...Reducing Workers Compensation Claims According to an essay published online by CCH Incorporated, the first step in reducing workers’ compensation costs involves ensuring that your company has effective safety and accident prevention programs in place to reduce the amount and severity of workplace illnesses and injuries. In addition to those programs, there are policies and procedures that should be implemented to help supervisors and Human Resources professionals in handling workers’ compensation claims in the most expedient manner possible. Having an active safety program has a number of benefits. Some are obvious. Others are not. A safety program gives employees a sense that their employer cares about them. Issuing personal protective equipment should be part of the safety program as should periodic inspection and replacement of worn or damaged safety equipment. Rotating work schedules or job duties can reduce repetitive-stress injury problems. An additional benefit is that doing so keeps workers more interested in their work and more focused on the job they are doing which also tends to reduce injuries. A mandatory safety training program also lets your employees know that any work related injury is bad for them and bad for the company. All employees should participate in safety activities including those workers in administrative positions or performing office work. Ideally, the message employers want to deliver is that everyone has a vested interest in minimizing these...
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...Critical Thinking Essay Introduction Worker compensation disputes occur commonly in all private or government owned companies. Employees in all states and employees under federal government are completely covered by either federal compensation laws or the states’ compensation laws. States have their own policies regarding reimbursement when workers become injured and/or disabled. According to New Jersey’s Department of Labor and Workforce Development (1996), a worker’s compensation is a “no fault insurance program that provides the benefits to employees who suffer job-related injuries or illnesses.” Those benefits include medical benefits, death benefits, temporary total benefits, permanent partial benefits and permanent total benefits. Medical benefits can become imminent when employees become injured while at work. They can sue their company for not maintaining a safe work environment for the workers. The following case is an example of how and why workers should be compensated medically for an injury caused by the company’s poor work conditions. Explanation of Issue or Problem In this assignment’s case, John Schmidt had wounded his hand when using a table saw in the production shop. He then started a dispute with his company regarding who is the one at fault for the accident. The shop manager, David Donald, claimed that the machine is in perfect and safe condition since the shop foreman, Harry Hiller, did not report any issues to David. With written evidence, Hiller...
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...EMPLOYMENT LAW ESSAY – LAW 363 Question: - “Bullying at work – a safety matter or an employment issue?” I. Introduction In the past, bullying has been reduced to an issue that occurs in the school yard amongst children. It had little scope in terms of being appreciated as a form of harm inflicted outside of these realms. However, the presence of this harmful treatment in the workplace cannot, and lately has not, been denied. This essay will discuss the variety of changes which have been seen over the last year in relation to workplace bullying legislation, as well as the changes which are still to come. This essay will draw upon the information provided in the original report made by the House of Representatives Standing Committee on Education and Employment (“the Committee”) in October 2012 titled Workplace Bullying – We just want it to stop, (“the Report”), which gave way for the changes that will occur from 1 January 2014 as a consequence of the recent passing of the Fair Work Amendment Bill 2013 (“the Bill”). In reflecting upon these resources, this essay will show how bullying at work should be seen to be both a safety matter and an employment issue, and further this point by demonstrating that distinguishing it as one or the other is not necessary, nor is it desirable. II. The Confusion Around Bullying a. Prevalence One of the hardest tasks in the past when it came to legislative regulation of bullying was the inability to accurately measure the prevalence. Estimating...
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...management (IHRM) and industrial relations (IR) issues. Deb (2009) define IHRM as ‘a strategic process of managing a global and diverse pool of talented people in such a way as to achieve aims and objectives of the organisation both at parent and subsidiary level successfully, follow ethical practices on human and business issues and be adaptable to local cultural norms and other human needs and aspirations’. And Dowling, Festing and Engle (2013, p.242) define IR as ‘The board field of study that looks at wider issues of work and employment’. The purposes of this essay are to identify and discuss the IR and HRM issues an expatriate from Melbourne could face while living and working in London. In relation to Industrial relations issues, the role of unions, employment contracts, regulations, visas, taxation, labour laws and employ compensations will be discussed. When it comes to human resource management, the essay will discuss culture, language, family, soft skills, allocation, medical secures and weather. Over the last decade, the participation in trade unions has been decreasing worldwide. The trade unions do not have the same level of power or the same affiliation in all the...
