...42 pounds | 12 pounds | 23 pounds | People required | 17 | 6 | 9 | Productivity | 208 units | 392 units | 288 units | Productivity per person | 12.24 units | 65.33 units | 32.00 units | Workers’ compensation claims | 4 | 0.03 | 1.9 | Initial investment | | $1,300,000 | $967,000 | Life of equipment | | 7 years | 5 years | Cost per year | | $185,715 | $193,400 | Wages per year* | $1,520,480 | $536,640 | $804,960 | Cost of workers compensation claims** | $436,000 | $32,700 | $207,100 | Total wages and claims | $1,956,480 | $571,404 | 1,015,156 | Savings from current wages and claims*** | | $1,385,076 | $941,324 | *calculated at $43 per person at 2,080 hours per year **calculated at $109,000 per claim ***calculated by deducting alternative wages and claims from current total of wages and claims Recommended Action – Alternative 1 Alternative 1 appears to provide the best course of action. It reduces the workforce to six persons per eight hour shift yet increases productivity per person to 65.33 units compared with the 12.24 units per person currently produced and 32 units per person estimated with Alternative 2. Further, wasted motion is reduced to a mere 1% and pounds lifted to 12 thereby reducing both time wasted and potential workers compensation claims. Therefore, although the initial investment is significant for Alternative 1, these monies are recouped within the first year of implementation because of the savings in unpaid...
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...During the last 50 years, the ratio of company’s a Chief Executive Officer compensation compared to the average employee’s compensation has substantially grown. In America, these ratio have grown from a ratio of 24:1 in 1965 to 40:1 in 1980 (Mackey, 2009) to even over 300:1 ratio in 2018 (McGregor, 2018). In this paper will consider following four questions: Is it ethical for CEO to be paid so much more? Is this a valid reward distribution system? Should companies consider ways to reduce the gap? Are upper management salaries subject to ethical considerations? Ethicality of CEO Compensation The goal of having a high CEO compensation is to retain and motive the proven highly successful leader who is capable of commanding increase...
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...judge law to analyze whether the plaintiff’s argument provides reasonable claim under EMPA. The plaintiff is trying to prove loss or damage as a result of discharges, which occurs when an unsafe substance is released into the environment causing harm. Section 15 of EMPA provides, 15(1) In this section,...
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...Workers comp assignment 1) What are the goals of workers compensation? --A. provide prompt adequate definite income and medical benefits to accidents that are related to work. B. Reduce court delays, cost and workloads which are arising from personal injury and provide a single remedy. C. Remove private and public problems of money due to uncompensated industrial accidents. D. Eliminate time consuming trials and appeals in the court. E. Eliminate attorney fees involved. F. accident caused is promoted by frank study and reducing accidents, human sufferings etc. G. Employer must abide the compulsory law that accepts and provides the benefits to workers. 2. Explain how you believe Workers Compensation program has helped workers. Though workers compensation insurance is costly for companies, there are some benefits from managing one’s workers compensation program. Explain. --Workers compensation is the insurance since 1900’s in the United States. From the beginning of 19th century as the growth of industries increased and the workers for the industries also increased, so the injuries’ had become more common in the factories where the workers used to deal with the larger machines and were working in hazardous conditions,. so a system was needed to compensate the workers who had suffered from injuries during working hours,. 1> Workers Compensation program has helped workers in relieving there mental stress. 2> This program has made the workers to...
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...especially when it comes to workplace safety. If you were the victim of an accident on the job, chances are you'd be left to fend for yourself. The Canadian government was determined to join the industrial age. What had been primarily a rural economy was turning into a world of coal, steam and hard manual labour. Machines got bigger, louder and more dangerous. People were getting hurt – and dying – in large numbers on the job. Some industries, the reasoning went, were simply more dangerous than others and you had to expect accidents. It wasn't until 1914 that Canada had its first "modern" workers' compensation law The building of the Canadian Pacific Railway did much to open up the country – but at a very high price. More than 15,000 Chinese workers were imported to work on the project. More than 1,000 of them died. They were paid 30 to 50 per cent less than white workers – and often given the more dangerous jobs like working with explosives. In the mines, the danger of methane gas was well known. Still, there was little regard for safety. Being a safety inspector could even kill you. "Before the miners would go down, they'd send a couple of…guys down…and they'd have a candle on the end of a long stick," retired coal miner and amateur historian Rennie MacKenzie told CBC News. "They'd go to the place where they thought...
