Compensation Benefits Research Articles

Transition between social protection systems for workers with long term health problems: A controlled retrospective cohort study

Many nations have established workers' compensation systems as a feature of their social protection system. These systems typically provide time-limited entitlements such as wage replacement benefits and funding for medical treatment. Entitlements may end for workers with long-term health conditions before they have returned to employment. We sought to determine the prevalence of transitions to alternative forms of social protection, specifically social security benefits, among injured workers with long-term disability, when workers' compensation benefits end. We linked Australian workers' compensation and social security data to examine receipt of social security payments one year before and after workers' compensation benefit cessation. Study groups included (1) injured workers whose workers' compensation benefits ceased due to reaching a 260-week limit introduced by legislative reform (N = 2761), (2) a control group of injured workers with at least 104 weeks workers compensation income support (N = 3890), and (3) a matched community control group (N = 10,114). Adjusted binary logistic regression examined the odds of transitions to social security in the injured worker groups relative to the community control group. Within 12 months of workers' compensation benefit cessation, 60% (N = 1669) of the exposed group received social security payments, of which 41% (N = 1120) received the unemployment allowance and 19% (N = 516) the disability pension. Among the work injured control group, 42% (N = 1676) received social security payments after workers compensation benefits ceased. Transitions to social security payments were significantly more common than community levels for both exposed (OR 25.0, 95%CI = 20.7, 30.1) and work injured control groups (OR 4.7, 95%CI = 4.2, 5.3). Many injured workers with long-term health problems transition to social security when their workers’ compensation benefits cease. Transitions were more common among workers whose claims ended due to legislative reform which time-limited benefits. Design and implementation of system level policy reform should consider the social and economic impacts of transitions between separate social protection systems.

P-458 Egg donation in the Czech Republic: Responsibility of ART clinics in the provision of information to potential egg donors

Abstract Study question Do ART clinics’ websites provide sufficient information for potential egg donors regarding all aspects related to donation? Summary answer There is an imbalance of information provided online by ART clinics. The benefits exceed the potential side effects and risks associated with donation. What is known already There is high demand for egg donors in the Czech Republic due to the extreme interest of international couples in ART procedures, e.g. because of the affordability of the treatment, the lack of a waiting list or the extended age limit for recipients up to 49 years. Thus, for a population of approximately 10.5 million, there are more than 40 clinics specializing in reproductive medicine in the country. Study design, size, duration In this research, all information available on ART clinics’ websites for egg donors was analyzed. Each clinic has a different advertising and marketing strategy, and in this work, we will compare the information provided by public and private clinics regarding the egg donation process. Five themes have emerged for the analysis: 1. General information 2. Legislation, 3. Benefits, 4. Risks, 5. Advertisement. The duration of this research was 4 months. Participants/materials, setting, methods A quantitative-qualitative analysis of recruitment strategies of IVF centers in the Czech Republic (29 unique clinic websites, 12 of which were specifically designed for marketing purposes) based on 16 criteria reflecting different donor needs. Main results and the role of chance In the case of donor recruitment, there are registered websites with predominantly suggestive slogans, emotive photos, and only positive stories of donors highlighting psychological, health, or financial benefits. The exact amount of remuneration (20.000 - 33.000 CZK) was specified by 89.7 % of clinics. The lower and upper limit are not regulated by law in the Czech Republic. ART clinics set the limit themselves to attract more donors by offering higher financial compensation and other benefits. This causes a huge imbalance between bigger and smaller ART clinics causing donor recruitment to become the focus of marketing strategies. The potential risks associated with donation were found in only 51,7 % of clinics’ websites. Not only is this an important question of legal noncompliance, but the misinformation may also cause disappointment and feelings of betrayal among donors. It may also result in the emergence of anti-campaigns, impacting the number of donors and devaluing donation in general. Therefore, there is a need to find a compromise between marketing strategies and providing a complete, transparent, and truly informative picture for potential donors in advance of the donation program. Limitations, reasons for caution We analyzed all ART providers that presented their facility online, focussing on both private and public providers. Public providers had very little information available about ART treatments in general let alone donor programs, so minimal information was available. Wider implications of the findings We believe that it's crucial to inform all donors not only about benefits associated with donation but also of potential risks, so they can make an informed decision about donation and also about their reproductive health and future parenthood. Trial registration number TL05000144

Social Protection as Technocratic Fix?: Labour Precarity and Crises of Capitalism after Bangladesh’s Rana Plaza Collapse

