| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "WORKERS COMPENSATION LAWS OSHA": |
|
|
Workers' Compensation Laws and OSHA, 1990.
This paper examines the workers' compensation laws and the Occupational Safety and Health Act of 1970 (OSHA): Development, functions, aims, effects of laws and OSHA. Table.
1,800 words (approx. 7.2 pages), 6 sources, $ 63.95
»
Click here to show/hide summary
From the Paper
"This research examines workers' compensation laws and the Occupational Safety and Health Act of 1970 (OSHA). The purpose of the examination is to describe and explain the laws, and to identify the principal differences between OSHA and the workers' compensation laws.
Both OSHA and workers' compensation laws in the United States are extensions of the concept that public health should be promoted and protected by government. In contemporary society, prospects for the health of individuals are ". . . determined by public policy, by those decisions which shape contemporary environments . . ."
| |
|
Workers Compensation Rehabilitation, 2002.
Cites the history of workers compensation in the United States and why it was created.
2,633 words (approx. 10.5 pages), 10 sources, APA, $ 79.95
»
Click here to show/hide summary
Abstract
Explains the United States system of workers compensation, the process of workers compensation that existed prior to the current system, the criteria that must be met by an employee before he can make a claim for workers compensation, and the benefits now offered by the system. Also discussed are some of the problems of the current workers compensation system.
From the Paper
"For example, typical legal language states that in order for an injury to be covered, the harm suffered by the employee must have been caused by an "accidental personal injury arising out of and in the course of employment." Those few words, in this example from the Maryland Worker?s Compensation law, are the subject of many court decisions and interpretations. Not all injuries are covered by a Workers' Compensation Law even if the injury happened "on the job." Just because a person is hurt "while working," "on the job" or "at work" may not be enough for the insurance to apply."
| |
|
Workers Compensation Insurance, 2005.
A look at this system, including benefits and problems.
3,985 words (approx. 15.9 pages), 17 sources, MLA, $ 108.95
»
Click here to show/hide summary
Abstract
Workers' compensation is governed more directly than some types of insurance by state requirements. The paper explains that any decision regarding workers' compensation in the future will need to account for the current problems for both workers and employers. It discusses how allowing workers' compensation to be addressed through collective bargaining would, at last, bring both sides into the process, though it might slow down that process and would not solve the problems of the system. The system has to be made solvent while continuing to provide needed money to insured workers. It concludes that eliminating fraud is an essential step to assuring that the system has the money it needs and spends it in the right way.
From the Paper
"One of the benefits HR managers can offer is health insurance, and the workers' compensation insurance differs in that it is not for normal health issues but for accidents on the job. Some health insurance is mandated by law, while workers' compensation insurance is specifically required as a way of protecting workers, though the system also should protect the employer from litigation over workplace incidents as well, as noted. Businesses have to consider a wide variety of types of insurance protection. Businesses can buy commercial general liability insurance that protects the organization against lawsuits alleging bodily injury or property damage legal liability. The policy thus insures against defense costs, awards, or settlements associated with lawsuits brought by third parties who may be injured by the business's premises operations, products-completed operations, or independent contractors: "The policy also automatically includes contractual liability insurance which causes it to provide protection to other parties whom the insured agrees in a business contract to 'hold harmless and indemnify'" (McIntyre & Gibson, 1988, p. 29). Sundheim (1988) emphasizes that such coverage is necessary because "businesses are exposed to possible liability claims from many different directions. . . To adequately protect the business, more than one form of liability insurance may be needed" (Sundheim, 1988, p. 116). The comprehensive general liability type includes virtually all of the liability insurance forms, written for most businesses, with the exception of automobile liability and worker's compensation."
| |
|
Workers' Compensation in California, 1993.
A look at the purpose, problems, legalities, organization, trial procedures, role of the referee and awards.
1,800 words (approx. 7.2 pages), 3 sources, $ 63.95
»
Click here to show/hide summary
From the Paper
"The purpose of this research is to discuss the workers' compensation system in California and how it operates. Procedures in trial courts pertaining to workers' compensation will also be reviewed.
