Get Hurt During Sex-Get Compensation

If you get during Sex while on a Business trip, you are entitled workers’ compensation.(Federal)


(Private Corporation Employees pad up their expenses as Entertainment.0

Why discriminate men?

Getting hurt involves two people at least in Sex(there are exceptions to this as well)

A judge in Sydney, Australia, ruled on Thursday that a woman was entitled to workers’ compensation after a light smashed into her face, injuring her mouth, nose and tooth, while she was having sex on a business trip.

The unidentified federal employee was staying in a motel that her employer booked in November 2007, before a work meeting the next day. That evening, she was having sex with an “acquaintance,” when a glass light fixture above her head fell, reports The Australian.

She filed for workers’ compensation with Australia’s federal government’s safety agency ComCore, which says its compensation scheme “covers any injury or illness arising out of and in the course of employment.”

This includes coverage for journeys and for ordinary recesses and breaks,” it continues.

ComCore, however, thought undressed antics stretched this a little far. It rejected the woman’s claim, as did an appeals tribunal. Her injury wasn’t covered, the tribunal concluded, because pre-work meeting intercourse wasn’t “expressly or impliedly induced or encouraged by her employer.”

But the judge, Justice John Nicholas, said that didn’t matter. The injury occurred “in the course of her employment,” however you swing it. “If the applicant had been injured while playing a game of cards in her motel room she would have been entitled to compensation,” he said, “even though it could not be said that her employer induced or encouraged her to engage in such activity.”

She wouldn’t have been entitled to compensation if the injury had resulted from “misconduct or an intentionally self-inflicted injury,” but because sex is a “lawful recreational activity” the employer had to fund her recovery.

But that doesn’t mean employees in this country should go out and have vigorous sex on business trips, in the hope of a paid vacation. U.S. worker’s compensation law is a little more strict, covering only injuries that occur while a person is carrying out their job duties.

So the only people in this country who can get workers’ compensation for sex injuries are possibly CIA agents who have to sleep with high-level Russian nuclear scientists in order to steal access cards from their bedside table drawers, or prostitutes. Unfortunately, pimps are unlikely to subscribe to their state’s workers’ compensation system.’


Changes in Executive Compensation practices-Mandatory

Excecutive compensation in the ratio of 411:1 against 42:1 is obnoxious to say the least.
There can be no earthly reason for this anamoly for after all corporative growth is a team effort, though it is not to say pay scales must be equal for every one;but at least, let there be some sense of proportion.
It stands to reason to link short term and long term performances linked to compensation with the compensation offered being more for long term, say in the ratio of 70:30(long term:short term) with a time span of three years.
Also executive perks , especially travel and food should be as can be applicable for a common man,without justifying opulence and high living.

The Obama administration is moving aggressively to reform executive compensation practices and impose more stringent governance regulations. These policy and regulatory initiatives are a result of the administration’s publicly stated beliefs that the global financial crisis of 2008 was in large part a result of executive compensation programs that were too highly-leveraged and short term, thus providing incentive for operating executives to engage in excessive risk taking – the corporate version of always swinging for the fences.

Without question, all public corporations will soon implement more stringent regulations and practices governing executive compensation.

Significant change is emerging in five areas of executive compensation and its governance.

Compensation Committees will have more clout

The Treasury Department seeks to raise the level of confidence among shareholders regarding executive performance targets and fairness in plan design by “beefing up” authority of the Compensation Committee to act in the interests of long term shareholders. Changes may likely include:

– Strengthened independence requirements for Committee members.
– Increased decision-making authority and accountability.
– Committee duties and reporting requirements will be more specifically-defined by SEC regulations.

Compensation plans must pass new tests for shareholder alignment and risk

The Administration is seeking to end the era of “heads I win big, tails I lose just a little” executive compensation practices.

While performance-based rewards clearly remain “in favor”, Treasury seeks to rein in those performance-based plans which have too often rewarded short term “wins” while seemingly ignoring long term failure. Design changes will likely include:

– Highly leveraged incentive plans will fail to pass risk management tests and be constrained.
– Incentive compensation will become more complex in design and earn-out.
– Incentive plans will have hold-back features.
– Executives will be mandated to hold more equity for longer time periods