Labor Events and Resources Blog


Saturday, March 14, 2015

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Friday, March 13, 2015

Edge--The Global Business Certification Standard for Gender Equality

 

Edge--The Global Business Certification Standard for Gender Equality [11 March 2015]

http://www.edge-cert.org/

 

Press Release 11 March 2015

http://www.worldbank.org/en/news/feature/2015/03/11/world-bank-group-to-seek-key-certification-on-workplace-equality

 

 

EMCC: New Forms of Employment

 

European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)

European Monitoring Centre on Change (EMCC)

 

New Forms of Employment

http://www.eurofound.europa.eu/publications/report/2015/working-conditions-labour-market/new-forms-of-employment

or

http://eurofound.europa.eu/sites/default/files/ef_publication/field_ef_document/ef1461en_3.pdf

[full-text, 168 pages]

 

Executive Summary

http://eurofound.europa.eu/sites/default/files/ef_publication/field_ef_document/ef1461en1_0.pdf

 

 

Across Europe, new forms of employment are emerging that are different from traditional standard or non-standard employment in a number of ways. Some transform the relationship between employer and employee, some change work organisation and work patterns, and some do both. This report identifies nine forms of employment that are new or have become increasingly important in Europe since the year 2000. While there is wide diversity in terms of their characteristics and employment relationship, all the forms aim to increase flexibility for employers and/or employees. Although some have the potential to benefit employers and employees equally, in a few cases concerns have been raised about their impact on working conditions and the labour market. The report concludes with recommendations about the need to raise awareness of the potential problems and establish safety nets for workers. An executive summary is available - see Related content.

 

 

Personal Remittances Statistics

 

European Commission

Eurostat

 

Personal Remittances Statistics

http://ec.europa.eu/eurostat/statistics-explained/index.php/Personal_remittances_statistics

 

Data extracted in February 2015. Most recent data: Further Eurostat information, Main tables and Database. Planned article update: December 2015.

Author: Robert Obrzut

This article presents statistics and comments on recent developments relating to international remittances in the European Union (EU). It refers in particular to personal remittances according to the concept of the Balance of payments and international investment position manual (BPM6). The data situation currently only allows the production of approximate figures on personal remittances. This refers to the narrowest concept of international remittances and is based on two standard components – personal transfers and compensation of employees.

 

 

 

 

 

 

 

 

Thursday, March 12, 2015

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Wednesday, February 25, 2015

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Thursday, February 19, 2015

Major Work Stoppages In 2014

 

Major Work Stoppages In 2014

http://www.bls.gov/news.release/archives/wkstp_02112015.htm

or

http://www.bls.gov/news.release/archives/wkstp_02112015.pdf

[full-text, 6 pages]

 

In 2014, there were 11 major work stoppages involving 1,000 or more workers and lasting at least one

shift, the U.S. Bureau of Labor Statistics reported today. The 11 major work stoppages beginning in

2014 were down from the 15 major work stoppages beginning in 2013, and equaled the second lowest

annual total (11 in 2010) of work stoppages since the series began in 1947. The lowest annual total was

5 in 2009. (See chart 1 and table 1.)

 

Major work stoppages beginning in 2014 idled 34,000 workers, lower than the 2013 total of 55,000

idled workers. In 2014, there were 200,000 days idle from major work stoppages in effect, also lower

than 2013 with 290,000 days idle. In 2014, private industry organizations accounted for 9 of the 11

major work stoppages in 2014. In addition, 7 of the 11 major work stoppages beginning in 2014

occurred in the health care and social assistance industry and the educational services industry. (See

table 2.)  

 

In 2014, the largest major work stoppage in both days idle and duration was between FairPoint

Communications and the International Brotherhood of Electrical Workers Locals 2320, 2326, and 2327

and the Communications Workers of America Local 1400, with 1,700 workers accounting for 86,700

days idle in 2014. The work stoppage was still ongoing at the end of 2014. (See table 2.)

 

Between 2009 and 2014, there have been 80 major work stoppages (average of 13.3 major work

stoppages per year). Three industry groups combined for over 60 percent of all major work stoppages

during the six year period: health care and social assistance (34 percent), educational services (15

percent), and construction (13 percent). (See chart 2.) Manufacturing had 11 percent of all major work

stoppages between 2009 and 2014.

 

AND MUCH MORE...including TABLES....