Abstract After the 2013 collapse of Bangladesh’s Rana Plaza garment manufacturing building, the Rana Plaza Arrangement (rpa) provided work-injury compensation benefits to injured survivors and the families of those killed, funded by global apparel brands. This article draws upon qualitative interviews with international stakeholders—including global brands, activists, and the International Labour Organization (ilo)—who developed and implemented the rpa, and survivors who claimed compensation payments. We analyse the rpa as an experiment in transnational social protection, which attempted to recentre labour rights and state responsibility after three decades of neoliberal labour governance. Arguing that social protection can be a technocratic “fix” to restore and make tolerable an injurious economic system, we demonstrate the inherent paradox of attempting to integrate precarious labour into decent and dignified social protection. The rpa’s many failures suggest that state commitment to regulation and organized labour power are necessary ingredients for successful transnational social protection.

A Multi-objective Control Strategy of the Energy Storage System in Distribution Networks with a High Proportion of Renewable Energy

With the development of battery technology and power electronic technology, battery-based energy storage has been widely used in Peak Shaving and Valley Filling frequency and voltage regulation for the power system with a high proportion of renewable energy integration. However, the existing control strategies of the energy storage system (ESS) mostly take peak shaving and valley filling frequency and voltage regulation as a single control objective, causing the rest capacity of the energy storage in the single control working period to be wasted, which significantly reduces the utilization rate and economic benefits of energy storage. How to improve the utilization rate and economic benefits of the ESS while enhancing the support performance of ESS has not received much attention. This paper proposes a multi-objective control strategy of ESS to maximize energy storage’s benefit and ensure the distribution network’s safe and stable operation. First of all, this paper combines the auxiliary compensation benefits of the price system of distributed energy storage power stations and proposes a comprehensive index that comprehensively considers the economy of the ESS and the stable operation of the distribution network to support the evaluation needs of multi-objective control of energy storage. On this basis, this paper predetermines the multi-layer judgment logic for ESS operation control under different operating conditions, divides the ESS into different operating conditions according to the control objectives, and proposes a multi-objective control strategy based on variable droop coefficients. It effectively utilizes the idle capacity of the ESS and achieves an optimized control of energy storage that takes into account both technology and economy. The simulation verification based on the energy storage model built in Matlab/Simulink is conducted to validate the effectiveness of the proposed ESS multi-objective control strategy.

The Health and Welfare Effects of Increases in Workers’ Compensation Benefits

Previous articleNext article No AccessThe Health and Welfare Effects of Increases in Workers’ Compensation BenefitsLu JinksLu Jinks Search for more articles by this author PDFPDF PLUS Add to favoritesDownload CitationTrack CitationsPermissionsReprints Share onFacebookTwitterLinkedInRedditEmail SectionsMoreDetailsFiguresReferencesCited by Journal of Labor Economics Just Accepted Published for the Society of Labor Economists, Economics Research Center/ NORC Article DOIhttps://doi.org/10.1086/720456 Views: 76Total views on this site HistoryAccepted April 15, 2022 PDF download Crossref reports no articles citing this article.

Switching control strategy for an energy storage system based on multi-level logic judgment

Energy storage is a new, flexibly adjusting resource with prospects for broad application in power systems with high proportions of renewable energy integration. However, energy storage systems have spare capacity under stable working conditions and may be idle for some periods. These actions are primarily selected for peak shaving and valley filling, frequency regulation, and voltage regulation as the only control target; thus, energy storage cannot be used effectively, which weakens the effect of energy storage on grid support. To improve the utilization rate and economic benefits of the energy storage system and enhance the support performance of energy storage for the safe operation of the power grid, this article proposes a switching control strategy for an energy storage system based on multi-layer logic judgment to maximize energy storage benefits and ensure safe and stable power grid operation. First, this study analyzed the potential multi-ancillary service operation requirements of the energy storage system, combined with the auxiliary compensation benefits of the energy storage power station. Using this information, the study proposed a comprehensive index that considers the economy of the energy storage system and the stable operation of the power grid to support the evaluation needs of energy storage control. Based on this, the study then pre-set multi-layer judgment logic for the operation control of the energy storage system. A multi-objective judgment and smooth switching strategy for the coordinated operation of the energy storage system was proposed based on the typical operating conditions of the energy storage system participating in the grid peak shaving and valley filling, frequency regulation, and voltage regulation. This switching control method effectively utilized the idle capacity of the energy storage system and improved the energy storage system’s support effect on the power grid. Through the improved energy storage control model based on MATLAB/Simulink, this study also verified the effectiveness of the proposed smooth switching strategy of the energy storage system.