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...EMPLOYMENT ESSAY Legislation to protect and encourage "whistleblowing" in relation to work issues has proved inadequate.' Discuss. Whistleblowing by definition is when an employee provides information of illegal activity or any other wrong doing to their employer or supervisor. The concern raised by the employee may be about a fellow employee, a third party outside of the workplace or even the employer and the employee does not necessarily have to be directly affected by the illegal activity to have the right to disclose it. The general consensus is that an employee who makes a “protected disclosure” that is in the public interest should be protected by law from any unfair treatment resulting in making the disclosure. In this essay I will evaluate whether the law protects whistleblowers adequately. Prior to the Public Interest Disclosure Act 1998 coming into force on the 2nd of July 1999, whistleblowers did not have protection against unfair dismissal. Employees who attempted to expose of illegal activity would face open discrimination by their bosses and fellow employees, they would also face disciplinary action and were often denied of career advancement. The Public Interest Disclosure Act 1998 came into force to protect workers and a worker in this context includes most workers in the public, private and voluntary sectors. The Act does not apply to self-employed workers other than those in the NHS, and voluntary workers such as charity trustees and charity volunteers...
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...the attention of the human resource department that common sense and compassion have been replaced by litigation in the workplace. Although conflict is by no means a new phenomenon, the elements of workplace conflict are becoming more convoluted as the years go by. Changes in employment laws mingled with how we live and the unpredictability of today’s economy have coalesced into convoluted answers to what used to be basic questions (Gilbert, n.d.). The result is a growing sense of unease among employees and an accompanying need to claim one's legal rights when conflicts arise. Misconceptions about employment laws, and employee rights often fuel this fire. Not to mention today’s society’s augmented recognition and approval of lawsuits as a probable and lucrative alternative to negative workplace situations (Gilbert, n.d.). It is therefore imperative now more than ever, that human resource managers (HRM) be well versed in what constitutes a claim and ensure that they are avoided. This memorandum will briefly describe the organizations that have established employee-related regulations, such as, the Department of Labor (DOL), the U.S. Equal Employment...
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...1. Recently, the issue of CEO compensation has been a subject of contentious controversy. Heated discussions erupt surrounding the impacts of executive pay to company performance. Some parties claim that executive pay can avoid the agency problem, which refers to the possibility of conflicts of interest between the shareholders and managers of a firm (Amarjit Gill, Nahum Biger and Smita Bhutani, 2008), in order to align the interest of executive officers and company. However, some people reckon that such compensation cannot boost company’s performance since the increase in revenue of executive officers does not mean an increase in their working incentive. Executive pay is the combination of salaries, bonuses and shares. Under most circumstances, there should be a positive correlation between executive compensation and company performance. As a medium of transaction, money has a profound relation with quality of life and the vast majority yearn for earning a living wage. Hence, money is always deemed a motivation for enhancing workers’ performance. There is no doubt that most executive officers attempt to maximize their revenues when the policy of executive pay is implemented. However, whether they would put strenuous effort into the business, this remains a dubious, uncertain question. Some may still slack off at work due to some personal factors such as laziness and lack of devotion to the company. First of all, executive pay will lead to a rise in risky investments. As...
