I need help in these 6 questions, please do them correctly
Background Information: Having recently graduated from Missouri Southern, you now find yourself employed as a Compensation and Benefits Specialist for a large global hotel chain headquartered outside of Los Angeles, California. As part of being a global competitor in the hotel industry, the company often has to send its top executives to a variety of locations across the globe. It is your job to determine how to pay these employees why they are working overseas. Today, you have been tasked with designing an expatriate compensation package for Shanice, the Vice President of Tourism for the company. Shanice has 8 years of experience with the company, and a total of 15 years' experience working in the hospitality and tourism industry. Her expertise is desperately needed to help the company navigate difficulties caused by the ongoing coronavirus pandemic. Next week, she is being sent to the company's hotel located in the capital of the Dominican Republic, Santo Domingo. To help you design an appropriate expatriate compensation package for Shanice, the head of HR has provided you with the following details: Shanice currently makes $180,000 annually when working for the company in the U.S. Her paychecks are distributed on a monthly basis. In addition, she is eligible for four quarterly bonuses of $5,000, depending on the company's total number of rooms booked each quarter. Shanice receives 10 days of paid vacation per year, and her employer matches up to 7% of her 401(k) contributions. This is the standard for all employees of the company working in the U.S. The company is sending Shanice on an 18-month assignment. She may be needed at the location longer, depending on how the health pandemic continues to unfold. Although she will be working primarily from the capital city, she may also need to travel to one of the hotel's two additional locations in the Caribbean. Shanice will be accompanied by her wife and their two 1 Summer 2020 small children, ages 4 and 9. Shanice's wife has never traveled overseas and is quite nervous about the upcoming 18 months. In particular, she is worried about finding educational opportunities for the children that will be on par with their private schooling received in the U.S. She also hopes that Shanice will have at least a little free time to enjoy the local area while they are living in the Caribbean. Questions: 1. What should Shanice's base pay be for her 18 months of service in the Dominican Republic, how often should she be paid, and why? Which method, home country., host country-, or headquarters-based did you use to make your determination? 2. Should the company offer Shanice vacation time while working overseas? Why or why not? 3. Is Shanice still eligible for retirement benefits while working overseas? Why or why not? 4. What other incentives might the company want to offer Shanice and her family? For example, are foreign service premiums, hardship allowances, or mobility premiums needed based on the location and assignment? Why or why not? 5. Should the company offer any enhanced benefits, such as relocation assistance, education reimbursement, travel reimbursement, and/or rest and relaxation leave? Why or why not? 6. Finally, for 5 points of extra credit (!!!), draft Shanice a letter outlining the details of her compensation and benefits package for the overseas assignment. This question is optional Background Information: Having recently graduated from Missouri Southern, you now find yourself employed as a Compensation and Benefits Specialist for a large global hotel chain headquartered outside of Los Angeles, California. As part of being a global competitor in the hotel industry, the company often has to send its top executives to a variety of locations across the globe. It is your job to determine how to pay these employees why they are working overseas. Today, you have been tasked with designing an expatriate compensation package for Shanice, the Vice President of Tourism for the company. Shanice has 8 years of experience with the company, and a total of 15 years' experience working in the hospitality and tourism industry. Her expertise is desperately needed to help the company navigate difficulties caused by the ongoing coronavirus pandemic. Next week, she is being sent to the company's hotel located in the capital of the Dominican Republic, Santo Domingo. To help you design an appropriate expatriate compensation package for Shanice, the head of HR has provided you with the following details: Shanice currently makes $180,000 annually when working for the company in the U.S. Her paychecks are distributed on a monthly basis. In addition, she is eligible for four quarterly bonuses of $5,000, depending on the company's total number of rooms booked each quarter. Shanice receives 10 days of paid vacation per year, and her employer matches up to 7% of her 401(k) contributions. This is the standard for all employees of the company working in the U.S. The company is sending Shanice on an 18-month assignment. She may be needed at the location longer, depending on how the health pandemic continues to unfold. Although she will be working primarily from the capital city, she may also need to travel to one of the hotel's two additional locations in the Caribbean. Shanice will be accompanied by her wife and their two 1 Summer 2020 small children, ages 4 and 9. Shanice's wife has never traveled overseas and is quite nervous about the upcoming 18 months. In particular, she is worried about finding educational opportunities for the children that will be on par with their private schooling received in the U.S. She also hopes that Shanice will have at least a little free time to enjoy the local area while they are living in the Caribbean. Questions: 1. What should Shanice's base pay be for her 18 months of service in the Dominican Republic, how often should she be paid, and why? Which method, home country., host country-, or headquarters-based did you use to make your determination? 2. Should the company offer Shanice vacation time while working overseas? Why or why not? 3. Is Shanice still eligible for retirement benefits while working overseas? Why or why not? 4. What other incentives might the company want to offer Shanice and her family? For example, are foreign service premiums, hardship allowances, or mobility premiums needed based on the location and assignment? Why or why not? 5. Should the company offer any enhanced benefits, such as relocation assistance, education reimbursement, travel reimbursement, and/or rest and relaxation leave? Why or why not? 6. Finally, for 5 points of extra credit (!!!), draft Shanice a letter outlining the details of her compensation and benefits package for the overseas assignment. This question is optional
