6. The worker is safeguarded by the conditions of the system.
7. The day wage is guaranteed even if the production be less than the reward point.
8. As reward is proportional to profit (the higher the reward the greater the efficiency, and the greater the efficiency the greater the firm's profit), the worker is encouraged to earn high reward. This can only be done by good conditions and freedom from fatigue, and therefore the comfort of the worker is assured by the principles of the system.
(c) Special Reward for High Efficiency.
Besides the reward described in the foregoing explanation, special reward is given to all high efficiency workers—that is, to those who reach 100 per cent. efficiency all through the week.
This special reward takes the form of paying the worker a bonus either in the form of a sum of money or an additional percentage on the standard time.
If the worker's efficiency reaches 100 per cent. or more for any one week, and the hours on reward are, say, forty or more, a cash reward of 1s. or 2s., or other suitable amount depending on the status, etc., of the worker, is given in addition to the reward earned by production. It is necessary to base this special reward on the number of hours worked; otherwise, if the worker happened to be only an hour or so on reward during the week, and his efficiency for that hour was 100 per cent., he would get the special reward, and this would be absurd as well as being unfair to workers who had been on reward all the week.
In the other case, when the worker reaches 100 per cent. efficiency on any one job, no matter how long it takes, his reward for that job jumps 5 per cent. or 10 per cent., or whatever special proportion be decided upon. If the reward point be 75 per cent., then at 100 per cent. efficiency the reward is 33⅓ per cent. of the job rate. To this would be added, say, 5 per cent., thus making the reward 38⅓ per cent. of the job rate.