, the plan pays 100% of the eligible expenses for the remainder of the year. Participants continue to pay costs related to prescription drugs.
Consumer Choice Medical Plan
This plan is per person. Once medical expenses reach the annual out-of-pocket maximum of $2,500 per person, the plan pays 100% of the eligible expenses for the rest of the year. Participants continue to pay costs related to prescription drugs. It has a higher deductible than the other two plans, but also offers incentives such as low premiums, free generic drugs and fitness club reimbursements. It is a PPO plan that allows you to see any doctor you choose, but provides greater benefits when you see providers in the HealthAmerica network. The plan pays 80% of eligible medical expenses after an annual deductible of $500.
TUITION REIMBURSEMENT PROGRAM
ND Bakken Oil Company provides tuition benefits because we believe there is value and a return on investment when employees continue their education. ND Bakken Oil Company encourages continuing education, career development and specialized training that increases professional effectiveness and knowledge on the job and prepares employees for career changes. ND Bakken Oil Company's Tuition Program is designed to help pay for educational expenses related to a degree program.

Regular full-time or part-time employees who complete course work at an approved and properly accredited educational institution may be reimbursed for the cost of tuition, lab fees and books. Regular full-time employees are eligible for up to $10,500 in tuition assistance per calendar year. Part-time employees are eligible for up to $5,250 in tuition assistance per calendar year. Regular full-time or part-time employees hired to work an average of at least 20 hours per week become eligible for this program after six months of employment.