CERC report Summary
In France, the large imbalance persists between the companies' supply of unskilled jobs, which tends to be downsized in the long-term, and an overabundance of unskilled labor, despite the progress made in initial training and the important means available for ongoing training.
The low standard of living of the working poor does not only originate from insufficient welfare benefits but also from low income, related to "an incomplete work schedule": part-time jobs and alternating periods of unemployment and work.
For these workers with "an incomplete work schedule" and earning low wages, the work is hardly lucrative: the income from their employment does not lead to a standard of living which is that different from if they did not work; it can even be inferior.
Conseil de l'emploi, des revenus et de la cohésion sociale 113, rue de Grenelle 75007 Paris Tél.
MA_0301
Some of the leading historical court decisions are discussed at the end of this memo.
In many strategic acquisition transactions, particularly in the technology and service industries, a critical aspect of the acquisition is securing and appropriately incentivizing the continued employment of the target company's employees, particularly senior management and other key employees.
Matsushita argued that the Wasserman transaction fell outside the rule's ambit because it was agreed to prior to the announcement of the tender offer and closed after the tender offer expired.
The court rejected this analysis and concluded that because the terms of the Wasserman transaction were in several material respects conditioned on the terms of the public tender offer, it was an integral part of the tender offer and subject to the All Holders/Best Price Rule.
Md-2001
This report was prepared for the Maryland Association of Nonprofit Organizations by Sarah Dewees and Lester Salamon at the Center for Civil Society Studies, Institute for Policy Studies, Johns Hopkins University.
Nonprofit employment grew by 3.7 percent in Maryland between 1998 and 1999, outdistancing the growth of employment in both the for-profit and government sectors (3.0 percent and 2.0 percent, respectively).
Despite its recent growth, the nonprofit sector has encountered increased competition from for-profit firms in its traditional areas of activity in recent years.
Between 1989 and 1999, for-profit employment grew more rapidly than nonprofit employment in a number of key fields, suggesting that for-profits are increasingly winning the competition with nonprofits for the available "business" in these fields.
Estevaohttp://www.uic.edu/cuppa/uicued/tempwork/
employment, THS, industry, sector, THS workers, manufacturing, totals.
Citing a lack of research on the industry-by-industry growth of the Temporary Health Supply (THS) industry in the United States, the authors use econometric models to patch together various data sets illuminating the issue.
After concise descriptions of the data sets and methodologies involved, they produce a set of tables detailing the absolute and relative growth of THS in the US from 1977 to present, the probability of a THS worker being assigned to a specific industrial sector, the percentage of THS workers within a sector, and sector-by-sector total employment estimates that include THS workers.
THS employment growth was particularly strong in durable manufacturing, where it rose from less than 0.5% of employment in 1977 to nearly 4% in 1997.
jeeus99http://www.ojp.usdoj.gov/bjs/pub/pdf/jeeus99.pdf
expenditure, government, justice, police protection, corrections, employment, justice system.
The Nation's expenditure for operations and outlay of the justice system increased 309% from almost $36 billion in 1982.
Expenditure by the Federal government grew faster than that for State and local governments (514%).
Note: These data are based on a summation of responses from individual State and local government agencies.
Across the Nation, State and local governments spent $442.14 per capita on justice activities.
Full-time equivalent employment (FTE) is a statistical measure that estimates the number of full-time employees that could have been employed if the reported number of hours worked by part-time employees had been worked by full-time employees.
Employment_protection_&_unemploymenthttp://econ-www.mit.edu/faculty/blanchar/files/files/Employment_protection_&_unemployment.pdf
workers, firms, productivity, unemployment, firing costs, wage, employment protection.
The second factor often mentioned in discussions of European unemployment is employment protection (the first, unernploymenr benefits, was the topic of the previous note).
Employment protection, the argument goes, increases the cost of doing business, leads to sclerosis of the economy, and to high unemployment.
The second is a set of administrative restrictions and procedures that the firm has to obey if it wants to layoff a worker; these range from the need for prior authorization, to a notice period, to an appeal procedure for workers.
The bargained wage depends on market conditions through (h/u), the exit rate from unemployment.
Given labor market conditions, an increase in firing costs leads to an increase in the bargained wage.
Registration
employment, lunch, discount, member, mediation, breakfast, reception.
What are the hottest and costliest employment and labor issues confronting employers, HR practitioners and the lawyers who advise them, and the employees, unions and lawyers who sue them?
After this program you will have more strategies, information and techniqaues to apply to your cases, from first word, to investigation and processing, to mediation and settlement, to arbitration and litigation.
The morning session covers the latest law and practice tips on employment discrimination and wrongful termination claims: Title VII including ual harassment, disability and age cases, in court and arbitration.
Discounts: Discounts for Bar Convention seminars apply only during the Bar Convention (October 17-19, 2002).
NJB0802
employment, law, Jersey, protection, business, handbook, documentation.
A "labor" in and of itself, attorneys are helping businesses handle employment issues for management's own protection and for the protection of workers.
At the get-go, the most important thing lawyers usually advise businesses on is creating and saving proper documentation.
