SCOTTSDALE, Ariz., Sept. 24, 2001 (PRIMEZONE) -- In addition to changing the lives of most Americans, the tragic events of Sept. 11 also sent many employers scrambling to determine how to handle compensation, travel and military leave practices during this time of crisis.
One week after the terrorist attacks, WorldatWork conducted a short survey of a segment of its U.S. members regarding the changes they were making and considering in these critical areas of business. One hundred and seventy-eight employers completed the survey, representing significant geographic and size diversity, and both the public and private sectors.
While 16 percent of employers immediately implemented an already existing crisis-related compensation and benefits plan, the majority of companies either saw no need to make immediate changes (46%) or were acting on a case-by-case decision-making process (33%) for pay practices regarding Sept. 11.
The survey revealed that traveling employees, whether on business or personal travel, were of great concern to employers. Eighty-seven percent of companies authorized alternative travel arrangements for those stranded on business travel. Fully 72 percent of employers left these alternative travel decisions up to the discretion of the stranded employee, not requiring the approval of either their manager or headquarters. In effect, most employers with stranded business travelers operated on a "just get home however you can" policy. For those employees stranded on personal travel, 52 percent of companies credited them the time they were stranded, with 58 percent of those employers paying the employee regular time and not requiring them to use vacation or other paid time off.
In response to other business travel questions, 25 percent of employers have already implemented changes or restrictions on business travel, and an additional 18 percent are considering new restrictions at this time. Sixty-two percent of employers say they expect work-related travel to decrease in the next six months; no respondents expect an increase.
Employees asking their employer for emergency leave is being determined on a case-by-case basis for the majority (57 percent) of companies. Military leave policies, on the other hand, are already in place for 90 percent of responding companies. Of the companies with a military leave policy, 63 percent allow for a time period greater than nine weeks. However, only 9 percent of employers provide full pay to the employee, while 47 percent provide the differential between the employee's normal salary and military stipend. Forty-five percent of companies provide those on active duty with no pay above their military stipend.
For more information on WorldatWork's Pay, Travel and Leave Practices During the Crisis survey, visit WorldatWork's Website at www.worldatwork.org or contact Ryan Johnson at (480) 905-5986.
About WorldatWork
WorldatWork, formerly the American Compensation Association and the Canadian Compensation Association, is a global, not-for-profit association of more than 26,000 compensation, benefits and human resources professionals. Founded in 1955, WorldatWork is dedicated to knowledge leadership in compensation, benefits and total rewards disciplines associated with attracting, retaining and motivating employees. In addition to membership, WorldatWork offers highly acclaimed certification (CCP(r), CBP(TM) and GRP(r)) and education programs, the award-winning monthly magazine workspan, online information resources, publications, conferences, research and networking opportunities.
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CONTACT: WorldatWork
Ryan Johnson
(480) 905-5986