Payment in Terms of Annual Salary

Compensation and its Importance

Compensation is defined as the remuneration or reward received by an employee in exchange for service or labor performed by any institution or organization. Compensation may indicate the worth of an individual's abilities and capabilities for some, while it may reflect the return on the training or educational qualification gained for others. Because of its importance, compensation management is a major concern for both companies and employees worldwide. Workers, understandably, want to be compensated as much as possible for the effort or service they provide, but bosses want to reward or pay as little as feasible. As a result, compensation can cause friction between bosses and employees in a business. Compensation management provides a plan for tactical remuneration strategies that mirrors the pay strategies and company culture while consenting cost, control and cost effectiveness. The most common forms of compensation used by employers are hourly salary and annual wages. Other forms of compensation that ca be used include commissions, overtime, allowance, and benefits. Fair Labor Standard Act include state or federal laws that protect employees from unfair payment, for example, in the US different wage laws have been put in place. Recently the minimum federal wage per hour is $7.25 for most states while some states such as California have a minimum hourly wage of $ 10.50.<\/p>

Payment in Terms of Annual Salary

An annual salary is the main method of payment for most companies and additional high-end jobs and higher level employees. A salaried worker receives payment or compensation on an annual amount, referred to as a salary. A salary can be divide between different pay periods as established by the firm, for example salary can be on monthly basis. Some salaried workers are offered employment contract. Employees are paid depending on overall salary and not depending on the number of hours worked or productivity. Salaried employees can also receive other forms of compensation such as overtime, bonuses, or commissions which are different from salary. In the New York Times magazine there are a number of jobs that pay annually, for instance, editorial assistant ($33,608), graphic\/multimedia editor ($62,009), and youth worker \u2013 Willow Avenue Family Residence ($32,204) (New York Times Jobs).<\/p>

Flexibility and Security Provided by Annual Salary

These jobs offer annual salary because it offers more noteworthy Flexibility. Because bosses put more noteworthy accentuation on comes about instead of the time it takes to achieve them, salaried specialists may appreciate more noteworthy adaptability in their work routines. The manager may not be excessively concerned in the event that you come in late or duck out early once in a while, as long as you are finishing your work on time. Contingent upon the business and the idea of the business, you may even have the capacity to set up a consistent work routine that best suits your way of life. A salaried specialist is one who gets a foreordained yearly base pay. Salaried specialists are viewed as excluded, which means they are not secured under the Fair Labor Standards Act. Thus, they are commonly ineligible for specific advantages, for example, extra minutes pay. Notwithstanding, salaried laborers appreciate certain focal points over their hourly partners.<\/p>

Security and Benefits of Annual Salary

Annual salary provides security. A salaried worker is relied upon to put in the work important to take care of business. He for the most part has a larger number of duties than an hourly worker and frequently gets higher profit. A salaried-absolved worker is one who is excluded from the Fair Labor Standards Act's additional time pay necessities. To acquire this exclusion, the worker must meet the Fair Labor Standards Act wage as well as occupation obligations test. This incorporates most expert, authoritative and official workers who are paid on a compensation premise. These workers for the most part have more potential for work development than an hourly laborer and have a constant flow of wage that they can anticipate every payday. Remarkably, now and again, a salaried worker does not meet the Fair Labor Standards Act absolved necessities and is in this way nonexempt. For this situation, he is qualified for his compensation and additional time, if worked.<\/p>

Advantages and Deductions of Annual Salary

Limited Deductions: Unlike an hourly worker, who does not get pay for quite a long time that he is missing, unless he has advantage days\/hours to cover the time allotment, a salaried worker gets his full pay for halfway day unlucky deficiencies. In particular, the business pays for the whole day regardless of the possibility that she takes a half-three-day weekend. The business can deduct compensation just in specific cases, for example, abuse of advantage days, unpaid suspension and unpaid leave taken under the Family Medical Leave Act (FMLA). The business deducts compensation just in entire day increases. So if a salaried worker takes three and a half days off, the business deducts for three days as it were.<\/p>

Full Pay and Stability for Salaried Employees

Salaried employees receive full pay. An hourly worker's compensation can change each payroll interval, since her installment depends on hours worked. She may, for instance, work forty hours one week and 32 the next week. A salaried worker gets her full pay paying little respect to the measure of hours or days she works. The main special case is if an admissible deduction applies, or in the event that she doesn't play out any work in the weeks\u2019 worth of work. In the last case, the business does not need to pay her for that week. The business pays full pay, regardless of the possibility that no work is accessible. For whatever length of time that the worker is proficient, prepared and willing to work, she should get her full compensation.<\/p>