"Documentation in the workplace is important and it should begin at the inception of employment," says Martha Lester, chair of the employment law practice group and a director of the corporate department at Lowenstein Sandler.
One of the most critical documents a company can create is its employment manual or handbook, which defines the rights and liabilities of the employer and employee.
employmentnotification
employment, retiree, TFFR, educational foundation, exception, TFFR covered employment, benefit suspension.
State statutes (NDCC 15-39.1-19.1) allow a retired TFFR member to return to TFFR-covered employment under certain employment limitations.
This form, along with a copy of the retiree's contract or employment agreement, must be submitted to the administrative office each year the retiree is employed.
The limits apply to TFFR covered employment which includes teaching, supervisory, administrative, or extra-curricular services in a ND public school or state institution covered by TFFR.
General Rule - 700 hour limit After 30 days elapse from the retirement date, a retiree may return to TFFR covered employment for a maximum of 700 hours in a fiscal year (July 1 -- June 30) and will continue to receive TFFR monthly retirement benefits.
As in the General Rule, retirement benefits will continue, employer and employee contributions will not be paid to TFFR, and the monthly TFFR benefit amount will not be affected.
progress
employment, employment equity, representation, Act, labour market, workforce, designated groups.
The Government of Canada enacted the first Employment Equity Act in 1986.
Correct the conditions of disadvantage in employment for four designated groups, Aboriginal peoples, persons with disabilities and members of visible minorities.
Merit principle/hiring unqualified candidates: barriers face qualified candidates in the labour market and many Canadians have been denied opportunities because of systemic barriers; special measures required.
Between 1987 and 1999, the representation of members of the four designated groups in the workforce under the Employment Equity Act has increased.
The representation of Aboriginal peoples rose from 0.7% in 1987 to 1.5% in 1999, against a labour market availability of 2.1%.
Employers have succeeded in increasing the designated groups' shares of hirings and promotions between 1987 and 1999.
chapter5_e
employment equity, designated groups, members, public service, representation, candidates, disabilities.
Only by our individual and collective efforts can we ensure that the federal Public Service becomes a more representative employer.
Employment equity has three principal goals: to facilitate the recruitment of members of the four designated groups and foster the establishment of a work force of qualified employees reflecting the diversity of Canadian society; to ensure equal access to job opportunities by identifying and removing employment barriers and established behavioural patterns and by correcting the conditions that have adversely affected the equitable participation and distribution of persons from the designated groups in the public service; and to implement special measures to correct employment disadvantages for these designated groups.
001
employment, labor, age, law, federal law, machines, occupations.
Federal law regarding the types of employment prohibited for 14-15 year old employees mirrors state law (listed on the inside of this brochure), with a few additions.
2 Motor-vehicle driving and outside helper (limited exception for age 17).
8 Power-driven metal forming, punching, and shearing machines.
When state and federal child labor provisions differ, the more "stringent" standard prevails and must be followed.
For example, if federal law prohibits a type of employment that is allowed under state law, the federal law would apply and the work would be prohibited.
Generally, persons age 14 and 15 are required to file an Employment and Age Certificate (work permit) with the Department of Labor, are limited in the hours they can work, and are prohibited from performing certain types of work.
cenwor
vocational/career, employment, education, girls, materials, district, CENWOR.
Sri Lanka's need to redress these gender imbalances grows more urgent as its social and economic activities become increasingly complex and technology-dependent.
Although vocational training is equally available to men and women, gender differences in the types of training received by women is a barrier to equity in employment.
The project was implemented in six contiguous sub-divisions in four administrative districts, selected through the Ministry of Education because of industrial growth occurring in their areas.1 Field visits to these selected pilot locations and discussion with school authorities and female students, administrators of training institutions, and employers indicated an almost total lack of knowledge about the subject of vocational/career choices for girls leaving school.
lowwagehttp://www.columbia.edu/~esp2/lowwage.pdf
wage, workers, employment, unemployment, welfare, subsidy, tax.
This paper is a brief for the introduction of a subsidy to any qualified firm for its use of low-wage employees as a means to reduce the unemployment and raise the pay of disadvantaged workers.
In that theory, if the economy finds itself with zero involuntary unemployment, firms' hiring having been buoyed by wages low enough to clear the market, employee quit rates and consequent training costs will be so high that every firm will see it as cost-effective to raise its pay, putting it above the industry standard, in the expectation of achieving lower labor turnover---to pay the optimal incentive wage corresponding to the unemployment rate.
policies3511
employee, Hydro, business activity, Subsidiaries, conflict, Manager, prejudice.
A question has arisen as to how Managers can determine whether it is appropriate for employees to be engaged in outside employment or business activity that is the same as, or closely related to, the activity conducted by BC Hydro or its Subsidiaries.
no BC Hydro employee, may accept work with a competitor or with any entity that could lead to a conflict of interest or situation prejudicial to BC Hydro's interests."
When an employee makes it known to their Manager that they are considering engaging in outside employment or business activity, Managers should pose the following questions to help assess whether that activity might be considered detrimental to, or in conflict with, the commercial or other interests of BC Hydro or its Subsidiaries.
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