Worker’s Compensation in Personal Interpretation

Subject: Employee Management
Pages: 1
Words: 307
Reading time:
2 min
Study level: College

Worker’s compensation is a system of compensations paid to workers through statutes aimed at eradicating unequal litigation possibilities concerning harm issues. Providing incentives for employers and employees to avoid intentional or unintentional harm done, worker’s compensation unites the interests of employees and employers in keeping the workplace safe. The system works as an arbiter between the interests of workers and managers when cases of harm at the workplace occur. Employees are liable to receive their compensation at once without engaging in costly litigation, and employers are saved the expenses of lawyers and possible damages (Bennett & Hartmann, 2019). Employers’ scheduled payment finances compensations, and the system predetermines the time during which an employee will receive benefits for different types of harm. It helps to significantly reduce disagreements between employees and employers and solve the conflict through peace and negotiations.

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While the system is employee-friendly, employers have little to complain about: built on fair and transparent principles, the system allows little space for misinterpretation. Thus, certain provisions are built into it that allow cooperation at the workplace to be even more productive and satisfying. First of all, the system does not cover injuries at the workplace that are not related to working processes. Fair enough, for harm to be covered by the employer, there must be a direct connection between the work done and an injury. Secondly, worker’s compensation is not exclusive in covering cases of sexual abuse. Sexual harassment is still a subject of litigation in court as a breach of a person’s dignity is involved in the issue. Thirdly, worker’s compensation is unapplicable when cases of intentional harm either on the part of an employer or an employee take place. In conclusion, it can be said that worker’s compensation is an instrument allowing to settle conflicts peacefully, preserving the dignity and self-respect of employers and employees.

Reference

Bennett-Alexander, D. D., & Hartmann, L. P. (2019). Additional responsibilities of employers in connection with health-related issues. Employment law for business (9th ed., pp. 723-728). McGraw-Hill