Payment in Terms of Hourly Salary

Hourly wages are remunerations that an employee receives for each hour worked. Hourly workers do not have a contract, and are only paid depending on the number of hours worked. The employer decides the hours an employee can work weekly. The hours that employees work are documented and later verified by the employer before paying. Most employees who work on hourly basis are often part-time employees, and they might have varied rates of pay and benefits. For example, if an employee has an hourly wage of $9.25 and works for 30 hours in a week, then their weekly wages would be $277.50. Examples of hourly paid jobs in New York Times magazine include office assistant at New York Film academy with a wage of $15\/hour, customer service representative ($16.29\/hour), and construction worker ($17.19\/hour) (New York Times Jobs). There are many reasons employers preferred paying for these jobs hourly rather than annually as discussed in the following paragraphs.<\/p>

Exact Pay and Considerations for Hourly Paid Workers

Employers are able to offer exact pay to employees. Salaried workers generally get a settled measure of pay each payroll interval. Much of the time, paying little heed to the quantity of hours or days worked you should pay full pay. Regardless of the possibility that the worker takes a fractional day away from work, you should pay full compensation for that day. Hourly workers are paid for the correct measure of hours they work amid the payroll interval; accordingly, on the off chance that they take halfway days off and don't have advantage days to cover the hours, you don't need to pay them for the time taken. Further, in the event that you have low maintenance workers, it is more practical to pay them on an hourly premise as opposed to pay.<\/p>

Classification and Simplification for Hourly Paid Workers

Considerations can be offered to hourly paid workers. Despite the fact that remarkable, a worker can be salaried and nonexempt. This happens when the worker does not meet the Fair Labor Standards Act's criteria for absolved order. Before changing salaried workers to hourly, check with the state work office for arrangements that may apply. By and large, gave the worker is nonexempt and in this manner fits the bill for additional time, changing a worker from pay to hourly or the other way around does not by and large reason an issue since she's qualified for extra minutes in any case and is likely paid by hours worked. Notwithstanding, if she's excluded and you more than once change her from pay to hourly, it might be seen as you endeavoring to bring down her wages.<\/p>

Classification of Hourly Workers and the Benefits<\/h3>

Decreases Classification: The Fair Labor Standards Act is the government law that sets the arrangements concerning whether a worker is excluded from extra time. By and large, salaried workers are absolved. To fit the bill for the exclusion, a business must experience the careful procedure of guaranteeing that the worker meets Fair Labor Standards Act and relevant state necessities. A worker is normally nonexempt until the point when turned out to be absolved; much of the time, hourly workers are nonexempt and meet all requirements for additional time. Changing pay workers to hourly frees you of ensuring that the individual workers meet the Fair Labor Standards Act's absolved criteria, which incorporates the pay level, pay premise and employment obligations tests.<\/p>

Laws that Determine Level of Compensation<\/h2>

There are numerous government, state, and federal work and assessment laws that effect remuneration. These laws characterize certain parts of pay, impact how much pay a man may get, and shape general advantages designs.<\/p>

The Fair Labor Standards Act (FLSA)<\/h3>

The Fair Labor Standards Act (FLSA) is likely the most vital bit of pay enactment. Entrepreneurs ought to be altogether acquainted with it. This demonstration contains five noteworthy compensation laws overseeing the lowest compensation permitted by law, additional time pay, square with pay, recordkeeping prerequisite, and tyke work, and it has been changed on a few events throughout the years. Most of the controls set out in the Fair Labor Standards Act impact non-excluded workers.<\/p>

The Equal Pay Act<\/h3>

The Equal Pay Act of 1963 is a change to Fair Labor Standards Act, which precludes contrasts in remuneration in light of sex for men and ladies in a similar work environment whose occupations are comparative. It does not preclude rank frameworks, justify frameworks, or frameworks that compensation for execution, and it does not consider excluded or non-absolved status.<\/p>

