Report on profit-sharing and labour co-partnership in the United Kingdom

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Monograph

Identifikator:: 1016336950

URN:: urn:nbn:de:zbw-retromon-27123

Document type:: Monograph

Title:: Report on profit-sharing and labour co-partnership in the United Kingdom

Place of publication:: London

Publisher:: His Majesty's Stationery Office

Year of publication:: 1912

Scope:: 1 Online-Ressource (160 Seiten)

Digitisation:: 2018

Collection:: Economics Books

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Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: II. Profit sharing and co-partnership in private firms and companies

Collection:: Economics Books

20 II.—PRIVATE FIRMS AND COMPANIES. able number of schemes( a ) (principally of gas companies), and piece work alone in one scheme (No. 124); in the case of many gas companies( b ) no deduction is made for time lost through sickness up to two months; while a few companies(°) provide that time so lost will be allowed for at the discretion of the Directors. In a few cases( d ) the bonus is given in the form of so many weeks’ wages, and does not depend upon actual earnings, which may be affected by lost time and other causes. In several cases(°) it depends upon the length of service of employees as well as upon their earnings. In the case of No. 37 it depends entirely upon the length of service. There are several instances( f ) in which the amount of the bonus depends wholly or partly on the position of employees. A num ber of companies( g ) reserve to themselves the right to fix each man’s share according to their opinion of his worth and behaviour, irrespective of his position. Other methods of distribution of the bonus fund are noted below( h ). Profit-sharing Deposits. In a limited number of cases the form of Profit-sharing adopted, either exclusively or in conjunction with some more common type, consists in paying to employees who leave money in the hands (») Nos. 24, 38, 55, 82, 83, 89, 90, 91, 93, 95, 96, 98, 99, 100, 105, 107, 110, 111, 119, 121, 127, 128, 129, 132 ; in the case of No. 54 overtime and piecework are excluded, but harvest payment is included. ( h ) Nos. 24, 38, 53, 55, 82, 83, 84, 86, 89, 91 (6 weeks, not 2 months), 93, 94, 95, 96, 98, 99, 100, 105, 107, 109, 110, 111, 119, 121, 123, 127, 128, 129. (') Nos. 14, 90, 132. ( a ) Nos. 29, 46, 75 ; in the case of No. 29 the bonus also depends on the position of employees, heads of departments getting double-shares and persons under 21 half-shares. (°) Nos. 12, 21, 34, 42, 43, 46 ; No. 21 provides that those employed 7 years receive twice the amount received by those employed under 7 years ; with No. 42, those employed 6 months and under 12 get only half a share ; in the case of No. 43 a double bonus is given to employees with 5 years’ service and owning shares in employer’s business equivalent to half a year’s wages. ( f ) No. 16 (gee p. 28) ; Nos. 14 (where employees are divided into four classes, according to their work, each class receiving a different number of shares), 58,125 ; in the case of Nos. 17, 29, 35, 124, heads of departments get larger shares than ordinary employees, while the shares in bonus apportioned by No. 32, though based on wages vary according to whether participants are (1) men, (2) apprentices, or (3) boys. Under scheme No. 44 the participants are divided into classes depending on (1) position, (2) success, and (3) length of service. ( B ) Nos. 1,13,27,30 (clerks only), 40, 58 (depends also on position), 61 ; com pare No. 57, where shares are allotted to employees on recommendation of manager, and No. 103 (see pp. 29-36). In the case of No. 122 the bonus is allotted in the form of shares to approved employees, each employee getting one share. The share in profits allotted to employees under schemes Nos. 4, 70, 71 depends upon the employer’s judgment as well as upon wages. ( h ) In the case of Nos. 20 and 25 the proportion of the bonus allotted to each employee is the same as his wages bear to the total wages bill, the bonus accumulating to employees not entitled to participate being in the case of No. 26 devoted to a common Provident Fund. The bonus is equally divided among employees by Nos. 3, 30 (workmen only), 59, 67, 112. In the case of No. 124 each employee’s share is determined by a scale, arranged according to wage-limits. Under No. 31, which applies to sale agents, the bonus depends partly upon success and partly upon the percentage of sales to expenses. In No. 81 the bonus depends partly upon success and partly upon wages.

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