Employee Retention Strategy: Analysis Path Career, Compensation Benefit, Organization Commitment & Reward System

The purpose of this literature review research is to see the correlation between the independent variable and the dependent variable, the novelty found is that there is a new framework in this study and previously there has been no constellation of problems like this research, the methodology uses a literature review study of various national and international journals, the results of this study are the significance between variables and the results of this study are the novelty of the framework model and new articles that have not previously been studied by other researchers. In the future, research can be developed with the variables in this scientific article with research methods, references, or objects used.

Establishing the fact of labor relations in court

In the field of labor law, the establishment of the fact of labor relations in court is investigated. It is emphasized that the importance of establishing the fact of labor relations lies in the fact that, in its presence, grounds are created for the employee to exercise labor rights, in particular to wages, guarantee, compensation and other social benefits, including benefits related to temporary disability, unfortunate accident at work or occupational disease, etc. Attention is drawn to the fact that in establishing the fact of labor relations, it should be taken into account that between an individual and a business entity, relations regarding the performance of work can arise both on the basis of an employment contract and on the basis of a civil law contract, at the same time, this depends on the nature of work. The theoretical research is conducted taking into account the optimization of labor legislation, that is, finding the best option, finding the optimal model for establishing the fact of labor relations, taking into account the martial law and adapting labor legislation to the standards of the European Union. It is emphasized that in order to avoid disputes about establishing the fact of labor relations, the employer, having a choice to enter into a civil or labor contract, must clearly delimit the scope of application of these contracts and compare it with the work for which the employee is hired. The actions of employers regarding providing employment contracts with the content of a civil law contract, failure to formalize labor relations with an employee who performed work without concluding an employment contract, hinder the realization of the employee's right to work, guaranteed by the Constitution of Ukraine and the Labor Code of Ukraine, as well as the right to social protection in case of unemployment, in case of temporary loss of working capacity, in the event of an accident at work or as a result of an occupational disease, the right to rest, annual paid vacations, the right to healthy and safe working conditions, the right to join trade unions, etc.

Communicative Perfectionist Strategy in the Representation of Industrial Companies Performance

The article considers verbal elements of perfectionism as a communicative strategy of promotional discourse in annual reports of large industrial companies for the representation of outstanding company performance aimed at developing a positive public image. A sampling of 2882 contextual occurrences of keywords with the perfectionist semantics served as the material for the research (best, maximum, high, improvement, increase, increase, growth). The keywords characterized inherent corporate activities. Research methods – statistical sampling and content analysis. According to the obtained results, perfectionism penetrates through the key company activities – production of high quality products, socially responsible corporate governance, improvement of financial management, implementation of best practices for the use of energy resources, increase in personnel involvement by means of effective monetary compensation and nonmonetary benefits, ensuring a high level of social protection for employees. Less numerous data were obtained in business process management, health, safety and environmental protection, digital technologies. Perfectionism in annual reports accentuates needs and interests of the target audience – high quality products, social well-being, including customers, investors, stakeholders, employees, and citizens of presence regions.

The Impact of Job Motivation and Compensation Benefit to Work Productivity of Cleaning Services Staff at RSUD Kabupaten Bekasi

The Impact of Job Motivation and Compensation Benefit to Work Productivity of Cleaning Services Staff at RSUD Kabupaten Bekasi

Optimizing Agronomic, Environmental, Health and Economic Performances in Summer Maize Production through Fertilizer Nitrogen Management Strategies.

Although nitrogen (N) fertilizer application plays an essential role in improving crop productivity, an inappropriate management can result in negative impacts on environment and human health. To break this dilemma, a 12-year field experiment (2008-2019) with five N application rates was conducted on the North China Plain (NCP) to evaluate the integrated impacts of optimizing N management (Opt. N, 160 kg N ha-1 on average) on agronomic, environmental, health, and economic performances of summer maize production. Over the 12-year study, the Opt. N treatment achieved the maximal average grain yield (10.6 Mg ha-1) and grain protein yield (793 kg ha-1) among five N treatments. The life cycle assessment methodology was applied to determine the negative impacts on environmental and human health, and both of them increased with the N rate. Compared with the farmers' conventional N rate (250 kg N ha-1), the Opt. N treatment reduced acidification, eutrophication, global warming, and energy depletion potentials by 29%, 42%, 35%, and 18%, respectively, and reduced the health impact by 32% per Mg of grain yield or grain protein yield produced. Both the Opt. N and Opt. N*50-70% treatments resulted in high private profitability (2038 USD ha-1), ecosystem economic benefit (1811 USD ha-1), and integrated compensation benefit (17,548 USD ha-1). This study demonstrates the potential benefits of long-term optimizing of N management to maintain high maize yields and grain quality, to reduce various environmental impacts and health impacts, and to enhance economic benefits. These benefits can be further enhanced when Opt. N was combined with advanced agronomic management practices. The results also suggest that reducing the optimal N rate from 160 to 145 kg N ha-1 is achievable to further reduce the negative impacts while maintaining high crop productivity. In conclusion, optimizing the N management is essential to promote sustainable summer maize production on the NCP.

