How long has it been since you reviewed the objectives of your benefit and service program? Have you permitted it to become a giveaway program rather than one that has the goal of improved employee morale and, consequently, increased productivity?

What effort do you make to assess results of your program? Do you measure its relation to reduced absenteeism, turnover, accidents, and grievances, and to improved quality and output?

Have you set specific objectives for your employee publication? Is it reaching these goals? Is it larger or fancier than you really need? Are you using the most economical printing methods, paper, etc.. Are there other, cheaper communications techniques that could be substituted?

Has your attitude toward employee benefits encouraged an excess of free ``government'' work in your plant?

Is your purchasing agent offering too much free buying service for employees?

When improvements are recommended in working conditions -- such as lighting, rest rooms, eating facilities, air-conditioning -- do you try to set a measure of their effectiveness on productivity?

When negotiating with your union, do you make sure employees have a choice between new benefits and their cents per hour cost in wages.

Can you consider restricting any additional employee benefits to those paid for by profit-sharing money, such as was done in the union contract recently signed by American Motors Corporation?