C.H.A.P.P.S.: Clockable Hours Application Process and Pay System

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C.H.A.P.P.S. AND WORKER SYNERGY

All Employees Need Each Other

All organizations need people; people are the greatest assets. Liken a company to machinery, and its workers the cogs; for it to perform smoothly and produce results, the components need to mesh well, to cooperate and connect with one another. For an organization to thrive, it needs worker synergy.

Synergy, as defined by the dictionary, is “the increased effectiveness that results when two or more people or businesses work together,” when their collaboration constructs a culture of excellence that is beneficial for all parties involved. Having common goals, common values, and complementary talents create an environment that cultivates worker synergy, even despite diversity in the labor pool. A system that nurses such an environment is pivotal to an organization’s success. Developing and maintaining that system takes time and resources, which most organizations are reluctant to provide. Luckily, CHAPPS is readily available.

CHAPPS: Clockable Hours Application Process and Pay System

In CHAPPS, the workday is divided into three shifts (also known as tours). They are designed in a way that each shift easily meshes together and every employee can pass on their workload to the next worker, making the need for overtime work obsolete. This also means employees need to rely on their coworkers in order to meet production quotas. Colleagues will naturally conform and cooperate as deviants from this division of labor will only gain discrimination. Everyone is responsible for their reliever. Teamwork will be crucial; worker synergy becomes paramount.

Once fully implemented, CHAPPS paves the way for worker synergy in the workplace. Managing people will be a breeze for business owners, and because the macro becomes easier, so will the micromanagement of every individual employee. CHAPPS is already developed and is easily adjustable for different company cultures. CHAPPS defines team dynamics. CHAPPS is the solution.

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USE CHAPPS TO FIX THE ECONOMY

For the Betterment of America Once and for All

It’s 2016, and the US economy continues in its state of slump. According to statistics, the country’s GDP has only increased by 2.5 percent this midyear, when economists’ initial expectation was 3 percent or higher. Last year, the States ranked as the fourth highest country for income inequality in the world, with its child population being the thirty-fourth out of the thirty-five countries that were surveyed for poverty level.

These and other important factors, such as life satisfaction, skills and education (USA ranked close to bottom out of twenty-three surveyed), determine the strength of a country’s economy, which the United States is quickly losing on. If the current running of the once “most powerful nation in the world” were to slope downward even further, it would take decades to bounce back—and can it? One of the most critical factors to economic sustainability is annual income. Considering the major job losses in the last few years, it will take a great leap and new direction for the working class to return to a state of considerable improvement.

CHAPPS is a worker-friendly and beneficial pay system that I created after many years of experience working in the US Postal Service. I have also served in the US Army for two years (1967 to 1979) and, until 1989, as an Illinois National Guard, for which I became a first lieutenant and police company commander in 1980 then, finally, a major by 1989.

A large part of this work is derived from my firsthand experience in the military. Full-time military CHAPPS and part-time military CHAPPS, especially, are designed to specifically benefit the pay system of soldiers and the other ranks. The thing about CHAPPS is its main goals are job creation and pay satisfaction without the expense of taxpayers’ money. We no longer have to pay for the budget of politicians!

Because the pay period is computed for every 320 hours (8 weeks) of work done, workers get a check after every 14 days (2 weeks). Employees will work full-time for the current year’s benefits as well as another 40 hours for the current year’s remuneration. No taxes! CHAPPS not only benefits postal service workers and the military, but it also provides a better future for government agencies, as well as both small and large corporations functioning in our economy. Imagine if this pay system were practiced throughout the United States of America. What advantages US citizens can reap for today and the future. CHAPPS will end poverty. CHAPPS can fix the economy!

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HOW BUSINESSES CAN FULLY UTILIZE A 168-HOUR WORKWEEK

CHAPPS is a pay system that provides 24-7 service.

What is the purpose of CHAPPS?

One of the many purposes of CHAPPS is to create a schedule that will enable government agencies and private sectors to operate a full 168-hour workweek.

How does it work?

CHAPPS proposes three shifts, called tours. Each tour is equivalent to an eight-hour shift. See table 1.

The tour system can be applied to any business or organization that is willing to provide a 24-7 service. It can be done by categorizing employees into three shifts, or tours. The first batch of employees will have to report to work from 8:00 p.m. to 4:00 a.m. The second batch will have to be present from 4:00 a.m. to 12:00 nn, and the third will have to go to work at 12:00 nn until 8:00 p.m. Therefore, each employee can only render 40 hours per week, or 2,080 hours per year.

The pay system

With CHAPPS, the pay period is calculated every 320 hours, or 8 weeks. Employees receive their check every two weeks, wherein each week represents 160 hours. In a year, an employee receives a total of 26 checks; the first one is the pay for the previous’ year’s last 8 weeks (which is carried over and added to the current calendar year’s 52 weeks).

For example, full-time employees who work for 8 hours a day don’t get their whole salary on payday. Rather, they only receive half of the total worth of work hours a day. So where does the rest of their money go? Refer to table 2.