 

ReBlog:  IWS

 

 

Monday, December 15, 2014

Working Conditions and Factory Auditing in the Chinese Toy Industry

 

Congressional-Executive Commission on China (CECC)

 

Working Conditions and Factory Auditing in the Chinese Toy Industry

http://www.cecc.gov/events/hearings/working-conditions-and-factory-auditing-in-the-chinese-toy-industry

 

 

Good Practices Database--Labor Migration Policies and Programmes

 

International Labour Organization (ILO)

MIGRANT (Labour Migration Branch)

 

Good Practices Database--Labor Migration Policies and Programmes

http://www.ilo.org/dyn/migpractice/migmain.home

 

 

 

Labour Cost Structural Statistics--Levels

 

European Commission

Eurostat

 

Labour Cost Structural Statistics--Levels

http://ec.europa.eu/eurostat/statistics-explained/index.php/Labour_cost_structural_statistics_-_levels

 

Data from November 2014, most recent data: Further Eurostat information, Main tables and Database.

 

 

Human Resource Practices for Labor Inspectorates in Developing Countries

 

Human Resource Practices for Labor Inspectorates in Developing Countries

by John Mendeloff, Michael Dworsky, Carlos Gutierrez, Maria C. Lytell, Michael Connors

http://www.rand.org/pubs/research_reports/RR917.html

or

http://www.rand.org/content/dam/rand/pubs/research_reports/RR900/RR917/RAND_RR917.pdf

[full-text, 28 pages]

 

Abstract

 

This report examines the literature on labor inspection in developing countries in order to learn how human-resource practices in labor-enforcement agencies influence the performance of labor inspectorates in developing countries. As a supplement to a substantial literature about the advantages and disadvantages of alternative labor-law regimes and the effectiveness of alternative inspection strategies, this review highlights the state of knowledge about the conditions, competencies, and incentives needed for labor inspectors in developing countries to successfully carry out their work. This report focuses on two relatively narrow questions: What qualifications and personal characteristics are necessary for individual labor inspectors in developing countries to perform their jobs well, and what human-resource policies are important for creating an inspectorate with the necessary skills and enabling the inspectorate to function effectively?

 

Key Findings

 

·         Inspectorate Practices Vary Widely

·         Some countries require new inspectors to have a specified minimum level of education; education in specific content areas, such as law or engineering; or threshold physical or personal characteristics.

·         Some countries do or should require inspectors to be generalists, while others need more-specialized personnel.

·         Initial training for new inspectors must cover a huge range of content. Amounts of ongoing training vary.

·         Inadequate staffing and poor work conditions contribute to high turnover among inspectors.

·         Measuring inspectors' performance can be difficult because the most easily measured metric is number of inspections performed, which might not be the most important metric.

·         Corruption, often because of bribery, is difficult to track and even harder to combat.

 

Recommendations

 

·         The argument for hiring generalists seems strongest in the poorest countries. In those countries, technical knowledge is rare, and transportation difficulties are likely to loom especially large. Even for middle-income countries, the choice should depend as well on the likely overlap of occupational safety and health hazards and other labor-standard violations.

·         Creation and maintenance of an internationally comparable taxonomy of labor inspectorate HR practices may be a useful first step toward comparative research on the effectiveness of different practices, but the lack of reliable outcome measures in many settings poses a more formidable barrier to evaluating best practices.

·         Studies in developing countries and outside the occupational safety and health context are needed to validate findings outside the United States.

·         The most useful research for developing countries may be qualitative, describing what inspectors actually do and why. For middle-income countries that have been improving their data systems, the U.S. Bureau of International Labor Affairs (ILAB) could aid those efforts so that researchers could use them to better understand, at least, the relationship between inspection activities and output measures.

·         Efforts to improve labor inspection will probably proceed apace with broader efforts to improve the civil service in developing countries. Therefore, ILAB should attempt to participate in those efforts to take advantage of ideas with applicability to labor inspection.

 

 

 

Tuesday, November 04, 2014

RE: any journal abstracts?

HI Terry,

 

You’ll have them tomorrow by noon.

 

Thanks!

Margaret

 

Margaret Olney

Editorial Assistant

IRLE

UC Berkeley

2521 Channing Way

Berkeley, CA  94720

510-643-8140

 

From: Terence K. Huwe [mailto:thuwe@library.berkeley.edu]
Sent: Tuesday, November 04, 2014 2:32 PM
To: margaret_olney@berkeley.edu
Cc: thuwe.cleopatrajones@blogger.com
Subject: any journal abstracts?

 

Hi Margaret-

 

Right around now I usually ask if you have the next issue’s abstracts ready—are they? If so I’d love a Word document.

 

If not, just let me know when they will be and I’ll ask later. 

 

I’ll put them on the Web and in the eNews. No rush, although it would be nice to receive anything you may have by 11/14 or so.  Thanks! TH

 

 

any journal abstracts?

Hi Margaret-

 

Right around now I usually ask if you have the next issue’s abstracts ready—are they? If so I’d love a Word document.

 

If not, just let me know when they will be and I’ll ask later. 

 

I’ll put them on the Web and in the eNews. No rush, although it would be nice to receive anything you may have by 11/14 or so.  Thanks! TH

 

 

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