Can you bank on your employer?

Article Abstract:

The imminent enactment of the Wages Bill of 1986 into law in Great Britain could end salary payments in cash forms, in favor of credit issuances by employers to employees. The wage payment system worked out by Syco Limited with its bank and employees is discussed. In addition to cash-less salary payments, the system allows employees to establish personal financial budgets, and Syco will be authorized to pay the personal bills of the employee and to set aside a savings amount each month. Participation in this personal budget and savings system is voluntary. Syco believes the system will give individual employees more control over their finances and place the power of the employer's banking abilities in support of the employees. The banking institutions' objections to such systems are based on the belief that the systems breach the confidentiality of the employees' accounts.

Great Britain

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Wage laws under legal challenge

Article Abstract:

Prevailing wage ordinances are expensive, and they are contrary to traditional collective bargaining and federal employee benefits. Prevailing wage laws passed in California localities should concern private employers everywhere because California is often a test state for new labor laws. The US Chamber of Commerce has filed suit against the Contra Costa County Board of Supervisors, claiming the new law violates both the National labor Relations Act and the Employee Retirement Income Security Act. Prevailing wage laws result in the cost of union wages and conditions being applied to all significant construction work. Labor costs for nonunion employers can increase 35-50%. Smaller contractors can be priced out of business.

Cases, California, Chamber of Commerce of the United States, Contra Costa County, California

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Just in time eliminates waste

Article Abstract:

The just in time (JIT) technique, which focuses on eliminating waste by providing the quantity of the right element to the correct place at the time it is needed, can readily be adapted for personnel issues related to compensation. The goal of JIT compensation is to center on skill classification instead of position classification and to set rewards based on acquired skills. To effectively implement a JIT system: skills need to be classified by managers and employees, and wages and salaries need to be set so that goals can be achieved. A case study of workers employed as welders is presented to illustrate the JIT compensation concepts.

Management, Compensation and benefits, Human resource management, Just in time inventory systems, Just in time systems

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