Employers and employees

Preventing dermatitis at work - advice for employers and employees Are you involved m the carnage of dangerous goods by road or rail ... 

The Material Safety Data Sheet (MSDS) is a detailed information bulletin prepared by the manufacturer or importer of a chemical tliat describes tlie physical and healtli hazards, routes of exposure, precautions for safe handling and use, emergency and first-aid procedures, and control measures. Infonnation on an MSDS aids in tlie selection of safe products and helps prepare employers and employees to respond effectively to daily exposure situations as well as to emergency situations. It is also a source of information for identifying chemical hazards. 

Another external response to concerns about MCOs has been an increased interest in measuring the quality of care they deliver [35]. This interest has resulted in the development of numerous quality indicators. One example, HEDIS (Health Plan Employer Data and Information Set), is a standardized set of performance indicators used to compare health plans. Developed by the National Committee for Quality Assurance, HEDIS measures allow employers and employees to evaluate different plans. Only a small number of HEDIS indicators are related to medication use, but more drug-related indicators are likely to be added in the future. The use of quality indicators likely will increase as the measures become more refined and tested. 

Occupational asthma has adverse social and economic impacts both on the employee and the employer. In the United States, the cost of occupational asthma in 1996 was estimated to be 1.1 billion dollars which included costs such as hospital stays, physician visits, asthma medication, medical insurance administration, and lost earnings [71]. These costs are incurred by both employer and employee. In 1999, the economic cost of occupational asthma in the United States was reported to be 1.5 billion dollars [72],... 

Occupational health and safety in the rubber industry is discussed with reference to UK, US and European legislation. The review covers both natural and synthetic rubber industries. The first section outlines the laws affecting health and safety in the industry and the remainder presents specific health and safety issues of interest to employers and employees. Industrial safety is examined with reference to equipment, fire and explosions, solvents, epidemiology, NR latex allergy, skin irritations and dermatitis, dust and fume control, work-related musculoskeletal disorders, nitrosamines, 1,3-butadiene, and handling of rubber chemicals. 484 refs. 

Whether in the public or private sector, employee-management relations are governed by rules. In the absence of a union, the rules are unilaterally set by management. Legal restraints on the employer are relatively minor. With a union the rules are jointly negotiated between employer and employees and take the form of a written, enforceable contract. The locus of rule-making authority is shifted simultaneously, the possibilities for appeal to outside agencies are increased. 

Emergency Action Plan A written statement covering the actions employers and employees must take to insure employee safety from fire and other emergencies. 

The discussion of transaction costs naturally led to the current workplace and the increase in free agency and reduction in lifetime work. As transaction costs of seeking employment and employees have reduced, work has become a more transient affair. These realities help emphasize the importance of portable benefits, loyalty to one s network of contacts, and thinking of one s brand through the maintenance of a portfolio of work output and tangible accomplishments. 

Given the complex nature of many commercial work environments, as well as the reciprocal interactions between employers and employees, factors associated with the development and implementation of performance impairment test systems in commercial environments become equally complex. In addition to the selection of test systems that are reliable and valid indicators of performance impairment, it is equally important to consider issues associated with worker acceptance of the testing system, time associated with the test, and the economic implications of use and non-use of impairment test systems. Substantial research into the use of impairment testing systems has been conducted over the past decade however, the vast majority of this work is available only in company reports and/or technical monographs with few exceptions (e.g., Delta), little information is available in peer-reviewed scientific publications. 

To establish separate but dependent responsibilities and rights for employers and employees for the achievement of better safety and health conditions... 

The Bowers decision approaches a new problem which arose in the relations between employer and employee as a result of a further refinement and specialization of employee tasks. With the development of the modern corporation, there arose also a new class of employees, those hired for the particular purpose of inventing or improving existing processes or products of the company. In developing the principle of a shop... 