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...CERTIFIED SAFETY AND HEALTH EXAMINATION SAMPLE QUESTIONS The Certified Safety and Health Examination Practice Items are intended to familiarize prospective examinees with the style and format of the CSHM examination questions. There are 36 objective practice items contained in this Guide, whereas the actual CSHM examination contains 150 objective items. The 150 test items will have the following weighted breakdown. Management and Leadership Principles and Methods (21% of test/32 questions) Risk Identification, Management and Control (35% of test/52 questions) EHS Operations, Programs and Applications (28% of test/42 questions) Incident Investigation and Performance Evaluation (16% of test/24 questions) Exams administered outside the United States will be in US English. Exam questions for candidates in this category will contain fewer questions that pertain only to the United States (i.e. OSHA, NIOSH, etc.) None of these practice items will be found on the actual CSHM certification examination. These practice items are only meant to be representative of the type of items found on the certification examination. Following the practice items is a quick scoring key and the rationales for the answers. Remember to select the BEST answer. Good luck! I. GENERAL AND BUSINESS MANAGEMENT 1. A hazard analysis can be used to evaluate a potential hazard; what other information should be considered? a. b. c. d. Injury reports Statistical data Risk assessment Fatality investigations ...
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...disgusted public offended at the thought of eating a line worker as part of their potted meat began to clamor for safer food and safer working conditions. Many years and many pieces of legislation later, if the statistics can be trusted, it would seem like the more things change in the meat packing industry the more they stay the same. During the 1970 creation of the Occupational Safety and Health Act (OSHA), the meat and meat products industry received the dubious distinction of being designated as one of the five classifications with the highest injury rates (Sparks Companies, 1999). Now almost forty years later the industry is still considered one of the most dangerous. The Bureau of Labor Statistics notes that the meat and meat products industry had the nation’s highest industrial injury for the five consecutive years from 1980 to 1985 (U.S. Department of Labor, 1988). Much the same as it was in 1943 (Horowitz, 2008). It was into this arena that Human Rights Watch decided to step. On its website Human Rights Watch describes itself as an independent organization dedicated to protecting human rights by exposing violations and trying to end abuses (Human Rights Watch, N.D.). Their 2005 study of three American meat packing plants revealed what they claim to be unsafe working conditions; intimidation of union organizers; denial of worker’s compensation claims for on the job injuries; and the exploitation of worker’ immigrations status to prevent complaints (Gonzalez, 2005)...
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...simultaneously have cross-level, real effects on workers, plants and firms, while the traditionally method just concentrates on firm level financial performance. After the empirical studies of M&A, the author gives us a conclusion that even though M&A decreases the size of establishments and firms, it increases productivity of plant and performance of firm does not change as well. Terminologies Mergers and Acquisitions: Mergers mean that the company merged two or more independent enterprises to form a new one company. It usually consists of a dominant company to absorb one or several companies. Acquisitions mean that a business with cash or marketable securities to buy another company 's stock or assets in order to obtain title to all assets of the enterprise or the control of the enterprise. Human Capital: Measure the economic value of employees' skills set. On the basis of this measure, all of the labor is considered equal basic production inputs of labor measures. A bad match: Even though a worker is not productive enough to permit compensation, he will get the common wage, which is same as the same industry. Information asymmetry Information asymmetry refers that one party in a transaction has more information than others. Major Findings or Arguments: 1. From the Figure 1, Hypothesis one is approved. It claims that workers who work at M&A plant will get higher compensation than comparable workers. 2. The conclusion got from Table 3 is...
