QUESTIONS:1. Based on (EXHIBIT 13.2), paid family leave is offered by few organizations. Why do you think that is? What does paid family leave cost? Would a paid family leave benefit be important to all employees?What about you? Why or why not?2. What role might paid family leave play in helping employees stay in the work force? What is the business case broadly for (or against) offering family leave? Exhibit 13.2 shows employee access to selected benefit programs, by establishment size. We can see thatlarger establishments are much more likely than smaller establishments to offer many types of benefits.Many students tell us they are struck by how low the retirement and health insurance figures are. The follow-up question we get is. "Doesn't everyone get a retirement package?" The answer is no! Many Americans workin jobs with no paid retirement. Many also receive no health coverage.To organize the rest of this chapter, we will use a somewhat more detailed categorization of employee benefits(Exhibit 13.3). We will use these seven categories to illustrate important principles affecting strategic andadministrative concerns for each benefit type.EXHIBIT 13.2 Percentage of Full-Time Workers in U.S. Private Industry with Access to Selected BenefitsPrograms, by Establishment SizeMedical careShort-term disability insuranceLong-term disability insuranceAll retirementDefined benefit pensionDefined contribution planLife insurancePaid leaveSickVacationHolidaysFamilyAll70%42346715645675 79 80 20Establishment Size1-99 Employees56%3024537514067717315500 or More Employees91%63588839828288909131Source: U.S. Bureau of Labor Statistics, National Compensation Survey. Employee Benefits in the United States-March 2020. Bulletin2793. www.bls.gov/ncs/ebs. Your TurnOrganizations have implemented and expanded paid family leave practices in an effort to help employeesbetter balance work and family and also to help them be more successful in attracting and retaining employ-ees who place a priority on such balance. A number of organizations report that improvements in paid leavehave helped improve employee retention (and recruiting success).Evolving Benefits: Paid LeaveEarlier, we saw examples of companies that believed they documented tangible benefits, including Googleand Best Buy. As another example, In Austin, Texas, a study of the implementation of a citywide paid sickdays ordinance reported that city businesses saved $4.5 million annually due primarily to lower turnover andthe community was estimated to save $3.8 million annually due to fewer emergency room visits, less flu con-tagion, and other public health improvements. (In the time of Covid-19, one presumes these health benefitswould have been still larger.) Anecdotal evidence is less systematic and large scale but can provide furtherinsight. For example, one recruiter reports that having paid leave policy "often sealed the deal, especiallyfor women and younger candidates" and that such groups often raised the paid leave question "right off thebat" in talking about the position.1. Earlier, we saw in (EXHIBIT 13.2) that paid family leave is offered by few organizations. Why do you thinkthat is? What does paid family leave cost? Would a paid family leave benefit be important to all employees?What about you? Why or why not?2. What role might paid family leave play in helping employees stay in the work force? What is the businesscase broadly for (or against) offering family leave?Sources: Joan Michelson. How Small Companies Can Offer Great Paid-Leave Programs Harvard Business Review, Janu-ary 7, 2021. HBR.org. National Partnership for Women & Families. Paid Sick Days Are Good for Business. Fact Sheet.October 2020; T. L. Rhodes, "Paid Family Leave Is Increasing Employee Retention Rates," Risk & Insurance, July 18, 2018,https://riskandinsurance.com; A. Van Abbema, "How Best Buy Cut Its Staff Turnover More Than 30 Percent in FourYears," Minneapolis/St. Paul Business Journal, December 6, 2018;

Question

QUESTIONS:1. Based on (EXHIBIT 13.2), paid family leave is offered by few organizations. Why do you think that is? What does paid family leave cost? Would a paid family leave benefit be important to all employees?What about you? Why or why not?2. What role might paid family leave play in helping employees stay in the work force? What is the business case broadly for (or against) offering family leave? Exhibit 13.2 shows employee access to selected benefit programs, by establishment size. We can see thatlarger establishments are much more likely than smaller establishments to offer many types of benefits.Many students tell us they are struck by how low the retirement and health insurance figures are. The follow-up question we get is. &#34;Doesn't everyone get a retirement package?&#34; The answer is no! Many Americans workin jobs with no paid retirement. Many also receive no health coverage.To organize the rest of this chapter, we will use a somewhat more detailed categorization of employee benefits(Exhibit 13.3). We will use these seven categories to illustrate important principles affecting strategic andadministrative concerns for each benefit type.EXHIBIT 13.2 Percentage of Full-Time Workers in U.S. Private Industry with Access to Selected BenefitsPrograms, by Establishment SizeMedical careShort-term disability insuranceLong-term disability insuranceAll retirementDefined benefit pensionDefined contribution planLife insurancePaid leaveSickVacationHolidaysFamilyAll70%42346715645675 79 80 20Establishment Size1-99 Employees56%3024537514067717315500 or More Employees91%63588839828288909131Source: U.S. Bureau of Labor Statistics, National Compensation Survey. Employee Benefits in the United States-March 2020. Bulletin2793. www.bls.gov/ncs/ebs. Your TurnOrganizations have implemented and expanded paid family leave practices in an effort to help employeesbetter balance work and family and also to help them be more successful in attracting and retaining employ-ees who place a priority on such balance. A number of organizations report that improvements in paid leavehave helped improve employee retention (and recruiting success).Evolving Benefits: Paid LeaveEarlier, we saw examples of companies that believed they documented tangible benefits, including Googleand Best Buy. As another example, In Austin, Texas, a study of the implementation of a citywide paid sickdays ordinance reported that city businesses saved $4.5 million annually due primarily to lower turnover andthe community was estimated to save $3.8 million annually due to fewer emergency room visits, less flu con-tagion, and other public health improvements. (In the time of Covid-19, one presumes these health benefitswould have been still larger.) Anecdotal evidence is less systematic and large scale but can provide furtherinsight. For example, one recruiter reports that having paid leave policy &#34;often sealed the deal, especiallyfor women and younger candidates&#34; and that such groups often raised the paid leave question &#34;right off thebat&#34; in talking about the position.1. Earlier, we saw in (EXHIBIT 13.2) that paid family leave is offered by few organizations. Why do you thinkthat is? What does paid family leave cost? Would a paid family leave benefit be important to all employees?What about you? Why or why not?2. What role might paid family leave play in helping employees stay in the work force? What is the businesscase broadly for (or against) offering family leave?Sources: Joan Michelson. How Small Companies Can Offer Great Paid-Leave Programs Harvard Business Review, Janu-ary 7, 2021. HBR.org. National Partnership for Women & Families. Paid Sick Days Are Good for Business. Fact Sheet.October 2020; T. L. Rhodes, &#34;Paid Family Leave Is Increasing Employee Retention Rates,&#34; Risk & Insurance, July 18, 2018,https://riskandinsurance.com; A. Van Abbema, &#34;How Best Buy Cut Its Staff Turnover More Than 30 Percent in FourYears,&#34; Minneapolis/St. Paul Business Journal, December 6, 2018;

Accepted Answer

Note: The last part of the first question is subjective in nature and asks for personal opinion. As…