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...Detroit’s Water Crisis Claim of Fact Essay Detroit has been falling apart since the riots of 1967, which further segregated the city forcing the economy into a freefall with no ground to land on, as the population continued to diminish so did workers, driving the industrial giants to implement competitive wages amongst its employees, ultimately leading the factories to shut down or relocate outside the country as a way to cut costs. Throughout this essay I will be discussing how turning off anyone’s water supply for profit is poor ethics, especially when the amount of money demanded by the DWSD (Detroit Water and Sewage Department) is $297.76 U.S.D per month for a 3/4 meter; compared to residents of Las Vegas, NV, who also have higher priced...
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...2009, supported by an overwhelming YES vote of three to one launched by Communication Workers Union (CWU). The dispute over pay, job securities and working conditions is still continuing although CWU has suspended strike to provide a period of calm for the Union and Royal Mail to negotiate a full and final agreement on the introduction of automation and relevant working practices. The strained relations of both sides reveal the sensitive and complicated employer-employee relationship. Since the employee plays a vital role in the management, how to deal with the mutual relationships and ease the contradictions in order to make the relations go on the track of sound progress becomes an urgent issue. Through the Royal Mail case, if Royal Mail had balanced the modernization, the redundancy of employees and stabilization, the strike action could have been prevented. Now, both sides have to face a long period of negotiation for the sake of mutual interests. The essay is writing to identify and analyze the relationship of both sides in order to get to the crux of this relation dispute. On behalf of employee’s right, the essay also puts forward a series of suggestions to find alternatives to defuse the contradiction and resolve the conflicts. Case Description The Royal Mail industrial dispute is a long-running dispute in the United Kingdom between Royal Mail and members of the Communication Workers Union (CWU) which began in this summer. The failure in reaching any agreement between...
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...discusses the issue from both the workplace and societal viewpoints. Be sure to include the positive and negative aspects of the issue in relation to the workplace, society, and workers, especially the unique worker groups who may be most affected (e.g., women, immigrants, LGBTQ citizens, the working or middle classes, and racial, ethnic or cultural groups). Analyze how the issue could be positively supported using various social controls (e.g., laws, organizational policies/practices, training/education, government or corporate involvement, or social change) and recommend interventions in these areas. In addition, discuss the potential social or economic benefits which may result if your recommendations were implemented. Choose one of the following social issues: • The role of women in leadership • Faith-based decision making in business (hiring and customers served) • The use of immigrant labor in California • Sexual harassment • Executive versus worker compensation disparity • The gender wage gap • Whistleblowing The paper must be eight to ten double-spaced pages in length (excluding the title and reference pages) and formatted according to APA style. You must use at least five scholarly sources (three of which must be found in the Ashford University Library) other than the textbook to support your claims. Cite your sources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center. Writing the Final Paper The...
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...remedial action plans that be appropriate in company. In today’s environment work setting are confronted with regulatory hazards, for instance, tort accountability that consists of planned torts, carelessness, and severe accountability. When parties commit intentional acts such as assault and battery or defamation these are the harms that is called intentional tort. On the other hand, negligence “is the non-success to use sensible care, that the action of something which a sensibly well thought-out person would not do or the disappointment to do something which a sensibly foolish person would do under like conditions (Charles P. S, & Sandra L. H, 2003).“However, for the third tort is harsh tasks it is the authorized accountability for compensation, or injury, still if the person establish securely accountable was not at liability or careless, nearly all generally connected with imperfectly manufactured products.” (Michael A.S, 2003). It has been said that those organizations which select not to conform to local, circumstances or central administration set of laws will expose the association to customary hazards that will have an effect on the organizations status in the...