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...deciding what activities to include “With high obesity rates in the United States, these health care costs can directly affect employer profits.4 It is estimated that employers spend $13 billion annually on the total cost of obesity.3 Approximately 9.1% of all health care costs in the United States are related to obesity and overweight” (CDC, 2011). “Workplace obesity prevention and control programs can be an effective way for employers to reduce obesity’ (CDC, 2011). Along with your participation, I am predicting the Wellness Works program at Capella Banking Bureau to become a return of investment (ROI) and to grow from further being a money pit. “Obesity affects more than health care costs, it also has a significant impact on worker productivity because the more chronic medical conditions an employee has, the higher the probability of absenteeism or presenteeism” (CDC, 2011). Without...
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..."Human Resource Management and Safety: Technical Efficiency and Economic Incentives." In Safety Practices, Firm Culture, and Workplace Injuries. Kalamazoo, MI: W.E. Upjohn Institute for Employment Research, pp. 1-12. http://research.upjohn.org/up_bookchapters/33 This title is brought to you by the Upjohn Institute. For more information, please contact ir@upjohn.org. 1 Human Resource Management and Safety Technical Efficiency and Economic Incentives More U.S. workers die each year on the job than were killed in the U.S. military cumulatively from 1998 through November 2004, even after including self-inflicted and accidental military deaths (DIOR 2005). In 2001, there were 8,786 job-related fatal injuries (5,900 not counting the fatalities caused by the terrorist attacks of September 11), or about 3.7 fatal injuries per 100,000 workers. Workers made 2.1 million trips to the emergency room for injuries sustained from accidents at work (Centers for Disease Control and Prevention 2004). Workers’ compensation insurance, which covers all medical expenses and part of lost wages associated with injuries, cost employers $63.9 billion in 2001 (Williams, Reno, and Burton 2003). The indirect costs of accidents—lost wages, damage to equipment, and training and rehabilitation expenses—were several times this amount. Human resource management (HRM) is usually viewed as an auxiliary function in a firm, contributing nothing to that firm’s output—a cost tolerated because payroll, benefits...
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...of unsafe acts on the part of your employees. * Proper employees screening and placement: identify the trait (such as visual skill) that might predict accidents on the job in question, and then screen candidates for this trait. For example, a test like the Employees Reliability Inventory (ERI) can help employers reduce acts at work. The ERI purportedly measures reliability dimensions such as emotional maturity conscientiousness safe job performance and courteous job performance. While the findings of one study were not definitive using the ERI in the selection process did seem to be associated with reductions in work related accidents. * Asking about a candidate’s workers compensation history (but it is unlawful to inquire (prior to hiring) about an applicant’s workers compensation injuries and claims under the Americans with disability Act). For example, you can usually ask whether an applicant has the ability to perform a job. * Safety training: instruct your employees (especially for new employees) in safe practices and procedures, warn them of potential hazards and work on developing a safety conscious attitude. For example, in Cai Mep International Terminal, employees are trained to observe acts and identify unsafe conditions. They know how to intervene when colleagues have unsafe acts. Employees can also repair or report when they detect anything that could harm the equipment, people and the environment. * Safety posters: increase safe behavior. For example...
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...reasons. Today, employers are suffering more than ever of losing money, not just because of the economy but also of their employees. Employees are being absent from work due to their poor health and lifestyles. Employers are implementing wellness programs to help employees get familiar with other options in changing their lifestyle. The question the employers should be asking is; are we doing enough to ensure the health of their workforce? The majority would simply say; they don’t know. Today, more employers are implementing wellness programs to assist their employees, who aim to better the current health status of the employee and also reducing costs to the company. Encouraging employees is a top priority to start a wellness program on the right track, it is not easy to change employee lifestyle like increasing physical activity, eating habits, reducing stress, and ceasing tobacco use (Lastowka, 2011). The link between the health of the employee and the employer cannot be ignored. Studies have shown that by having a corporate wellness program implemented, it can make a huge difference on employee wellness and have an impact on the corporation’s bottom line. A wellness practitioner journal found; • 19 studies found a 28.3 percent reduction in sick leave • 16 studies demonstrated a 5.6 – 1 return on investment • 23 showed a 26.1%...