Pain Management and Work Capacity: Evidence From Workers’ Compensation and Marijuana Legalization

AbstractWe study whether the work capacity of the older working population responds to improved pain management therapy access. We use the adoption of state recreational marijuana laws (RMLs) as a large policy shock to access to a non‐pharmaceutical pain management option. We focus on workers’ compensation cash benefit receipt as a measure of work capacity, finding that receipt declines in response to RML adoption. Workers’ compensation cash benefits are awarded to workers who require time away from work to recover from an injury, which arguably captures a policy‐relevant aspect of work capacity. We observe similar shifts in complementary proxies for work capacity, including work‐limiting disability rates. After considering a range of alternative mechanisms, the evidence suggests that the primary driver of the reductions in workers’ compensation benefits is improvements in work capacity.

The Impact of Compensation Benefits on Retaining Talented Employees: The Case of Lebanon

Increased competition for jobs within the country as the economy improves is a major factor driving up employee turnover rates in Lebanon. This is often ascribed to corporations competing with one another in terms of monetary benefits, but from a total rewards viewpoint, little is known about the role nonmonetary rewards play. To this end, employee involvement in one's job might serve as a useful explanatory variable in place of loyalty to one's employer. The goal of this research is to examine the role that financial and non-financial incentives play in determining whether or not workers in Lebanon choose to remain with their current employers, as measured by their level of engagement at work. Using data from 357 respondents, we discover that both monetary and non-monetary factors contribute significantly to an employee's likelihood of leaving their current position. Companies that are serious about keeping their workers should make employee engagement a top priority.

The Determinant Factors for Employees to Leave (A Case Study in a Paint Chain Retailer)

High turnover is one of the problems faced by companies, especially small and medium enterprises. PT Fakta Asia Jaya, or Fakta Retail or Fakta Group, is one of the oldest semi-modern paint chain retailers and experiences a high turnover rate, more than the average industry. The company services depended on employee knowledge and support. The higher turnover rate becomes the real problem with the cost of hiring, training, sales, and services, which might affect profitability in the long run. Many factors, such as age (generational differences), gender, length of work, marital status, job satisfaction, compensation satisfaction, and organizational culture, influence employees’ decision to leave the company. This research uses qualitative methodology through an in-depth interview approach with questions about job satisfaction, compensation satisfaction, and organizational culture conducts information collected. This approach was chosen to understand whether those factors significantly influence their decision. This study proposes a recommendation for the business situation and to retain the current employee, especially the millennial generation. Based on the result of the study, it was suggested that the factors related to the employee leaving are mainly personal reasons and related to job satisfaction and compensation benefit. The other aspect emphasized by millennials is looking for career advancement and work-life balance between the family. Also, it is found that the higher risk of the job tends to look at a higher salary or to be financially incentivized; the importance of being valued and communicating in every variable makes all generations feel satisfied and fulfilled.

The Impact of Intellectual Worker Motivation on Perceived Innovation Value and Innovation Output: A Study of Guangdong Insurance Companies

This study aims to explore the relationship between intellectual worker motivation, perceived innovation value, and innovation output in Guangdong insurance companies. The study distributed 300 questionnaires to 15 insurance companies in Guangdong province, and the data was analyzed using correlation and hierarchical regression analysis methods. The results showed that compensation incentives, benefits incentives, development incentives, and workplace incentives for intellectual workers have a significant positive effect on perceived innovation value. Workplace incentives were found to be the most effective incentive for improving perceived innovation value, while compensation incentives had the least impact. The study also found that different incentive measures have different effects on improving innovation output. Workplace incentives had the greatest impact, followed by benefits incentives, while development incentives and compensation incentives had a relatively low positive effect on innovation output. Therefore, strengthening incentive measures for intellectual workers in the management process can be significant for improving innovation output.

