Upper Saddle River, N.J. – November 29, 2006 – Compensation Resources, Inc. (CRI) has released the results of its 2006 Year-End Compensation Survey. The purpose of this study was to obtain compensation to be data used for trending and planning purposes at companies of all sizes and shapes. Data was compiled from survey questions that were developed by CRI and distributed to companies in 12 industrial classifications, in addition to Not-for-Profit organizations. The survey sampled year-end compensation data from a variety of organizations, collected in October and November 2006.

Results indicated that the average merit/salary increase for all employee functional groups was 4.0% in 2006, and 4.0% is the average projected merit/salary increase for all groups in 2007. Generally speaking, Privately-Held companies reported higher percentages of actual 2006 and budgeted 2007 merit increases overall as compared to Publicly-Traded and Not-For-Profit organizations.

Highlights of this year’s results, including a comparison with the prior year’s findings are represented below:

MERIT/SALARY INCREASE

2005 Results 2006 Results

Group Actual 2005 Projected 2006 Actual 2006 Projected 2007

Executive 4.5% 5.1% 4.5% 4.3%

Management 4.1% 4.4% 4.2% 4.2%

Exempt Salaried 4.1% 4.0% 4.1% 3.9%

Non-Exempt Salaried 3.6% 3.7% 3.8% 3.9%

Hourly/Production 3.8% 3.8% 3.6% 3.7%

All Groups Average 4.0% 4.2% 4.0% 4.0%

Results indicated that target awards for Short-Term Incentive Plans are much higher in Publicly-Traded and Privately-Held companies than in Not-for-Profit organizations. Overall, in terms of the Compensation Package Mix, Base Salary makes up the largest percentage of the mix, followed by Annual Bonus/Incentives, and the Long-Term Incentives. The majority of the survey participants do not have a pre-established Compensation Package Mix. Stock Appreciation Rights continue to be the least commonly used Long-Term Incentive Plan.

Companies should consider the following for the 2007 compensation year:

* Determine salary budget increase,

*Determine salary structure movement; and

*Evaluate incentive plans.

It is also important to remember that the total compensation package is not just about pay, it is also about the work culture, hours, benefits, career development, and promotional opportunities, and how they balance with the employee’s life outside the organization.

Upper Saddle River, N.J. – December 6, 2007 – Compensation Resources, Inc. (CRI) has released the results of its 2007 Year-End Compensation Survey. The purpose of this study was to obtain compensation data to be used for trending and planning purposes at companies of all sizes and shapes. Data was compiled from survey questions that were developed by CRI and distributed to companies in 12 industrial classifications, in addition to Not-for-Profit organizations. The survey sampled year-end compensation data from a variety of organizations, collected in November 2007.

Results indicated that the average merit/salary increase for all employee functional groups was 4.1% in 2007, and 4.1% is also the average projected merit/salary increase for all groups in 2008. Generally speaking, Privately-Held companies reported higher percentages of actual 2007 and budgeted 2008 merit increases overall as compared to Publicly-Traded and Not-For-Profit organizations.

Highlights of this year’s results, including a comparison with the prior year’s findings are represented below:

MERIT/SALARY INCREASE

2006 Results 2007 Results

Group Actual 2006 Projected 2007 Actual 2007 Projected 2008

Executive 4.5% 4.3% 4.7% 4.5%

Management 4.2% 4.2% 4.3% 4.2%

Exempt Salaried 4.1% 3.9% 3.9% 3.9%

Non-Exempt Salaried 3.8% 3.9% 3.9% 4.2%

Hourly/Production 3.6% 3.7% 3.7% 3.8%

All Groups Average 4.0% 4.0% 4.1% 4.1%

Results indicated that target awards for Short-Term Incentive Plans are much higher in Publicly-Traded and Privately-Held companies than in Not-for-Profit organizations. Overall, in terms of the Compensation Package Mix, Base Salary makes up the largest percentage of the mix, followed by Annual Bonus/Incentives, and the Long-Term Incentives. The majority of the survey participants do not have a pre-established Compensation Package Mix. Stock Appreciation Rights continue to be the least commonly used type of Long-Term Incentive Plan.

Companies should consider the following for the 2008 compensation year:

* Determine salary budget increase,

* Determine salary structure movement; and

* Evaluate incentive plans.

It is also important to remember that the total compensation package is not just about pay, it is also about the work culture, hours, benefits, career development, and promotional opportunities, and how they balance with the employee’s life outside the organization.

If you would like to order the complete report of the 2007 Year-End Compensation Survey, please contact Andrew Sellers at 877-934-0505 x115 or order online.

A burn injury is a bodily injury.  A burn injury can be caused by many different sources.  Some of these include friction, electricity, and heat. A burn injury can vary greatly regarding the type of tissue that is affected by the burn injury, how severe the burn injury is, and the medical complications that result from a burn injury. Burn injuries can cause damage other than to the skin itself.  A burn injury can affect the burn victim’s muscles,  blood vessels, and bones as well.  A burn injury causes the victim great pain due to damage to the nerve endings.

A burn injury can be fatal.  There is a wide variety of major and potentially fatal complications the victim can experience form a burn injury including electrolyte imbalance, infection of the skin and muscles, shock, and respiratory injury.  A burn injury can also cause distress emotionally and psychologically due to scarring and physical deformity.

Burn Injury Degree Classifications
A burn injury is most commonly classified as a first degree burn, second degree burn, third degree burn, and fourth degree burn injuries.  Fourth degree burns are most commonly fatal to the burn victim.  Following is a brief description of each class of burn injury.

•    First-degree burn injury – Causes redness of the skin, also known as erythema.  A first degree burn injury also causes minor pain and a white plaque discharge at the site of the burn injury.  A first degree burn injury only involves the outer skin layer.

•    Second-degree burn injury – Usually more serious than a first degree burn injury.  The second degree burn causes redness as well, including blistering on the outer skin.  Second-degree burns affect the outer layer of skin, also known as the papillary dermis, and also may affect deeper within the skin of the victim, also known as the reticular dermis.

•    Third-degree burn injury – Causes most of the outer layer of skin, known as the epidermis, to be lost.  Third-degree burns can also cause damage to additional parts of the body, such as tendons, ligaments, and muscles. The skin can also become charred from a third-degree burn injury. Sometimes large scabs will form because of the burn injury, which has separated from the unaffected part of the body.  These scabs are known as eschars. Third-degree burn injuries cause massive scarring, and could be fatal if the area that is affected is large enough. The risk of infection also increases with this type of burn injury.

•    Fourth-degree burns are the most serious type of burn injury, and it affects deeply into the patient’s bone tissue.  Compartment syndrome may result from a fourth degree burn injury, which is a painful condition that occurs when pressure within the muscles builds to an extreme level. Fourth-degree burn injuries can be fatal to the patient

Burn Survivor is being offered as the premier one stop resource center to ensure professional information is made available to the burn survivor, to the many people who are searching for critical information on behalf of a loved one, to the family and to the professionals. We hope that this site will be able to assist you with valuable advice, guidance, products and support that otherwise might not be easily available to you.  Please find out more and join our community at http://www.burnsurvivor.com.