Workers Compensation benefits

Workers' compensation is designed to provide damages to workers injured during the course of their employment. From paying medical bills to covering lost wages, the system exists to ensure that every employer provides sufficient insurance to cover injuries suffered on the job.
In the United States, workers comp wasn't enacted in this country until 1911. Wisconsin was the first state to adopt a law, and by 1948, every state had some form of "workman's comp." At essence, this social insurance is a pact between employers and employees. Employers are mandated to cover medical care and provide wage replacement for injured workers; in exchange for this protection, the workers compensation becomes the exclusive remedy for workers. Although the courts have upheld this doctrine for nearly a century, in some instances, such as willful intent or bad faith, court challenges have succeeded in piecing the exclusivity.

Regulations and premium costs for workers compensation insurance vary from state to state, but the rates are always calculated at a cost per $100 of an employee's salary based on the risks involved in that type of work. A roofer will be covered at a much higher rate than a retail store clerk or a copy machine operator. In California, an office clerk is covered for roughly $1.25 per $100 of salary. If the clerk earns $575 a week ($29,900 a year), the employer pays workers compensation premiums of $7.19 weekly or $373.75 annually, according to AllBusiness.com. The number of claims a company has in recent years directly affects its premium rates, either increasing them for a poor record or reducing them for effective safety procedures.

http://www.costhelper.com/cost/small-business/workers-compensation-insurance.html

Benefits of Performance-based Compensation/Merit pay

Merit pay, also known as pay-for-performance, is defined as a raise in pay based on a set of criteria set by the employer. This usually involves the employer conducting a review meeting with the employee to discuss the employee's work performance during a certain time period. Merit pay is a matter between an employer and an employee

The issue of merit pay has remained a subject of considerable debate in both the private and public sectors. A business organization must evaluate the pros and cons of merit pay carefully while devising its pay policies for the employees. Conventional wisdom in business has usually favored the existence of merit or performance linked pay. However, the downside of this pay system often gets ignored. Each organization is unique and it must evolve the best pay method that matches its needs in the best possible manner.

Merit pay has traditionally been one of the most effective tools of motivating employees to perform to the best of their ability. It is recognition for the employees who achieve the highest productivity and results for the business. A monetary reward in terms of a better pay is the strongest incentive for an employee who is working with a greater enthusiasm, commitment and skills than the other employees around him.

In absence of a merit based pay system, there is the risk of non-motivation for the highest performing employees. Talented employees are aware of their strengths and like to accept the challenges of a performance linked pay. If they find that all employees are awarded a uniform pay without any regard to individual merit, there is a risk of the best performing employees leaving and joining other organizations that are willing to recognize their exceptional talent.

Although there are some negative aspects to Merit pay i.e, competition amongst colleagues, resentment from those who feel unfairly left out, etc., there are many benefits to performance-based pay/Merit pay and should at least considered for any wage and benefit program.

http://www.brighthub.com/office/human-resources/articles/109185.aspx

Tips for Minimizing Workplace Negativity

Nothing affects employee morale more than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Implementation of the following tips will help minimize negativity in the workplace.

Provide opportunities for people to make decisions about and control and/or influence their own job. The single most frequent cause of workplace negativity is traceable to a manager or the organization making a decision about a person’s work without their input. Almost any decision that excludes the input of the person doing the work is perceived as negative.

 Make opportunities available for people to express their opinion about workplace policies and procedures. Recognize the impact of changes in such areas as work hours, pay, benefits, assignment of overtime hours, comp pay, dress codes, office location, job requirements, and working conditions.


  Treat people as adults with fairness and consistency. Develop and publicize workplace policies and procedures that organize work effectively. Apply them consistently. As an example, each employee has the opportunity to apply for leave time. In granting his or hers request, apply the same factors to his or her application as you would to any other individual’s.

 Do not create “rules” for all employees, when just a few people are violating the norms. You want to minimize the number of rules directing the behavior of adult people at work. Treat people as adults; they will usually live up to your expectations and theirs.

Help people feel like members of the in-crowd; each person wants to have the same information as quickly as everyone else. Provide the context for decisions, and communicate effectively and constantly.

Afford people the opportunity to grow and develop. Training, perceived opportunities for promotions, lateral moves for development, and cross-training are visible signs of an organization’s commitment to staff.

 Provide appropriate leadership and a strategic framework including mission, vision, values and goals. People want to feel as if they are part of something bigger than themselves. If they understand the direction, and their part in making the desired outcomes happen, they can effectively contribute more.

http://humanresources.about.com/od/workrelationships/a/negativity_2.htm