On April 15, the day Americans dread, a number of news sources focused on taxpayers’ dollars in public assistance. Specifically, they highlighted the fact that Walmart workers cost taxpayers $6.2 billion in public assistance aid.
Although this number may sound enormous, it’s nothing compared to the entire public assistance bill that Americans foot each year, approximately 131.9 billion, according to welfare statistics.
It’s not surprising, then, that employees of this supergiant Walmart make up 4.7 percent of this welfare-seeking population, seeing as Walmart aims to hire low-wage workers and targets the unemployed for its job positions.
In fact, President Obama recently told Washington Correspondent Jake Tapper, “What we have done is to gather together 300 companies, just to start with, including, some of the top 50 companies in the country, companies like Walmart, and Apple, Ford and others, to say let’s establish best practices,” which includes not screening out people from the hiring process just because they’ve been unemployed for a long time.
Although Walmart denies this figure, calling it “inaccurate and misleading,” its spokeperson Randy Hargrove does stick by Walmart’s policies, stating, “The bottom line is Walmart provides associates with more opportunities for career growth and greater economic security for their families than other companies in America.”
“Our full and part-time workers get bonuses for store performance, access to a 401K-retirement plan, education and health benefits.”
For many Americans, the retirement, education, performance-based, or health benefits of a job are as or more important than the wage. So, for law firm professionals, boasting your benefits plan can be invaluable in hiring employees or retaining high-performing ones currently on payroll.
To find out exactly where the value-add of your benefits program lays, send out an anonymous survey among your employees. Ask them if there’s a health benefit, i.e., low premiums or mental health coverage, that they value over others. Ask employees what benefit is not covered that would make a difference in their day-to-day job satisfaction.
These benefits may include health benefits, discounts to gyms or spa services, professional fees and expenses, moving expenses, income security and retirement, flexibility and alternative working arrangements, parking or transportation, counseling and employee assistance programs, tuition reimbursement, or extended associate training and mentorship.
Finally, investigate your internal HR compliance requirements, from Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA) to Workers’ Compensation. That way, you are aware of what your firm is required by law to provide, and which among your benefits make your firm go above and beyond.
It’s only what your firm can offer employees that others are unwilling to that, in the end, will transform your small legal storefront into a giant success story, like Walmart.
If you need advice, attend C4CM’s online event, geared specifically toward HR needs of law firms, “Leave Law Intersection: Avoid Dangerous Detours on the Road to FMLA, ADA and Workers’ Compensation Compliance,” on Wednesday, May 7, 2014, from 2pm to 3:15pm EST. The event will be held by Tracy M. Billows, Partner, Seyfarth Shaw LLP.
Ms. Billows is a partner in the Chicago office of Seyfarth Shaw LLP concentrating her practice on representing and counseling employers throughout the country in the entire range of employment law matters. Her work has included the representation of Fortune 500 companies, as well as medium and small sized employers. Ms. Billows represents employers in single plaintiff, multi-plaintiff, and class action litigation matters related to employment discrimination claims under Title VII, the Age Discrimination in Employment Act (ADEA), and similar state discrimination laws.
Prior to her legal career, Ms. Billows was a human resources executive in the corporate community. With first-hand knowledge of the challenges faced by her clients, Ms. Billows is able to advise them in all areas of labor and employment law including employment policies and employee handbooks, training programs, and the application of federal, state and local employment laws, and various other compliance issues.