Proposal Restructuring

I believe the best hope for the company and its employees is a complete overhaul of the benefits, rewards and compensations. Many of the extras need to be cut, while some are necessary for the mental wellbeing of the employees. There are still other benefits that need a major restructuring in order to keep them functional and not a major drain on the company's already tight finances. These changes will be made company wide, with a few exceptions for the overseas employees. Not all benefits enjoyed by the United States employees are available overseas and therefore some exception must be made. The restructuring and cutting is being done to save the jobs of many of those overseas employees, however, they still need to feel as if they are appreciated or the effort will be for naught.

The essence of JVA's mission and goals will remain the same. Hopefully the changes I am proposing will eliminate the need for drastic measures in the company that will change who we are as a corporation. The only new requirements for employees will be that they accept the need for changes and the lessening or elimination of some benefits in order to benefit the greater good. The same requirements will be expected of each employee as is expected now. Retaining employment is their benefit. In these troubling times it is sometimes all we can hope for.

Currently only thirty five percent of the employees are eligible for benefits. When we have to make so many serious negative changes, I believe it necessary to make a few positive ones as well. In light of this, I propose that the exercise room, break room and insurance discounts be made available to all employees that want them. As another benefit we offer is discounts on gym memberships, I believe opening the onsite gym to everyone should mean this benefit is cut. For employees overseas, who don't have the benefit of an onsite gym, the discounted gym membership should be continued. After all, healthy employees are very important. The ticket discount program should also be cut. The JVA credit card is another program that is a waste of money. The travel rewards, while useful to some, are not useful to the majority of employees and so should also be cut. I also believe that, as we have currently lost seventeen percent of our profits, the profit sharing program needs to be temporarily placed on hold until the company is back into the black. This temporary hold should not exceed three years.

The programs I have not yet touched on are the commission and bonus programs. These two programs do not have such simple answers as keep or cut. I believe these two programs need a great deal of restructuring in order to make the employees and the company happy. The money values within these two programs need to be cut by fifty percent each. My point in this in not to say that the amount we put out has to be cut by fifty percent, but that the amounts set down for commissions and bonuses themselves