Thus, full-time employees work 40 hours for the current year’s benefits and the same number of hours for the current year’s salary. They also allot 40 hours for stipend to be paid every quarter plus another 40 hours for the next year’s salary. This totals to 160 hours per week.

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USE CHAPPS TO STOP PAYING OVERTIME

Paying Overtime is Parasitic

Overtime work may be a boon to laborers, but it can be a burden for businesses. The increased wage per extra hour decreases the net value of the company’s product or service because the labor cost rises while the selling price remains the same. In addition, the time taken from the employees’ individual lives impacts their long-term effectiveness in the sense that they have less time to take care of their well-being. Paying overtime may boost operational production, but it can cripple a company on the strategic level. It’s like cancer disguised as cure.

What, then, is the best replacement for requiring overtime work? There is none. It is archaic, obsolete—it should be removed.

In CHAPPS, there is no need to allocate overtime pay, no need for workers to go beyond their regular schedule, no need for an alternative tactic to offset unmet deadlines. The system introduces different shifts that utilize all operational hours. Productivity per day is maximized to the fullest. CHAPPS is the cure.

CHAPPS: Clockable Hours Application Process and Pay System

Shift schedules that overlap is often the cause of inefficiency. Manpower gets queued up, as all available resources are in use by one shift of workers. Until that shift ends, the next shift-group sits idle and will have to extend their working hours in order to meet deadlines and quotas. Their employers will need to pay the extra hours plus the overtime premium as stipulated by labor laws. This practice is problematic for both parties involved.

Acquiring more resources can be a solution for this conundrum, but it requires businesses to spend valuable capital. Another more unpleasant way is the laying-off of staff to reduce overtime expenditure. The downside is that skilled talent is difficult to replace and time-consuming to train—and when the need for extra industry becomes great, no reliable workers will be left in the labor pool.

A third option is to streamline the shift schedules. With CHAPPS, there are three 8-hour shifts (termed astours) spread evenly to cover each 24-hour day of the entire 7-day week. In addition, the system introduces the Four-in-a-Box scheme wherein the three tours will each have four employees assigned (manpower can be scaled to meet production needs if necessary). The setup will always have one employee off-duty, while the other personnel remain on duty.

CHAPPS’s rotation of human resource maximizes efficiency and ensures consistent production without the need for workers to go on overtime. CHAPPS is flexible to the specific parameters of any business. CHAPPS eliminates the burden of paying overtime. CHAPPS is the solution.

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C.H.A.P.P.S for Free Labor

                                 Advancing America’s Wage System

In 1800s America, a free labor movement was created for the purpose of equal wealth distribution and independence in the southern part of the United States, where slavery was more prevalent. Americans from the North dismissed slave labor, viewing it as inferior to their practice of free labor.

Aside from social movement, this opportunity would provide wage earners more independence such as property ownership. By 1852, free labor became a Republican ideology, growing alongside the economic expansion of the early 1900s. A “laborer” could be a farmer, businessman, or merchant, abolishing the elite versus the inferior statuses during that period.

Today, United States citizens hold company ownerships, full-time professions, part-time jobs, blue-collar or white-collar lines of work. But the United States has one of the highest taxpayers in the world, reaching up 19.1 percent in payroll tax and 35 percent for corporate taxes. Many graduates and nongraduates instead opt to work “free labor” with jobs that typify website designing, copywriting, programming, virtual assisting, and much more—a never-ending deck that offers both technical and creative labor that just continues to grow.

C.H.A.P.P.S is a precise and beneficial pay system I formulated after years of experience in various fields, including sales and the military and, more notably, the postal service. C.H.A.P.P.S acknowledges a worker’s compensation—without the taxes. Normally, an average job holder has to work 2,080 hours in one year. While the regular government fiscal year earnings encompass a worker’s benefits, stipend pay, current year, and the following year of rendered work, C.H.A.P.P.S does not require a scheduled work week, one that society has been accustomed to identify with. Rather, it accommodates a worker depending on their schedule bids. Additionally, C.H.A.P.P.S respects the ten-day paid holiday, with paid sick leaves, breaks, annual leaves, night differentials, and Sunday premium as well as retirement with full benefits.

The pay system of US postal service employees is a complex one. I simplified it in methods that will provide jobs for US citizens without having to take from taxpayers’ remuneration. With appropriate pay systems fit for military personnel, postal service workers, government positions, private sectors, small and big businesses, including free labor individuals, nobody has to pay for the budget of politicians.

Once you read my book, you will get to identify with suitable pay system processes that align with your work goals and salary aims. These include a seventy-two-hour day / seventy-two-month pay system, four-in-a-box system, as well as the five C.H.A.P.P.S: full-time military, part-time military, full-time civilian bargaining unit (employees working eight hours five days a week), part-time civilian bargaining unit (flexies), or full-time nonbargaining unit (made for supervisors). Allow C.H.A.P.P.S to work for you and your long-term goals!

Sources:

https://www.reference.com/world-view/define-labor-ideology-2d9260efebb9f55#

https://www.binghamton.edu/history/resources/journal-of-history/lincoln.html#_ftn1

http://www.electronicbookreview.com/thread/technocapitalism/voluntary