Labor Events and Resources Blog

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



Good Practices Database--Labor Migration Policies and Programmes


International Labour Organization (ILO)

MIGRANT (Labour Migration Branch)


Good Practices Database--Labor Migration Policies and Programmes




Labour Cost Structural Statistics--Levels


European Commission



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


[full-text, 28 pages]




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.




·         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.





Margaret Olney

Editorial Assistant


UC Berkeley

2521 Channing Way

Berkeley, CA  94720



From: Terence K. Huwe []
Sent: Tuesday, November 04, 2014 2:32 PM
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



Monday, November 03, 2014

EPI: Uneven Recovery by State and Race


Economic Policy Institute (EPI)


Economic Indicators/Race and Ethnicity

Uneven Recovery by State and Race


A new analysis by EPI’s Valerie Wilson shows that for far too many people, particularly people of color, the recovery from the Great Recession has yet to take hold. In the first of what will be a quarterly analysis, Wilson breaks down state unemployment rates by race. EPI’s interactive map [see link below] to see how vastly economic conditions differ for different states and racial groups.


27 October 2014

Virginia Boasts Smallest Gaps in Unemployment Rates by Race in Third Quarter, but No State Leads in Race to Recovery for All Groups

by Valerie Wilson


see MAP & TABLES within this article

State unemployment rates, by race/ethnicity and overall, 2014Q3


ReBlog:  IWS







Thursday, July 24, 2014

workers comp contact



It was interesting learning what you see going here—but not surprising! J  It will be fun to do the metrics to.


Here’s the contact info:


Tracey Paterson

Sr. Field Investigator




707-344-2660 (direct)

800 397-6517 office main


Probe Information Services

P.O. Box 418429

Sacramento, CA  95841


She told Rocio she wasn’t sure a layoff could occur while a claim was pending at workers’ comp—that’s why I wondered about this.  But it would seem that someone like Joyce would know this and would have allowed for it, doesn’t it. 


Thanks for everything.  TH


Monday, July 21, 2014

San Francisco Billboard Claims Employees Can be Replaced by iPads

This political statement was seen on a billboard in San Francisco


Taskrabbit Employees Face Big Change in Work Assignment System

Taskrabbit Employees Face Big Change in Work Assignment System



Tuesday, June 10, 2014

San Jose Businesses Settle Into A Minimum Wage Hike


Judge strikes down all 5 California teacher protection laws

In a significant defeat for the state's teachers unions, a Superior Court judge in Los Angeles has overturned five state statutes giving California teachers firing protections and rights to tenure and seniority. Judge Rolf Treu agreed with the lawsuit's claim that the laws disproportionately hurt poor and minority children who were saddled with the state's worst performing teachers.

The evidence of "the effect of grossly incompetent teachers on students," Treu wrote, "is compelling. Indeed, it shocks the conscience." ...

Full story at


Wednesday, May 14, 2014

The New Minimum Wage Research

The New Minimum Wage Research

Dale Belman, Michigan State University
Paul J. Wolfson, Tuck School of Business at Dartmouth

...The United States, however, faces a far more favorable situation.  Considering the 16 means of meta-estimates (across the fixed effect, random effect, and random coefficient models) that include a control for whether the estimate is based on U.S. data, the implied employment declines following a 10 percent increase in the minimum wage are very small—between −0.03 and −0.6 percent—and statistically insignificant. Bearing in mind that the estimates for the United States reflect a historic experience of moderate increases in the minimum wage, it appears that if negative effects on employment are present, they are too small to be statistically detectable. Such effects would be too modest to have meaningful consequences in the dynamically changing labor markets of the United States.



Full article at


Oecd Economic Outlook No. 95


Oecd Economic Outlook No. 95


Scroll down this page (above) to find numerous links and data


Press Release 6 May 2014

Global economy strengthening but significant risks remain, says OECD in latest Economic Outlook


HANDOUT for the Media

[full-text, 24 pages]



Annex Tables
Economic Outlook online database (Selection of around 100 annual data in OECD.stat)
Economic Outlook database inventory (Pdf document describing the Economic Outlook database)
Sources and Methods
Frequently Asked Questions (FAQs)


OECD Forecasts during and after the financial crisis
Economic Policy Papers
Previous Outlook editions and Special chapters
Promoting inclusive growth: Challenges and policies
OECD Economics Department Working Papers
Economics Department Policy Note Series

To receive the latest information by email regarding future releases of the Outlook and related products, register now for the OECD Economic Outlook oecddirect.


