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Notoriously, Americans are not the beneficiaries of premium wage, vacation, or unemployment rules. According to Glassdoor's report, The United States is not very competitive with other countries when it comes to taking care of its workers.

America cannot have a growing economy or lift the wages and incomes of our citizens unless we continue to reach beyond our borders and sell products, produce, and services to the 95% of the world’s population that lives outside the United States.

10 International Labor Benefits That Americans Would Like to Have

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Benefits such as health care, retirement plans, paid vacations and paid parental leave are benefits that some US Employers offer to attract quality talent. In much of the world, however, workers expect these "extras" guaranteed rights and enjoy the benefits that most Americans can only dream of having.

WORST WEEKS

In the United States, the work week is five days, from 9 am to 5 pm, with a standard of 40 hours. In the Netherlands, a four-day week and around 29 hours of work is a standard for much of the country's population. In Denmark and Norway, the average is 33 hours. Irish employees work an average of 34 hours per week.

GOOD PENSION PLANS

Most Americans have very little, if any, money saved for their retirement. But in much of the world, jobs offer lucrative pensions, which guarantee safe retirement. Denmark has what is considered the best - sustainable, with good advantages, and high integrity. The Netherlands follows a semi-mandatory fixed rate system based on average lifetime earnings.

MATERNITY PERMIT

The United States is one of only nine countries that requires unpaid maternity leave, and the others are small and poor nations. All EU countries must offer at least 14 weeks of maternity leave. In Great Britain, new mothers can receive up to 52 weeks. In Bulgaria, parents receive more than 400 days at an almost complete salary.

PATERNITY PERMISSION

Many countries offer paid vacations not only for new mothers, but also for new parents, or those who are in sweet waiting. The Organization for Economic Co-operation and Development (OECD) found that 31 of the 41 industrialized nations have paternity leave. Japan gives 30 weeks to new parents; South Korea gives around 16 weeks.

GENERAL PARENTAL PERMISSION

Only 12 percent of Americans receive family leaves to care for their 8-year-old or younger children, or other family members, according to the Center for American Progress. France and Germany offer three full years, although not all are paid; The Nordic countries offer less time, but with full payment.

PERMISSION FOR DISEASE

Time off paid, or sick leave, is not a guarantee for American workers, but it is a standard in most of the rich countries of the world. Employees enjoy more generous sick benefits in Denmark, which offers up to 104 weeks off with a 90 percent salary. Norway grants up to 52 weeks of sick leave with full pay, in which the employer pays one part and the rest government.

HOLIDAYS PAID

In the United States, the average worker receives 10 days of paid vacation per year. Workers in the EU have 20 days, or four weeks - not counting holidays. Denmark, France, and Sweden give their employees, full-time, 25 days, or five weeks per year. Finland offers 40 days of paid vacation annually.

UNEMPLOYMENT PAYMENT

In the United States, unemployment payments are determined by the state, and usually, equal 40-50 percent of wages for 26 weeks. In Denmark, workers get 90 percent of their previous earnings, for up to two years. In France, workers under 50 can claim benefits for two years, and employees aged 50 and over can deduct three.

TELEPHONE AND FLEXIBLE SCHEDULES

A critical component of the balance between work and personal life is a flexible schedule and time spent in the office. At best, a quarter of US workers work remotely, but at least 80 percent would like it, according to GlobalWorkplaceAnalytics. In India, more than half of the country's employees work from home. In Mexico, 30 percent use telework.

COMPENSATION FOR DISABILITY

In the United States, a disability can quickly lead to poverty. This is not the case in many parts of the world. In Austria, Belgium, Germany, and Luxembourg, for example, employers pay full salary for six weeks to employees who become ill or suffer a disability. After that, health insurance is who pays - in Germany, it's 70 percent of the salary for up to 78 weeks for three years. Norway guarantees disability compensation as a universal right and grants permanent benefits of two-thirds of a worker's wages in the years before the date of the disability.

WELLNESS PROGRAMS IN THE WORKPLACE

US employers excel in welfare programs. More than half of all American workers have access to programs designed to curb discomforts such as stress, smoking, obesity, and hypertension. Only 23 percent of European employees can say the same thing. In Latin America, it is 5 percent, and only 1 percent in Africa.

