FSUTO Workers' Entitlements

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FSUTO Workers' Entitlements

1. Minimum Wage Plan
Wage Subsidy Program: The Wage searching system:
Employees are entitled to set their own minimum wage through the wage searching system. This allows the workers to earn every thing that they produce and still have an insured minimum wage without forcing the employer to pay for more work than is being done.
The pay for all jobs is based on production determined by a policy of wage searching.
A business must decide what to pay each level of workers in order to maximize profits for the firm as a whole. This is counted as the amount of money all workers produce before they are paid.
So therefore the firm has to decide whether to pay more to assembly line workers, technicians, managers, or executives by deciding what amount of money is needed to hire the best people and to get the most out of them.
The way this works is, if the workers on an assembly line (or other job) believe they should get a raise, they would get together and decide on what their wage should be, management would then present their statement of the wage they believe is best to maximize profits for the company. The workers then vote.
If the old wage was §5.00 an hour, the workers want §10.00, and management says §6.00 and the employers and employees (who are equal in voting; 1 person = 1 vote) vote on §10.00, and then after they get back to work, if by paying §10.00, the overall profits decline, then the wage will automatically begin to come down until it reaches the equilibrium point where total profits rise.
If that ends up being §7.00, then that is where their wage will stay for the time being, and the amount of money that was paid over the final equilibrium wage that was taken from other areas
will be taken form the workers salary that demanded a wage that was too high; this money will go into the wage subsidy program.
If the firm has decided to raise the pay of the executives by cutting managers salaries and this leads to decreased performance and even some managers leaving the firm, then as soon as the total profits begin to decline the pay of the executives will be cut to the level that allows the manager's salaries to rise to the level that most benefits the overall firm. Like with any other workers, executives that set too high a salary for themselves will suffer having money taken from their equilibrium salary to compensate the other workers, with this money going into the wage subsidy program, which is the general fund which will be used to pay for the wages asked for by the workers. The fund should be self perpetuating, because a worker who asks for a justifiable wage will not draw any money from the fund. And the worker who asked for too high a wage will have to pay back into the fund.
This system works in equally the same way for individual workers, persons who wish not to join into a united group of workers may negotiate for their own wage with the firm. If, for instance, an individual worker has just started on the job and is only earning §2.00 an hour, and if this isn't even enough money to support him, he realizes that he needs at least §4.00 an hour. If he accepts the terms, which means that the amount of money over the value of what he is producing will be loaned to him, with minimal interest, to be paid back when he is able to produce enough to satisfy his own minimum wage needs and in addition exceed that amount; he will then be able to start repaying the loan. This money will go into the wage subsidy program.
He has an incentive to work for as little as possible and live off of the most minimum wage while he is learning his new job so as not to incur a large debt.
With the wage searching system all individual workers may set the minimum wage that is necessary for their cost of living and yet it will not take money over the long term from more productive workers to pay workers who are not producing. It creates an incentive for all workers to learn their job and become productive as quickly as possible.

2. Occupational Safety Codes
Employers are responsible for providing the fullest possible information and training to the employees so as to avoid any potential on the job injuries. Employers must not be negligent or reckless in creating the work environment or in directing the workers. Each and every employee must be fully and explicitly instructed in any potential occupational hazards and given the choice of either accepting the hazard as it is or establishing a different safety procedure as described below.
Occupational safety codes will be established by the workers themselves.
various private research groups, industry and governmental organizations and the employers and employees may study and make recommendations for safety standards in various jobs. But the final decisions are made by the employees. Only the people who would be directly affected by unsafe conditions may vote.
The employees will call a meeting and listen to all of the recommendations and what the cost of complying with the standards will be, then because the money that it costs will come out of the overall firm's profits the employees will have to weigh the costs with the benefits and whether or not the new standards are necessary. If the workers vote to implement the new safety standards and the firm's overall profits decline, then the decline in profits would be reciprocated by an equal percentage reduction of all salaries throughout the firm. If the safety standards become too expensive and reduces salaries to much or even threatens the solvency of the firm, then reasonable employees should vote to change the safety standards in order to save their jobs. Whatever safety standards are chosen, no employees may be in any way punished by the employers by being fired or having ones salary cut below the percentage of all salaries or lose any benefits that are accorded to them.
Individuals have a choice to accept the risk that one is willing to take. If one worker wishes to work in sub-standard safety conditions, which saves money, then that worker will receive a higher salary which will come from the money that is saved by not implementing the safety standards for that particular worker. If another worker wishes higher safety standards than is established by the employees, then that worker may pay out of one's salary for the higher standards.
Employees make responsible choices by weighing the rewards and risks, and in doing so they are willing to accept the outcome. If a worker is injured on the job, while worker's compensation will pay support to the worker, the worker will not have any grounds for a litigation suit if the worker was working within the safety standards chosen by the worker oneself and there was no irresponsible conduct on the part of others. So, by allowing employees to set their own safety standards, it alleviates the burden from the employers and the insurance company to be totally responsible for every move that the workers make, but not alleviating the employers from the responsibility of doing everything that is expected within the safety standards to create a safe workplace. The workers themselves can take full responsibility for their own working conditions and do it much more effectively than can anyone else. This system should lead to greater overall profits for the firm and industries in general while reducing the amount of litigation cases and insurance damage claims.
Any departure from or failure to implement or abide by the workers occupational safety codes by the employers or any other person on the job that results in injury to another worker may be held liable and sued.

