本篇文章主要講的是適合小型企業的策略，這種策略特別適合小型企業，因為當涉及到一流員工的吸引力時，它為小型企業提供了相對於不那麼靈活的組織和大型組織的競爭優勢。員工，最初也是為兼職工作而僱傭的，往往不得不轉變他們對全職工作的偏好，這為他們提供了作為兼職工作的優勢，反過來可以激勵他們留在他們身邊，除非全職就業機會出現(Alamanda , 2013)。本篇論文代寫行情文章由澳洲論文人EducationRen教育網整理，供大家參考閱讀。
Such a strategy is specifically intelligent for smaller businesses as it provides small firms with a competitive benefit over less flexible organizations and large organizations when it comes to top-notch employee’s attraction. Employees, also initially hired for part time work often have to end up transforming their preference to positions of full time which offers them the advantages as part-times which can in turn motivate them for staying with them unless full time employment opportunities are arising (Alamanda, 2013).
Within the United States itself, there does not exist any federal law that ensures that businesses will offer particular benefits of fringing to full time employees or the part time ones not does there exist any full time or part time work based legal decision. Therefore the decision is really up to the employer itself. If one decides offering benefits to part time workers, the initial step lies in setting a minimum hours number each week or each month which should be worked so as to be qualifying in nature. It is common to work for 24 hours every week. Defining, next the part time employee’s requirements through determination of several months they should be over their job prior to they are gaining eligibility for the advantages.
In the domain of insurance for health, it is essential for employers to determine how much contribution for employees will be needed from the part time employees (Alamanda, 2013). Usually, employers are permitted to need high contributions from employees who are part timers than who are full times. Insurance companies also, might have needs with regard to the number of part timer’s hours at work who should work in order to have eligibility for the respected coverage wherein 20 hours each week is the bare minimum need.
With reference to the health care and retirement plans, the retirement income act for security of employees dictates that employees who are working for 1000 hours or higher each year should be inclusive in all retirement and health care plans qualifying for them inclusive of the plans for 401 k offered for the same workers as well.