Other Laws that Impact Compensation<\/h3>

What is more, the United States government has passed a few different laws that have had an effect, in somehow, on remuneration issues. These incorporate the Consumer Credit Protection Act of 1968, which manages wage garnishments; the Old Age, Survivors, Disability and Health Insurance Program (OASDHI), which shapes the reason for most advantages projects; the 1974 Employee Retirement Income Security Act (ERISA), which controls annuity programs; and usage of joblessness protection, approach business, laborer's comp, Social Security, Medicare, and Medicaid projects and laws.<\/p>

Impact of FSLA in Compensation<\/h3>

Since FLSA is the most common law of compensation for salaried workers, it was developed to ensure that workers receive fair payment from employers. Sometimes unscrupulous employers over exploit their workers on the basis that employees were not people anymore but production factors. The FSLA law was therefore developed to help overworked employees in order to achieve a balance between the poor and the rich. Federal compensation laws reduce the level of poverty. Additionally, salaried workers are protected because they can have paid leaves, sick days, or maternity days for expectant mothers. Since the adoption of FSLA laws, minimum wage laws have been put in place by different states to ensure that it is adhered to.<\/p>

Other Forms of Compensation<\/h2>

There are multiples modes of compensation that an employer can use other than hourly and annual salary. Some of the supplementary methods of compensation include overtime, commission, and benefits. Examples of jobs adverts in the New York Times that do not pay hourly or annually include perfume brand ambassador, door-to-door product marketers, and part-time nurses (New York Times Jobs). Commission refers to the money an employee is paid after achieving a certain goal or sale. Generally, it is a fixed percentage of the price of good sold or the value of services offered. The amount of commission received depends on sales value and quantity and can differ greatly from one payment to another. Commission can be paid as a salary supplement or in place of salary. FSLA laws does not consider commissions but commissions are taxable from employee wages. Benefits refers to extra compensation that a salaried employee receives. Examples of benefits for salaried employees include medical cover, house allowance, holiday allowance, et cetera.<\/p>

Overtime, Commission, and Benefits Compensation<\/h3>

Overtime is another form of compensation. A business who requires or allows a worker to work extra minutes is for the most part required to pay the worker premium compensation for such additional time work. Workers secured by the Fair Labor Standards Act (FLSA) must get additional time compensation for a considerable length of time worked in overabundance of 40 out of a full week of no less than one and one-half circumstances their normal rates of compensation. The Fair Labor Standards Act does not require extra minutes pay for take a shot at Saturdays, Sundays, occasions, or normal days of rest, unless additional time hours are dealt with such days. The Fair Labor Standards Act, with a few special cases, requires extra installments to be incorporated as a major aspect of a worker's standard rate of pay in processing additional time. Additional compensation for working ends of the week or evenings involves understanding between the business and the worker (or the worker's illustrative). The Fair Labor Standards Act does not require additional compensation for end of the week or night work or twofold time pay.<\/p>

Commission, benefits, and overtime compensation have been chosen because in many cases being a product ambassador you have to convince people to buy what you are selling. When people purchase your product or service, an employer can determine a percentage one is to get for a particular volume sold. For example, a twelve percent commission for a hundred units of T-shirts sold. A nurse working overtime also fits to be awarded overtime compensation. Benefits, on the other hand, shows more appreciation to workers. Most advanced companies offer benefits to their employees.<\/p>

These other methods of compensation are less effective than annual salary and hourly wage because annual and hourly wages allow the employee to be fully compensated. Compensation on commission may not be too good especially if the product you are offering is hard to sell yet the employer is offering a meager percentage commission. But in cases where an employer offers commission for extra goods sold, an employee can benefit more and the commission compensation will be effective. Benefits compensation is only extra costs that a company invests in its employees. It is an effective way of protecting employees and making them feel valued.<\/p>


In conclusion, compensation management is not easy since an organization is required to develop the best strategies to compensate its employees. Compensation to employees is important because their services or goods are appreciated by paying them money. There are many types of compensation techniques used by employees, for example hourly wages, annual salary, commission, overtime, and benefits. The most commonly used methods of compensation in the United States are hourly wage and annual salary. In order to ensure that workers are protected and receive fair wages, the FSLA laws were developed in 1938. The aim of FSLA was to establish minimum wage laws to help bridge the gap between the poor and the rich and promote economic development. Over the years, the FSLA laws have advanced and as of January 2017, the minimum wage for most US states is set at $7.25\/hour.<\/p>

Works Cited

“New York Times jobs.” Jobs,

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