Effective Implementation of Compensation

Effective Implementation of Compensation

It is one thing to understand the concept of compensation; it is another thing to effectively implement a compensation plan or system for equitability and transparent allocation of reward to deserving employees who toil day and night to ensure the continuity of the organisation. For compensation to be implemented effectively in the civil service or private businesses, the Nigerian government has formulated policies to settle employee and employer psychological behaviours. In 2004, the National Assembly enacted “Workmen Compensation Act of 2004” designed to protect workers from being dehumanised by their employers and pay workers what is due to them when injury is sustained in the workplace. But in the long run, it was amended in 2010 by the same National Assembly and changed to “Employee Compensation Act 2010”. The payment of compensation under the Employee Compensation Act 2010 is rested on injury sustained but disabled. Section 7(1) of the Act stipulates conditions for employee compensation in the Nigerian workplace which civil service is part. It states clearly that for compensation to be paid to employee, it must arise out of or in the course of employment. However, the phrase “arise out of employment” conveys that the injury should result from the work the employee was employed to do. This implies that, payment of compensation as a result of injury sustained must be associated with the work being assigned to the employee in the workplace. In other words,

 

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