East Asia Pacific at Work: Employment, Enterprise, and Well-Being


World Bank


East Asia Pacific at Work: Employment, Enterprise, and Well-Being

by Packard, Truman G.; Van Nguyen, Trang


[full-text, 299 pages]


The unprecedented progress of East Asia Pacific is a triumph of working people. Countries that were low-income a generation ago successfully integrated into the global value chain, exploiting their labor-cost advantage. In 1990, the region held about a third of the world's labor force. Leveraging this comparative advantage, the share of global GDP of emerging economies in East Asia Pacific grew from 7 percent in 1992 to 17 percent in 2011. Yet, the region now finds itself at a critical juncture. Work and its contribution to growth and well-being can no longer be taken for granted. The challenges range from high youth inactivity and rising inequality to binding skills shortages.


 A key underlying issue is economic informality, which constrains innovation and productivity, limits the tax base, and increases household vulnerability to shocks. Informality is both a consequence of stringent labor regulations and limited enforcement capacity. In several countries, de jure employment regulations are more stringent than in many parts of Europe. Even labor regulations set at reasonable levels but poorly implemented can aggravate the market failures they were designed to overcome.


 This report argues that the appropriate policy responses are to ensure macroeconomic stability, and in particular, a regulatory framework that encourages small- and medium-sized enterprises where most people in the region work. Mainly agrarian countries should focus on raising agricultural productivity. In urbanizing countries, good urban planning becomes critical. Pacific island countries will need to provide youth with human capital needed to succeed abroad as migrant workers. And, across the region, it is critical to 'formalize' more work, to increase the coverage of essential social protection, and to sustain productivity. To this end, policies should encourage mobility of labor and human capital, and not favor some forms of employment - for instance, full-time wage employment in manufacturing - over others, either implicitly or explicitly. Policies to increase growth and well-being from employment should instead reflect and support the dynamism and diversity of work forms across the region.



Youth Employment: Overview Of EU Measures


European Commission (EC)

Brussels, 8 May 2014
Youth Employment: Overview
Of EU Measures


2014 National Study of Employers



Families and Work Institute (FWI)


2014 National Study of Employers

by Kenneth Matos and Ellen Galinsky

[full-text, 67 pages]



Families and Work Institute’s 2014 National Study of Employers (NSE) is the most comprehensive

and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers

to enhance organizational and employee success by addressing the changing realities of today’s

economy, workforce and workplace. The NSE, conducted in partnership with the Society for Human

Resource Management (SHRM), is based on the Institute’s landmark 1998 Business Work-Life

Study (BWLS).1


Its scope was broadened to cover issues of importance in the changing economy

and has been conducted four additional times since the BWLS survey was completed (2005, 2008,

2012 and 2014).




People at Risk Of Poverty or Social Exclusion

European Commission



People at Risk Of Poverty or Social Exclusion

Data from March 2014. Most recent data: Further Eurostat information, Main tables and Database.

One of the five headline targets of the Europe 2020 headline indicators is to reduce poverty by lifting at least 20 million people out of the At risk of poverty or social exclusion by 2020. This article presents geographical and temporal comparisons of the monetary and non-monetary elements of the indicator that describes poverty and social exclusion in the European Union (EU) using the most recent data (2011 and 2012) from the EU statistics on income and living conditions (EU-SILC). Comparisons over the most recent years enable, inter alia, analysis of the impact of the economic crisis and the austerity measures taken to overcome the crisis on the Europe 2020 headline target.



Level of Wage Bargaining and Degree of Coordination Year 2013


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

European Industrial Relations Observatory (EIRO)




Level of Wage Bargaining and Degree of Coordination Year 2013


Explore Eurofound’s quantitative and qualitative information on collectively agreed pay developments from 1999 onwards and other related pay data. The context of the pay bargaining system in the different EU Member States is also explained.


The bargaining system in the EU Member States is depicted in the map below, drawing on two central indicators: the primary level at which pay is set in the respective country and the degree of coordination. These data stem mainly from Jelle Visser’s ICTWSS (4.0) database, but have been updated and in some cases also slightly revised by Eurofound’s EIRO correspondents.




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