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But, you're probably now saying, "What if they get the training or degree and then leave anyway!" That may happen too, but most likely you'll experience just the opposite. Get more decorating details in the next section. Research shows written goals are met more often than ones that aren't written. Digital Trends put together a list of the best ones for anyone who finds the normal routines "a little too casual." But these are just a few examples. The downside to a company-owned childcare center is the fact that you have to keep the center going even if your employees have few children. Investing in job related training and education for your employees will not only improve the abilities of your employees to do their jobs, but -- as we've mentioned a few times already -- it will improve their morale and perhaps make them stick around a little longer. It is also not an expensive benefit to offer simply because there aren't that many employees who will take advantage of it. Let's go over some of the other benefits you can offer your employees that will give your company a competitive edge in recruiting. On the flip side, money-purchase plans give employers the maximum tax advantage possible.

The SIMPLE IRA has lower administrative costs than other plans. You'll reap the benefits as a company through lower turnover and higher productivity. The lower creation, the animal, is dull, Yoga at home and manufactured mostly out of Tamas. On-site stores offering items that employees typically have to go out at lunch for. Company productivity will be increased because your employees have reliable childcare and fewer absences. Your employees do, however, have to be at least 21 years old, and have to have worked for your company for at least three of the past five years. If you choose to match your employees' contributions, you do have the option of altering the amount to fall somewhere between 1% and 3% for two out of every five years. If you have 100 or fewer employees and offer no other retirement pension plan, the Savings Incentive Match Plan for Employees (SIMPLE) IRA provides a simplified way to make contributions to a retirement plan either for yourself if you're a sole proprietor, or for your employees. You can either match the first 3% of the employee's contribution dollar for dollar, which by the way does help encourage participation by your employees, or you can opt to make a non-elective contribution equal to 2% of your employees' pay.

You can also provide educational services for your employees to help them learn more about their options. An adoption-assistance program for your employees can range from simply providing resources and recommendations, to paid maternity or paternity leave, to providing financial assistance for your workers who are trying to build families through adoption. There are also many families who could never hope to adopt if it weren't for the financial assistance and support of their employers. Think of your adoption assistance as simply an equitable alternative for employees who choose adoption. You can offer paid or unpaid leave, contract out for referral services, or pay a lump sum or a percentage of the actual cost of the adoption and related fees. Fees for these outside services range about 15% to 20% of the terminated employee's salary (plus bonus). The SIMPLE 401(k) plan has many of the same requirements and features as the SIMPLE IRA, but it allows your employees to contribute a pre-tax portion of their salary. With this plan, your employees can make monthly contributions (salary deferrals), and you, as the employer, have the option of two types of contribution methods. As with the SIMPLE IRA, you must have fewer than 100 employees and offer no other employer-sponsored retirement plan.

As an employer, you can contribute up to 25% tax deferred of your employees' annual salaries (up to $40,000), and can set the plan up at any time during the year. If the employee is less than 59 1/2 years old and hasn't contributed to the plan for at least two years, then withdrawn funds may face a 25% penalty tax. Employees can contribute up to 25% of their salaries or a maximum of $40,000 per year. This form has to be filed by the last day of the seventh month following the end of the plan year. This assistance can come in the form of group programs, support programs and one-on-one consulting with an external consulting group. These programs provide your employees with somewhere to turn in the event of a personal problem that affects all aspects of their lives, including their jobs. There are many benefits, including a boost in your company's ability to recruit and retain employees. If you've always provided good maternity benefits, then this evens out the score for everyone. Good benefits and company perks can improve employee morale and, in turn, have a very positive affect on your bottom line.