The workers' compensation system is based on the assumption that workers injured on the job are guaranteed compensation regardless of the fault of any party. Work related injury and disability cases are to be dealt with expediency and without excessive expense or incumbrance of any character.. In exchange for prompt and specific benefits the injured employees give up their right to bring civil tort actions against their employers. California's "no fault" system is one of the country's oldest, having been implemented in 1911 and amended in 1913, 1914, and 1917."
| |
|
Worker's Compensation, 2002.
A comprehensive overview of the legislation that protects employees from accidents at work.
3,685 words (approx. 14.7 pages), 23 sources, MLA, $ 102.95
»
Click here to show/hide summary
Abstract
For nearly 100 years, the system of Worker?s Compensation has been used in the United States. This is a legislated system, administered at the state level. This paper looks at the history of worker's compensation in the United States, showing how it has evolved into an effective system that protects the employee should he/she become injured or incapacitated during work hours. The paper discusses who exactly is considered an employee and different types of benefits. The paper focuses, in particular on the rehabilitation benefits (Vocational Rehabilitation Plan). It also looks as the role of labor unions and worker's compensation fraud.
From the Paper
"The legislature of each State determines the type and amount of benefits which are payable under workers' compensation. Generally speaking, workers' compensation payments are not taxable to the employee as income. Based upon the laws enacted in each State, insurance companies that provide worker?s compensation insurance coverage determine the probabilities of injury for different occupational categories and establish their premium rates. This is the amount charged to employers for their workers' compensation insurance. (Pennsylvania)."
| |
|
O.S.H.A. Law, 2005.
This paper examines the Occupational Safety and Health Act (O.S.H.A.).
675 words (approx. 2.7 pages), 3 sources, APA, $ 23.95
»
Click here to show/hide summary
Abstract
This paper examines the application of the Occupational Safety And Health Act (O.S.H.A.) in the current employment environment. It describes the impetus of O.S.H.A. Law and how it evolved from organized labor activity to more widespread application.
From the Paper
"According to an essay by Judson MacLaury published on the U.S. Department of Labor website, by the number of industrial accidents coupled with reports of increases in occupational diseases and work-related disabilities prompted Congress to pass the Occupational Safety and Health Act the O.S.H. Act in an effort to ensure a safe and healthy working environment for all employees. Thus, the evolution of laws governing worker safety shifted from laws passed by the various States offering varying degrees of protection to workers, to a federal law ... "
| |
|
Satisfied Workers Are Productive Workers, 2006.
This paper examines the results of various surveys as well as a detailed questionnaire which indicate that praise and recognition of a job well done is significantly more important to employees than meeting salary demands.
2,849 words (approx. 11.4 pages), 9 sources, APA, $ 84.95
»
Click here to show/hide summary
Abstract
The writer of this paper contends and proves that worker satisfaction goes far beyond salary demands. Recent surveys indicate that the most important aspect of worker satisfaction is recognition and praise for a job well done. This paper stresses the importance of human resource managers in finding the proper mix to garner satisfaction on behalf of the employee while obtaining efficient and productive results for the employer. This paper contains a detailed questionnaire which was used to interview managers and workers in both the service and production industries, as well as the results of the interviews. Based on the results of the questionnaire, there is a remarkable difference between the service industry and a production facility, which are detailed in this paper. The writer also delves into the issues of women, discrimination and affirmative action in the work place.
Table of Contents:
Introduction
Satisfaction Questionnaire
The Measurement of Satisfaction
Conclusions
Works Cited
From the Paper
"The interviews with "ordinary" workers as well as low-level management were conducted anonymously. There was no mention of name, race, or gender. Permission was sought and granted that the results would be shared with Human Resources Management. Unfortunately, as is often the case, less than 60% of the questionnaires passed out were submitted. Time did not provide sufficient availability of the employees for a "sit-down" discussion. Approximately 10% of the questionnaires, therefore, were filled out during personal, head-to-head discussions. One listened as long as the employee/manager was willing to talk. One thing was obvious, a sort of theme running throughout: in a tight labor market, there is far less loyalty to a company than there used to be. Books on the subject bear this out."
| |
|
Happy Workers Make Loyal Workers, 2007.
This paper presents an examination of the benefits of providing on-site childcare for employees' children.
