Safety risk fund system
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The company wants to implement a safety risk fund system, and our department is tasked with drafting the specific regulations – covering various aspects as well as the exact amounts involved. It’s a headache; we’ve never done this before and have no experience. Is there anyone among my colleagues who has dealt with this before? Could they share some information so we can learn from it?:handshake
Our workshop has been using a safety risk deposit system for many years. For example, each technician and shift leader in our workshop pays 400 yuan at the beginning of the year. If nothing happens in the area under their responsibility during that year, meaning no deductions are made, then at the end of the year those 400 yuan are doubled, and they receive 1600 yuan. Similarly, if a deduction of 100 yuan is applied to them. So by the end of the year it will have quadrupled as well. In other words, 400 will be deducted from those 1600 yuan, and so on. If you’re not lucky enough and all 1600 yuan get deducted, then you won’t have anything left by the end of the year ； But the 400 yuan you paid is still yours!
The safety risk fund system needs to come up with more solutions; otherwise, by the end of the year, one will have achieved nothing in terms of results or efforts, and yet salary and bonuses will still be due—only that a significant amount of them will be deducted.
In my company, managers set aside 30 percent of their monthly salary as a safety risk fund, with a final settlement at the end of the year.
Our unit is also planning to do this; if any kind sir has it, please share it so we can all use it as a reference.
There is no uniform standard for paying the risk fund; generally, it is linked to the position and salary. Take our company as an example: those who are required to pay a risk deposit include factory management and all members of the safety committee, heads of various departments, the primary responsible persons in each grassroots unit, production supervisors, safety officers, etc. An assessment is conducted on a quarterly basis; units that receive a red card are compensated 50% of the amount deposited, those that get a green card receive 30% compensation, while those with a yellow card have 50% of their deposit deducted.
As far as I know, for an employer to act in this way is not in compliance with labor law regulations; it is an illegal act
Source: Extracted from employee secondary distribution, with efforts to leave the basic salary unchanged. Extraction method: Frontline employees – 10% of the second-level allocation ； For those at the managerial level and above, it is 5–15%. Assessment principle: A one-vote rejection for major and extremely serious accidents; partial credit may be given for minor accidents. Rewards for good performance. Assessment method: Quantitative, based on things such as system implementation. . . . .
Our company has already started implementing this system. If no safety accidents occur in 2008, then by the end of that year each employee will receive 1.5 times their usual payment as a bonus. In the event of an accident, deductions will be made depending on the severity of the incident. The amount that needs to be paid varies according to different job levels: employees pay 500 yuan per year, team leaders and technicians pay 1,000 yuan per year, while middle and senior management members pay even more. Paying a safety deposit indeed helps to foster a sense of ownership among employees; through this system, their sense of responsibility is significantly enhanced. After all, who would want to be against their own money? One has to consider their own finances after all!
Most of the risk funds are managed by state-owned enterprises; foreign and private enterprises rarely engage in this, mainly due to a lack of cooperation from their employees. It’s hard to keep going.
Our company has been implementing this for several years now, and it is now evaluated in conjunction with the “100-Day Accident-Free Safety Campaign”
Each period spans one hundred days; a reward is given if no safety incidents occur during that period. If no safety incidents occur over three consecutive periods, that is, 300 days in total, the reward is doubled
Our company requires a substantial amount as a security deposit for safety risks; the minimum amount required is 8,000 yuan for workshop technicians, while senior managers generally need to pay more than 10,000 yuan. If no accidents occur by the end of the year, a triple reward is given, meaning the initial 10,000 yuan becomes 40,000 yuan. However, if one person dies, the entire 10,000 yuan is deducted and not returned to the individual. Is this fair?
Our company has been doing this for 4-5 years now; assessment criteria are established based on factors such as general accidents and injuries. Leadership members are required to contribute a certain amount, while employees can choose to contribute voluntarily, with payments being made once per quarter.