Stock options plans have for quite some time been a common piece of an official's compensation bundle. However, these programs can be offered to different employees too. Stock options can successfully connect with staff in the longer business and make a feeling of possession. 


These plans are fundamental in startup situations where income might be a test and organizations search for a compensation strategy that assembles a long haul and abnormal state of duty.

While presenting this advantage, it's critical to be straightforward with your group to augment purchase in and trust. To accomplish this, make these strides while making your startup's investment opportunity reward design. 

From a mental point of view, a feeling of possession is essential in deciding how individuals treat their homes. Occupants have a tendency to be less worried than property holders about things, for example, long haul upkeep. The same can be said of your representatives. If you need to shield them from treating your business like a rental condo, offer them an opportunity to assert some authority in the long haul execution of your - and their - organization. 


Offering an investment opportunity reward design gives representatives a personal stake in recognizing approaches to enhance their execution - not just by boosting them to exceed expectations in their own particular obligations additionally by urging them to help their associates to do likewise. Accordingly, you increment assurance, inspiration, dedication, joint effort and efficiency. Over that, you make a group situated culture, meeting up to respect aggregate wins and defeat the occasional mishap. 

Related: 3 Ways to Create Meaningful Relationships with Your Employees 

These advantages are commonly comprehensive. As your representatives feel more enabled and contributed, the arousing impact supports your business objectives, kills unacceptable conduct and gives you a selecting edge. What's more, in this occupation advertise, it demonstrates that you truly think about your workers, their professions, and money related future. 

While presenting this advantage, it's imperative to be straightforward with your group to expand purchase in and trust. To accomplish this, make these strides while making your startup's investment opportunity reward design: 

1. Pitch the thought first. 

Investment opportunities can give representatives a feeling of possession, yet elucidate that they aren't committed to taking an interest. On the off chance that you clarify the alternative and its advantages legitimately, your entire group ought to be intrigued. Yet, if few workers stay uncertain, attempt to figure out what stresses them. You may need to invest more energy clarifying particular viewpoints. 

If you get an icy gathering even after a careful clarification, put off presenting the arrangement until the point when you know it will unite your group. There are approaches to structure your program, so representatives don't spend any money, including tying all inclusive stock payment to income objectives. 

Also read: 12 Ways to Know If You Have a Great Business Idea 

2. Clarify the bare essential. 

The way to joining your group with investment opportunities is speaking with add up to straightforwardness. Tell your employees what they agree to accept. Clarify the estimation of their stock rewards and the estimation of the organization, so they aren't befuddled while computing their alternatives. This incorporates laying out the time period in which they can practice their choices. Additionally, plainly disclose what happens to their offers if they leave the organization and how they should hope to be exhausted. 

3. Make it a player in your character. 

Your investment opportunity reward design ought to be a piece of your organization culture, so present it as one of your characterizing qualities. Utilize it as an enlisting advantage to indicate how associated and included your group is. Rivalry for extraordinary representatives is steep, and an investment opportunity design presents another variable in your pay bundle that will separate you. 

4. Set forceful, sensible targets. 

At my organization, we've organized our investment opportunity reward intend to compensate excellent execution. Our official group builds up strong, yet practical, quarterly income objectives in light of our history of fast development. On the off chance that we hit these goals as a group, everybody wins. 

Defining goals like this, at that point intently checking progress as a team, gives more inspiration to succeed. By setting your objectives quarterly and having the distinction move over to the following quarter, you can allow the group to make up its misfortunes or advantage from outperforming past goals. 

Related: 3 Tips to Inspire Creativity in Your Employees 

5. Hold a month to month audit. 

Past our week after week organization gatherings, we keep month to month all-organization surveys to comprehend our current budgetary execution, command wins, repeat systems after difficulties and cooperate to remain on target. Holding month to month all-organization surveys keeps up an environment of straightforwardness, enabling officials to share their viewpoints and making employees feel right approaching with thoughts and inquiries. 

Giving your employees responsible for the organization is the best method to demonstrate them you esteem their commitments. It persuades them to buckle down for your organization's prosperity. Furthermore, what preferred an approach to do that over through an investment opportunity reward design?

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