2,362 words (approx. 9.4 pages), 6 sources, MLA, $ 72.95
»
Click here to show/hide summary
Abstract
The paper discusses a company's need to maintain a work environment that stimulates employee interaction and economic growth. The paper explains that offering employees on-site childcare will help strengthen the retention rate of the workers and attract the best in the industry for future hire. The paper discusses the benefits of both contractor and company run on-site childcare, as well as the ways that the company will succeed in this proposal. The paper concludes that companies no longer only have a competitive obligation to their industry, but they also have a social obligation to the community that they impact. Providing an on-site daycare center will help with that social obligation as well as increase the ability to recruit and retain the most professional employees in the industry.
Outline:
Introduction
Benefits
Comparing Contracting It Out Or Providing It Ourselves
Approximate Cost of Each Option
Conclusion
From the Paper
"Avionics Solutions, a small firm based in Washington, D.D., is a leader in manufacturing avionics equipment and prides it self on being a family-owned business that delivers high quality products. It is in the company's best interest to stay ahead of the competition to retain its best employees. To this end, the company must maintain a work environment that stimulates employee interaction and economic growth. To recruit and retain the best employees in the industry it is important to understand that they are the company's greatest asset. Offering employees onsite childcare will help strengthen the retention rate of the workers and attract the best in the industry for future hire."
| |
|
Compensation, 2007.
A discussion on worker's compensation and its uses in employee motivation.
1,331 words (approx. 5.3 pages), 10 sources, APA, $ 44.95
»
Click here to show/hide summary
Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.
Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References
From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"
| |
|
Knowledge Workers, 2002.
This paper discusses a new category of workers, ?knowledge workers?, who are classified this way because of their close association with information systems.
1,255 words (approx. 5.0 pages), 7 sources, MLA, $ 42.95
»
Click here to show/hide summary
Abstract
This paper explains that anyone who makes a living out of creating, manipulating or disseminating knowledge is a knowledge worker. The paper points out that knowledge workers need not be solely associated with computer related fields as programming or software development but also can be doctors, attorney, accountants, and almost every professional who uses information products or technological tools. The author states that the demand for knowledge workers is rapidly increasing world wide because of the steady shift in the economic structure from industry to information technology.
From the Paper
"Information specialists are quickly taking over most business activities as it was reported that California alone has 25% of the workforce classified as knowledge workers. The U.S. Bureau of Labor Statistics also expects ?a net increase of more than 10,000 information professionals in the U. S. labor force by 2006" (Bender 1998, p. 35). This shows how knowledge is now the most important factor in determining the success or failure of corporations and their workforce. Countries and companies where knowledge is still being treated as a second citizen and industrial power is considered more important are headed for disaster. In coming few years, knowledge will take over all other ways of working because of the rapid advancement in technology and the convenience that brings along."
| |
|
Compensation and Benefits in the IT Industry, 2006.
A research paper that attempts to identify the optimum compensation and benefit packages for workers in IT departments.
4,528 words (approx. 18.1 pages), 32 sources, MLA, $ 118.95
»
Click here to show/hide summary
Abstract
This paper critically analysis some of the issues and concerns of the compensation and the benefit models used in the IT industry. Many similarities as well as differences are observed based on the job scope, the nature of the core business and the location of the business. The effort of this study is to ensure that the best possible model is introduced.
Table of Contents
Introduction
Discussion
The Pay Model
Strategic Perspectives
Internal Alignment
Job Analysis and Evaluation
Person-Based Structures
Competitiveness and Pay
Pay for Performance and Performance Appraisals
Benefits Determination and Benefit Options
Extending the Compensation System - Special Groups
Managing the System - Government & Legal Issues
Conclusion
From the Paper
"IT encompasses design, installation and maintenance of computer hardware, software, and a forum for collection, processing, storage, presentation, archiving and retrieval of information. The concepts of processing information collected using all the capabilities of a computer (hardware, software, databases and storage technology) and the networks linking the components of computers together to share information as and when needed is referred to as Information Technology. It is clear therefore, that IT industry employs individuals within a wide range of job scopes. As a consequence, the motivating factors that are required differ considerably. Compensation and benefits are an important factor in the motivational theory models used in organization."
| |
|
Compensation Strategies, 2002.
