Competitive salaries and social benefits not only increase Merck’s attractiveness as an employer; they also help the company to motivate employees and to retain them. Compensation at Merck is based exclusively on market analyses in the respective field, on an employee’s degree of responsibility, expertise and performance. Initial analyses of the ratio of men’s and women’s salaries have revealed no significant differences for employees working at the same level. The Global Rewards Policy, which applies to the entire Merck Group, specifies the framework for compensation and benefits at Merck. In 2009, we analyzed the status at our CMGs. We began implementing the Global Rewards Policy in the companies based on the results of this analysis. By the end of 2010, this policy had been implemented in the majority of the companies, and implementation will be completed in 2011.Like salary components, social benefits orient toward legal requirements and local market conditions.
They include benefits such as sick pay and retirement benefits.