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...CHAPTER 12 – EMPLOYMENT LAW I: EMPLOYEE RIGHTS Part One - Selection Job Classification › Employment-related legal rights and responsibilities depend on the type of relationship the employer decides to build with the worker. › Contingent workers, along with independent contractors, who are increasingly relied on to perform specific, short-term, nonrecurring jobs, permit employers to rapidly & inexpensively inflate or shrink workforces as competitive & regulatory conditions change. Employee or Independent Contractor? • Employee (long-term or contingent) or an independent contractor: worker under contract to organization to do specific task, not legally part of organization. • Where a worker’s performance is controlled by an employer or where employer has right or ability to control that work, worker likely to be considered employee. • Business that hires independent contractor generally is not required to comply with wide range of employment & labor law standards that would apply where worker is employee. Thus, business must provide unemployment insurance, workers’ compensation coverage, minimum wages, and so on to employees, but generally would not need to do so for independent contractors. Employers not liable for discrimination claims by independent contractors. Classification Problems • Employees, unlike independent contractors, are protected by the Fair Labor Standards Act, which requires, among other things, the payment of the federal minimum wage & overtime...
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...RELATING TO COMPENSATION AND INSURANCE SUBMITTED BY- RAO VISHWAJA 201285 SEMESTER V TABLE OF CASES 1. Cricket Club of India v ESIC 2. ESIC v Ramdas Reddiar 3. ESIC v RK Swami 4. ESIC v Trichy District Milk Cooperative Society 5. Hyderabad Asbestos v ESIC 6. Punjab National Bank v Astamija Dash 7. RB Moondra v Smt Bhanwari 8. Reid Cooperative Timber Works Ltd v ESIC 9. Ram Bahadur Thakur v Chief Inspector of Plantations 10. Satya Sharma v ESIC 11. Smt Koduri v Polongi Atehmuna 12. State v Ram Prasad 13. Trustees Port of Bombay v Yamunabai TABLE OF STATUTES 1. The Constitution of India 2. The Employee’s Compensation Act,1923 3. The Employee’s State Insurance Act, 1948 4. The Maternity Benefit Act, 1961 Contents INTRODUCTION 5 THE EMPLOYEE’S COMPENSATION ACT, 1923 6 EMPLOYEES STATE INSURANCE ACT,1948 14 MATERNITY BENEFIT ACT,1961 17 CONCLUSION 18 BIBLIOGRAPHY 19 INTRODUCTION There are two major Acts relating to compensation and insurance. They are Employee’s Compensation Act,1923 and Employees State Insurance Act,1948. The project will contain an overview of both the acts in detail with respect to relevant case laws. The Employee’s Compensation Act...
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...person fit of a job , etc.(Defrank, Ivancevich] These have all been a common issue for years. Workplace stressors are working conditions that increase the risk of workplace stress. Stressors are classified as psychosocial or physical. Psychosocial stressors (or psychosocial working conditions) include job demands, job control, job insecurity, bullying, harassment and more(Reducing Stress in the Workplace). Physical stressors include noise and ergonomic exposures (e.g. awkward working postures, repetitive movements) (Reducing Stress in the Workplace). Resources might include an individual's occupational skills, job experience or education, or organisational resources such as machinery, raw materials or staffing levels. This needs to be prevented in order to create a more efficient workplace. Evidence supports the statement that if organizations focused more here employees stress rate that the results of the company would be more successful .(Defrank, Ivancevich]. Stress related claims were the fastest growing segment of the Workers Compensation System. According to the American Institute of stress, 80% of workers feel stress on the job, nearly half say they need help in learning how to manage stress and 42% say their coworkers need such help;The multiple sources and effects of workplace stress, coupled with an elusive liability environment, require management to carefully...
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