This paper analyzes and discusses compensation strategies, how they affect workers and why they are necessary in the IT industry.
1,070 words (approx. 4.3 pages), 10 sources, MLA, $ 37.95
»
Click here to show/hide summary
Abstract
The following paper examines the way in which the basic use of incentives and compensation strategies are critical components to create an environment where the employees not only feel secure about their jobs, but are also committed and motivated to the organization. The writer discusses how employees must contribute to the fullest to achieve the organization's goals in today's changing world. This paper discusses how business environment managers have to do more than just providing employees with tactical targets, such as bonus for selling or completing certain products or projects.
From the Paper
"Compensation is without a doubt a major management objective in any organization to include in its workforce quality and skilled employees that would increase productivity and keep up the pace with changing technology. An organization stresses a lot of importance on compensation strategy because of the changing face of technology and to keep up with the speed organizations need skilled and expert employees and to have the best of them it needs to develop some sort of strategy to attract the workers.
The major factors influencing the compensation are essential value of the job, internal equities, and market correction through inflation and external equities. In the IT industry today there is a desperate shortage of skills particularly in the software industry; with severe competition and shortage in the industry the old conventional methods of attracting employees have been torn apart. As economies fluctuate, the software industry in particular have affected and now more than ever before companies needs to react to a changing marketplace by continually evaluating corporate goals and then re-aligning employees."
| |
|
Compensation by Performance, 2001.
This essay discusses the process of compensation by performance with reference to certain companies as examples of this process.
800 words (approx. 3.2 pages), 0 sources, $ 28.95
»
Click here to show/hide summary
Abstract
The purpose of this paper is to introduce, discuss and analyze the process of compensation of employees by their performance, rather than strictly on a salary scale or job title. It includes examples of companies that use this process.
From the paper:
"Compensation by performance has a long-standing history in the world. From factory workers to salespeople who work on commission, ?pay by performance? is a way for employers to reduce their costs associated with labor, while rewarding workers who produce the most. In many countries, performance based pay is often established by the number of products or "pieces" a worker can generally complete during a standard work shift. It's often called "piece work" or "pay by the piece" ".
| |
|
Broadband Compensation, 2002.
A discussion of broadband compensation as an effective solution to employee compensation.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
»
Click here to show/hide summary
Abstract
This paper explains the trends used for managing compensation, using broadband for salary administration, how broadband improves pay for performance, how broadband should drive organizational change, how broadbands are used for small portion of employees, how broadbands increases payroll costs and decrease control, the benefits of broadbands and why do employee like broadbands.
| |
|
Workers in Internal EAP Settings, 2005.
A study about job satisfaction of social workers in internal employee assistance program (EAP) settings.
11,520 words (approx. 46.1 pages), 41 sources, APA, $ 225.95
»
Click here to show/hide summary
Abstract
This study attempts to determine the relationship between work autonomy and job satisfaction of EAP social workers in internal employee assistance program settings by looking at a number of work related factors. To begin with, the paper considers the extent of the relationship, if any, between work autonomy and job satisfaction among social workers. It then looks at the nature of job satisfaction from a social worker's perspective as well as how employee assistance programs can assist social work managers in improving social worker job satisfaction.
Introduction
Statement of the Problem
Purpose of the Study
Significance of the Study
Key Term Definitions
Review of Literature - Overview
Work Autonomy within Organizations
Work Autonomy and Social Workers
Job Satisfaction within Organizations
Job Satisfaction and Social Workers
Theoretical Framework
From the Paper
"Substance abuse in the American workplace is an enormously expensive and growing problem today. According to Pace, Smits and Youngblood (1992), there are literally billions of dollars being lost in terms of productivity, as well as an incalculable amount of human misery and the erosion of world preeminence in the marketplace as direct or indirect consequence of workplace substance abuse. These authors report that properly designed and managed EAPs have demonstrated a significant, proven, and much needed role to play in the prevention and the treatment of workplace substance abuse. "Yet there are only about 10,000 EAPs in existence today in the American workplace, covering perhaps 10 percent of the work force" (Pace, Smits & Youngblood, 1992, p. xvi)."
|
|
|