Medicare is an entitlement program and serves all eligible beneficiaries regardless of income or medical history Like Social Securify, Medicare is based on a system of social insurance. Medicare is composed of two programs. Medicare Part A covers inpatient care in hospitals and skilled nursing facilities. It also covers hospice care and some home health care. Part A is financed by a 1.45% payroll fax paid by bofh employees and employers (2.9% for self-employed persons). Currenf employers and employees pay for the health care of current Medicare beneficiaries, wifh the expectation that when they reach age 65 they will receive the same benefits. In the U.S., when people turn 65 years of age, they are automatically eligible for Medicare s Parf A, and they do not have to pay for the hospital insurance if they, or a spouse, paid Medicare taxes when they were working. 

Medicare is a federal health care program, and its recipients include people over the age of 65, the disabled, and those with end-stage renal disease. Medicare is administered by the Centers for Medicare and Medicaid Services (CMS), formerly known as the Health Care Financing Administration. The Medicare program consists of two parts (parts A and B), but is funded by four different sources (1) general tax revenues, (2) beneficiaries premiums, (3) mandatory contributions from employers and employees, and (4) deducf-ibles and copayments paid by patients. ... 

The relationship between nurses and hospitals legally is the same as between any employer and employee. Absent one of the exceptions discussed in the following, the relationship is viewed as an at-will contract. This means that the hospital can set the terms and conditions of employment and is free to dismiss an... 

The OSHA Hazard Communication Standard, better known as the Right-to-Know law, requires that the hazards of all chemicals produced in or imported into the United States are evaluated and that employers provide their employees with all appropriate hazard information. This involves providing employees with hazard communication/training programs and access to material safety data sheets (MSDSs) and written records. OSHA considers the MSDS the primary vehicle for transmitting detailed hazard information to downstream employers and employees. 

OSHA provides leadership and encouragement to US employers and employees to help them recognize and realize the value of safety and health on the job. The agency s goal is to save lives, prevent injuries and illnesses, and protect the safety and health of American workers. 

Unemployment insurance benefit (UB, Arbeitslosengeld) provided earnings-related income replacement for a limited duration of up to 32 months if unemployed had been in employment covered by social insurance for at least 12 months. Unemployment insurance benefits were funded through employer and employee contributions and administered by the Federal Employment Agency, which was also in charge of implementing active labour market policies. 

This multi-division attests to the complexity of unemployment insurance and is apt to impede a specific evaluation of dysfunctions in cases of high unemployment. Nevertheless, the convoluted structure mirrors a French tradition, namely the division of competence between the joint administration on the part of employer and employee representatives, on the one hand, and the state administration on the other. 

On 1 January 2001, the contribution rate was lowered from 6.18 to 5.80%. Further reductions were planned (see below). Up to the contribution assessment limit, the employer contribution was set at 3.70% and that of employees at 2.10%. The amount in excess of the assessment limit, up to its quadruple, was subject to an additional levy of 0.50% however, this partial contribution was to be abolished as per July 2001. Moreover, employers paid a sole contribution of 0.15% in support of the regime d assurance des cre-ances des salaries (wage guarantee). In 2007, employers and employees contributions are at respectively 4.0 and 2.4%. 

As in other countries, jobseekers aged 50 often find it hard to obtain employment and employees over 55 face increased threats of dismissal, especially on economic grounds. The average effective retirement age of currently about 58 is lower than the age from which (under the regime general) an old-age pension is granted at the full rate. 

In the United States, the access control and the control of sojourn is very strict with regards to the unemployment insurance. Concerning social assistance benefits, the rule that benefits are paid up to a maximum of 60 months during the whole lifetime is even more rigorous. US activation addresses in a holistic manner all entities concerned, i.e. the job seekers and their families, the employers and, last but not least, the state itself. The high degree of indirect promotion (e.g. by minimum wages, premiums for jobs and tax reduction both for employers and employees) for low paid jobs is remarkable. US labour market policy often comprehends financial incentives as the better way for activation. The practice of sanctions underlines this idea. 

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