Health care insurance, vacation pay, and child care allowances are important benefits for workers; but perhaps the most important one of all is an educational allowance. Payment or reimbursement for taking work related classes can benefit not only the employee, but the company who employs him or her. Classes can serve to keep workers updated on the latest computer information technology and industry specific advances, and can provide employees interested in moving up the corporate ladder with valuable supervisory and management skills. Some companies even pay for employees to earn associate's, bachelor's, and even master's degrees, providing the degree is relevant to the employee's present or future work at the company. Often, when employees get an education apart from on-the-job training, these employees bring new ideas and approaches back into the workplace, and can often be part of developing innovative strategies that can send the company into new, possibly very lucrative, directions.
Unfortunately, many companies resist providing training to employees beyond what is needed for the performance of the individual's present job. In one (former) employer's words, "Why should I pay for someone's education so he can go work for someone else?" This is a shortsighted view. Given a competitive pay structure, a respectful work environment, and reasonable opportunities for advancement, an educational benefit is a great way to attract and retain valuable employees.
Aldene Fredenburg is a freelance writer living in southwestern New Hampshire. She has written numerous articles for local and regional newspapers and for a number of Internet websites, including Tips and Topics.