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Labor is a critical input in many industries and businesses. The dependability of labor is becoming a major concern of employers. A number of large concerns have special staff or even departments to handle these problems. In some firms this responsibility is an "add-on" for the owner or manager, whose primary concern is with the other operations of the business. However, it should nevertheless be a concern of everyone with management responsibilities. Recruitment, just as other management functions, must be goal oriented. Successful recruitment must be based upon the goals of the organization. Therefore, the development of sound organizational goals and a thorough understanding of and commitment to these goals, is a prerequisite to any recruiting activity.
Unfortunately, this common question has no certain answer for every business. Generally speaking, the great demand is for skilled and semi-skilled employees. Even in areas of high unemployment, jobs requiring certain skills are difficult to fill.
In many areas of California, the only way to fill these positions is by attracting someone who is already employed. Placing a short ad in the local paper then waiting for a response usually is not enough. Taking your chances with the first guy who walks in the door has some potential disadvantages. With current labor conditions, today’s successful owner must be aggressive in labor recruitment. Let’s take a look at some sources of labor and how you might reach them.
State employment agencies, private agencies, veterans? employment, high schools, community colleges, Vo-Tech schools, and university placement services can offer specialized assistance. These sources usually have excellent information on employees and usually maintain contacts that cover large areas. They can be a great deal of help in matching job requirements with prospective employees. Many employers have found that using such services can be less costly than maintaining a personnel department. All private agencies do not charge the same rates. In any case, do not let the initial cost scare you; consider instead how much it will cost for you to not fill the position.
Most newspaper ads are not very informative and do little to attract the eye of someone reading the ?want ad section.? The current low unemployment rate creates a competitive situation, which makes it a little tough for the employer. Most businesses are much better at selling goods and services than hiring. One of the key elements of selling is being interesting. You may have to spend a few extra dollars, but experience has shown that a well-written ad has a much greater chance of obtaining a response. Consider especially newspapers that have broad, statewide circulation. Again, the rates may be higher but consider the number of people who will be seeing your ad.
Under Californian laws, the following forms of discrimination are prohibited: race, religion, disability, age, sex, national origin and marital status.
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You cannot do business in the State of California without Workers’ Compensation coverage. The purpose of Workers’ Compensation insurance is to provide medical and disability benefits for those who suffer an occupational injury or accident.
Occupational Injury is one that arises out of and in the course of employment. In the course of employment means that for the injury to be compensable, it must occur when the employee is at work, during the hours in which he is expected to be there, and while he is engaged in the work he is employed to do.
Occupational Accidents must arise out of employment and are caused by poor conditions or lack of attention to the work at hand. Workers’ Compensation insurance applies under the following criteria:
Medical Benefits provide payment for the medical treatment of an injured employee. Most state statutes provide for medical benefits in both dollar amounts and duration, as specified in the declaration paper. In those states where limits are imposed, the limits may be exceeded upon the approval of the state’s Workers’ Compensation administrator.
The purpose of disability benefits is to replace the worker’s loss of income or earning capacity that results from a compensable injury. There are four classes of disability:
Temporary Total Disability is the most common type of disability. An employee with a temporary total disability is expected to recover from the injury and return to employment, but is unable to do any type of work while recovering. Most states pay temporary total disability benefits for the duration of the employee’s disability, without a limit as to the total amount.
Permanent Total Disability occurs when an employee suffers an injury that leaves the employee unable to do any kind of work for the remainder of his or her life. As with a temporary total disability, the weekly benefit is a percentage of the worker’s weekly wages and is subject to a minimum/maximum weekly payment. The majority of states provide permanent total disability for life.
Temporary Partial Disability occurs when an employee can still do some work but is unable to earn his or her usual wage until full recovery. Compensation for a temporary partial disability is usually calculated as a percentage of the difference between the weekly wage earned during the recovery period and the weekly wage that would have been earned without any injury.
Permanent Partial Disability occurs when an employee suffers an injury from which he or she will never fully recover, but the injury is such that the ability to work is only partially affected. In other words, the worker can still do some work, but his or her earning capacity is less than it would have been had no injury occurred.
Most states have developed a list of specific injuries corresponding to benefits used to compensate workers with the more common permanent partial disabilities. These lists of injuries, commonly referred to as scheduled injuries, generally include the loss or loss of use of certain specified body members, such as a hand, an arm, or a leg, and the loss of hearing or eyesight. The benefit levels for scheduled injuries vary from state to state. In 1996, for example, the maximum benefits for loss of a hand ranged from approximately $21,500 in Massachusetts to almost $192,500 in Pennsylvania.
Regardless of the type of disability, all states have a waiting period during which benefits are not payable. Three days is the most common time period. The waiting period acts as a deductible and eliminates the administrative work for small claims. Note that the waiting period applies only to disability benefits. Medical benefits are immediately payable. If the disability lasts beyond a specified number of weeks, usually two or three weeks, retroactive disability benefits will be paid back to the date of the injury.
Provisions are generally made for rehabilitation and rehabilitation-related expenses, such as board, lodging, or travel. While most states specify that such rehabilitation must be funded directly by the employer or its insurer, a number of states have special funds to pay for rehabilitation costs.
Death benefits are paid if a worker’s death arises out of and in the course of employment. These benefits consist of a burial allowance and a weekly income benefit designed to help compensate those dependent on the lost income. These weekly wages of the deceased worker are subject to a maximum and minimum weekly benefit. A time limit often applies to such benefits, with the children’s benefits usually ending at age 18 and a spouse’s benefits usually ending at remarriage.
The information on this site is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state. This web site is not intended to be advertising under applicable laws and ethical rules. These materials have been prepared by the French American Chamber of Commerce with the expertise of our staff and members for informational purposes only and are not legal advice. Anyone viewing the information should not act upon it without seeking professional counsel. The information contained in this website is provided only as general information which may or may not reflect the most current legal developments.To get further information about average salary, visit :