3. Workers' Compensation Plan
Workers can create their own compensation fund by either contributing portions of their salary to a trust that may be for the individual or a group fund, one's full portion may be claimed in full with interest when the person leaves the job, if it has not been used; or they negotiate with the employer to contribute to a fund.
In any case, the employer agrees to pay compensation to any worker who is injured on the job so that the worker may recuperate and return to work and begin paying back into the fund to compensate the employer. The amount the employer would pay should adequately provide a sustainable cost of living as well as pay the medical expenses.
If the worker is unable to return to one's old job, the worker may be placed in another job that one is physically capable of doing. If the person injured is able to work at some kind of job , then that person will be responsible for repairing compensating the employer. If the person is unable to ever hold any job whatsoever, then the loss will be to the employer; this is one of the risks that they assume. Employers may require that all employees set up some kind of Workers' Compensation Fund and have health insurance and employers may provide a compensation fund and health insurance to those employees who can't afford it as a way to protect themselves against possible risks.
Workers compensation shall cover all types of injuries suffered on the job or as a result of performing the job. The fund also pays compensation for a worker who is killed on the job to the surviving spouse and/or children. The fund also covers maternity leave and its related expenses.
Having a compensation fund does not relieve employers of their responsibility of not imposing hazards on the job and it doesn't deny the employee the entitlement to sue for damages if the employer has been negligent or reckless in imposing a hazardous work environment or if the employer has failed to take measures that create a safe working environment as prescribed by the employees Occupational Safety Code.

4. Worker's Leave Plan
Work Sharing
The number of hours that an employee is expected to work is negotiable, however, all employers agree to allow employees to have a work sharing program where two or more individuals agree to work in each other's place so that they may be better able to adjust their working hours to suit their personal schedule while still performing the required job. Persons in a work sharing program must adequately perform each other's job up to the level as required by the employers. People may want to share work schedules in order to be more competitive with those people who put in a great deal more hours. For instance, a person who is able to work no more than 30 hours a week because of family duties or other reasons may be able to compete directly with a workaholic who is willing to work 60 hours a week, by agreeing to allow one or more other people to fill one's place in one's job and perform one's work up to the required level which will satisfy the employers. People may want to share jobs in order to get a broader working experience which may lead to a diversification of skills which may contribute to performing one's main job better or it may lead to a different type of job, but usually work sharing will have to be done between people who hold very similar positions and skill levels. The person assigning one's job to others may negotiate on compensation themselves. The only exceptions to work sharing would be in jobs which are so highly skilled that only the individual who is trained and experienced in that job is able to perform up to the standards required.
Flex time
Employers also agree to allow employees flexible work schedules, where a employee may work overtime on some days in order to get extra time off on other days. The only restrictions to this would be if there are specific reasons for a worker being on the job at a certain time.
Adequate Leave
Extended leave schedules must be set by negotiation between the employer and employee and employees must arrange for other people to work in one's place to fill out any working requirements expected by the employer.
Employers agree to allow an employee to have immediate leave in emergency situations, such as, personal illness or a family illness, crisis or tragedy or in cases of personal crisis or disasters that may involve one's home or other areas of life. The employer agrees to, in this case, seek out a temporary replacement without the employee having to arrange for someone else to work in one's place. Employers agree to allow an employee up to ten weeks a year of unpaid family leave time while holding one's job. Employers would appreciate it if employees would have prior arrangements with someone who is able to fill one's job at a moment's notice and they may be willing to provide extra incentives to secure this.

5. Unemployment
Workers should set up their own unemployment plan among themselves by setting aside small portions of their incomes to put into an investment trust that will earn interest that can be used to pay out unemployment benefits to workers laid off. When a worker is laid off or chooses to leave, then that person may withdraw all of the money that one has paid into the fund, this will provide additional income for a while, plus the additional benefits from the trust.
Employers should establish and pay for an unemployment fund for the employees or at least contribute some money into the fund, but that has to be negotiated between the employers and employees.

6. Pensions
Workers must arrange to set up their own pension funds, individually or through negotiation with the employer or a union or other group.

by Libercratus