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...Table of Contents Introduction 2 The Company 3 Main Issues 4 First issue 4 Second issue 4 Third issue 7 Analysis of the Issues 9 First issue 9 Second issue 9 Third issue 10 Recommendations 11 The Employees 11 The Employers 12 Islamic Perspectives 13 Conclusion 14 References 15 Introduction The six main functions of a Human Resource Management (HRM) are recruitment and selection, training and development, performance management and appraisal, compensations and benefits, safety and health, and employee and labor relations. However, this assignment only focused on issues related to compensations and benefits function in the context of Utusan Printcorp Sdn. Bhd. There are three issues highlighted in this paper, with all of them were associated with the same function of HRM. The issues were analyzed and recommendations were suggested for the company and the employees to take into account. Islamic perspectives of compensations and benefits were also included to understand this concept according to Quran and Sunnah of the Prophet SAW. The Company Utusan Printcorp Sdn. Bhd. offers commercial printing services. The company was incorporated in 1975 and is based in Bandar Baru Bangi, Selangor. The company size is 150 to 499 employees. The company’s current Chief Executie Officer (CEO) is Encik Jamal Khail Mohd Isa. As of September 1, 2011, Utusan Printcorp Sdn. Bhd. operates as a subsidiary of DTSP Consortium Sdn. Bhd. in December 2011, the company has...
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...Millaniyage Dulan Chaturanga Perera 617809 Managing Employee Relations Assignment Research Essay Is the work of Unions still relevant? A trade union, as defined in the History of Trade Unionism is ‘ a continuous association of wageearners for the purpose of maintaining or improving the conditions of their working lives’.(Webb and Webb, 1911) Unions exist on the basis that they protect the wages and conditions for employees, making sure that they're protected from unemployment by obtaining a substantial degree of job security as well as supporting employees in disputes and claims against their employers.(Murphy, 2014) The relevance of unions may vary from place to place. Using reasoning and statistical day, we will aim to achieve some sort of clarity towards the complexity and variety of opinions that people have on the need for trade unions. Importance of Trade Unions Unions not only negotiate wages, they also have an impact on fringe benefits, labour productivity,work allocation, job security and employee participation practices.(OECD, 1991) There is also a spillover effect, through extension of agreements and employer responses to union environment where some of these benefits alter the employment terms of non union members.(OECD, 1991) A substantial amount of protective legislation supporting unemployment compensation, sickness insurance, employment protection along with occupational health and safety, is the outcome of work by trade unions. ...
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...Should EEOC Audits be required for Gender Pay Equality for Employers with more than 100 Employees? The year 2012 statistics show that full-time employed women earned just 80.9% of the salaries of their male counterparts in the United States. The number for 2011 was 82%. The pay gap is now as wide as it has been since 2005, following on the heels of six years of progress. The figures look even worse for some workers. In management professions, men earn $1,328.00 each week while women earn $951.00– A 71.6% gap, for financial professions, it’s 74% and in legal occupations it is 53.7%, (Bureau of Labor Statistics. 2012). Based on this information, a man would make $100.00 compared with a woman making just $80.90... The financial services employed male would make $100.00 compared to only $74.00 for the female (based on Bureau of Labor Statistics)... Employers are not complying with the current EEOC laws as the pay gap is becoming wider, especially in some professions. The EEOC law should be changed to require them to conduct audits of employers with more than 100 employees, to assure compliance with the law. The Fair Labor Standards Act of 1938 was updated in 1963 when congress passed the Equal Pay Act, clearly stating that employers cannot discriminate on the basis of sex by paying wages for equal work less than wages paid to the opposite sex. The problem is that the EEOC who administers the law is a reactive rather than proactive body. They...
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...commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323) THE HUMAN RESOURCE MANAGEMENT PROCESS 3. The human resource management (HRM) process consists of 10 activities necessary for staffing the organization and sustaining high employee performance. (False; moderate; p. 323) 4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323) 5. In the United States, nearly 25 percent of all workers are unionized. (False; moderate; pp. 323-324) 6. Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324) 7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324) 8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325) HUMAN RESOURCE PLANNING 9. Human resource planning can be condensed into two steps: assessing current human resources and assessing and meeting future resource needs. (True; easy; p. 326) 10. Job descriptions focus on the job, while job specifications focus on the person. (True; easy; p. 326) RECRUITMENT AND DECRUITMENT 11. One disadvantage to employee referrals as...
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