Workers’ Compensation Benefits for Occupational Exposure to Cellphone Radiation

Workers’ Compensation Benefits for Occupational Exposure to Cellphone Radiation

REFORM NEEDED FOR THAILAND’S PENSION SYSTEM: A REVIEW OF OLD AGE SOCIAL SECURITY IN THE CONTEXT OF INSURER NEEDS IN PHUKET, THAILAND, USING ALDERFER'S ERG THEORY

In 1952, under the administration of Plaek Phibunsongkhram, the Social Security concept was introduced in Thailand. This led to thefirst enactment of Social Security Act B.E. 2533 (1990) and Social Security Act (No.3), B.E.2542 (1999). As the Thai society at present,is becoming increasingly interacting with the senior community, but hardly any focus has been placed on assisting and understanding their needs. The elderly has Social Security as a guarantee that they won't be abandoned when they get old. Therefore, social security is a measure that is crucial and essential for employees who apply for old age insurance. Furthermore, the Social Security Office has prescribed the old age compensation benefit as part of a program to improve quality of life or as a guarantee of employment security while retiring in order to produce long-term benefits for the insurer. This article concerned and discussed on the needs of the insurer who applied old age social security benefit: ensuring rights, dignity as well as income security in later life by using the Hierarchy of Need theory of Abraham Maslow and Alderfer's ERG Theory of Clayton Alderfer.

Unemployment persistence with an evolutionary perspective: job creation or destruction (or both)?

This study analyzes the linkage between dynamic persistence of unemployment and the demand side of the labor market—job creation and destruction with an evolutionary perspective. The Neo-Austrian model predicts that: (i) unemployment is not featured as stationary over the entire sample period. (ii) unemployment is in disequilibria if job creation or job destruction (or both) is in out-of-equilibrium adjustment; (iii) regions with more unemployment compensation benefits or co-ordination problem are featured by higher unemployment persistence compared with low unemployment insurance benefits. The empirical analysis using aggregate-level and state-level data provides empirical support to these predictions. Using a unique dataset, this study finds that the persistence in the unemployment rate is a job destruction phenomenon.

Factors Affecting Job Satisfaction Of Employees In Private Sector Bank: An Exploratory Study

The most thoroughly studied concept in human resource management across all industries is job satisfaction. Employees are the company's most valuable asset, so management must invest heavily to keep them happy and retained for a longer period of time. Any organization's strategic progress relies on productive people. It is true that a person's ability to be satisfied at work largely depends on how well those expectations match up with reality. Economical-factors (like retirement and compensation benefits) as well as family and occupational factors influence how these job expectations are shaped (job satisfaction, relocation, professional satisfaction, advancement opportunities, etc.). The researches of Hawthorne were among the most important precursors to the review of job satisfaction. The Harvard Business School's Elton Mayo experiment sought to determine how different elements, most particularly lighting, influenced workers' productivity. These studies ultimately established that momentary output intensifies are initiated by novel variations in working conditions (Hawthorne Effect). Subsequent investigation determined that this jump was triggered less by the introduction of novel circumstances than by the simple realisation that one's behaviour was perceived. The outcome of this study gave proof that employee do various jobs for reasons other than money also, which cleared the path for new researchers to explore various factors which affect job satisfaction. Indian banking sector is the largest sector which is like life blood of the economy. Private sector banks are the largest job provider in banking sector. The study was conducted in private banks of Mumbai. Prime objectives of this study was to explore various factors which affect job satisfaction among bank staff, to know the root source of job related dissatisfaction among employees of private bank, make recommendations for improvement of job satisfaction in private sector bank.

Reward Management and Employee Performance in Keystone Foods LLC, USA

Reward management has become a particular source of concern for human resource managers, with particular emphasis on its impact on employee performance. Hence, the study examined the effect of reward management on employee performance in the case of Keystone Foods LLC in the USA. The study was literature-based and the analysis was based on the findings from previous studies. The study found a strong relationship between reward and employee performance. Reward management is primarily about managing expectations, which are what workers expect from their employers in exchange for their contributions. Rewards are among organizations' key tools to attract, retain and encourage their employees. Reward management analyzes and controls employee remuneration, compensation and other employee benefits. Firms use a combination of financial and non-financial reward management to motivate employees. The study concluded that reward management positively affects employee performance in keystone foods LLC in the USA. Any firm that does not care about its employees' well-being is said to be working toward failure. The issue of reward management is a critical factor in employee performance. Employee performance is seen to be highly influenced by reward management, such that the more effectively a firm manages its rewards, the better the workers perform. The rewards of the employees need to be included as one of the key strategic management aimed to increase the performance level of the employees. It is recommended that keystone foods LLC in the USA should continue rewarding the employees. For high performance from employees, organizations should pay employees on time and provide the required equipment and physical working conditions in the workplace. The firms should provide adequate tools for employees who work for different organizations in order for them to concentrate on their duties. The rewards of the employees have to be included as one of the key strategic management aimed to increase the performance level of the employees. Keywords: Reward Management, Employee Performance, Keystone Foods LLC, USA