Labor Events and Resources Blog
Compiled by Terence K. Huwe and the staff of the IRLE Library
Tuesday, May 14, 2013
NSF: Federally Funded R&D Centers Employed Over 3,000 Postdoctoral Researchers in 2010
National Science Foundation (NSF)
InfoBrief April 2013 NSF 13-321
Federally Funded R&D Centers Employed Over 3,000 Postdoctoral Researchers in 2010 [24 April 2013]
by Daniel Foley
[full-text, 4 pages]
Federally funded research and development centers (FFRDCs) play an integral role in advancing the U.S. science and engineering (S&E) enterprise. The 39 centers on the National Science Foundation (NSF) FFRDC master list received approximately $16.8 billion dollars in federal expenditures in fiscal year 2010, including over $1 billion in funds from the American Recovery and Reinvestment Act of 2009. In addition to assisting government agencies with scientific research and analysis, many FFRDCs also provide training opportunities for the country's aspiring researchers and scientists through postdoctoral appointments. According to the NSF 2010 Survey of Postdocs at FFRDCs, 22 of the 39 centers collectively reported employing a total of 3,011 postdocs. This InfoBrief provides a first look at characteristics of these postdocs with respect to their demographics, source of financial support (either federal or nonfederal), and field of research, as reported by an administrative staff member at each FFRDC.
# posted by Digital Library Sphere @ 2:20 PM 0 comments
Thursday, May 09, 2013
CRS: Shutdown of the Federal Government: Causes, Processes, and Effects
Congressional Research Service (CRS)
Shutdown of the Federal Government: Causes, Processes, and Effects
Clinton T. Brass, Coordinator, Specialist in Government Organization and Management
April 23, 2013
[full-text, 23 pages]
When federal agencies and programs lack appropriated funding, they experience a funding gap.
Under the Antideficiency Act, they must cease operations, except in certain emergency situations
or when law authorizes continued activity. Failure of the President and Congress to reach
agreement on interim or full-year funding measures occasionally has caused government
shutdowns, the longest of which lasted 21 days, from December 16, 1995, to January 6, 1996.
Government shutdowns have necessitated furloughs of several hundred thousand federal
employees, required cessation or reduction of many government activities, and affected numerous
sectors of the economy. This report discusses the causes, processes, and effects of federal
government shutdowns, including potential issues for Congress.
For questions concerning the impact of a shutdown on a specific agency or program,
congressional operations, or judicial operations, please call CRS at 7-5700. See also the "Key
Policy Staff" table at the end of this report.
For analysis of potential effects of a shutdown on the Department of Defense, see CRS Report
R41745, Government Shutdown: Operations of the Department of Defense During a Lapse in
Appropriations, by Pat Towell and Amy Belasco.
For analysis of the government's contractual rights and how it could use these in the event of a
shutdown, see CRS Report R42469, Government Procurement in Times of Fiscal Uncertainty, by
Kate M. Manuel and Erika K. Lunder.
For discussion of funding gaps, see CRS Report RS20348, Federal Funding Gaps: A Brief
Overview, by Jessica Tollestrup.
For an annotated list of historical documents and other resources related to past government
shutdowns, see CRS Report R41759, Past Government Shutdowns: Key Resources, by Jared
Conrad Nagel and Justin Murray.
# posted by Digital Library Sphere @ 11:34 AM 0 comments
MEASURING AMERICA: COUNTY BUSINESS and DEMOGRAPHICS MAP
Press Release 1 May 2013
Measuring America: County Business Patterns Interactive Map Update
In conjunction with yesterday's release on the 2011 County Business Patterns, the Census Bureau has updated the Measuring America County Business and Demographics Map. The map provides an interactive, easy-to-understand overview of how many types of businesses are in your community or anywhere else in the U.S. The map includes 2011 County Business Patterns statistics combined with demographic statistics from the 2010 Census.
County Business Patterns provides annual statistics on businesses with paid employees within the U.S. and Puerto Rico. These statistics provide the only detailed annual information on the number of establishments, employees, and quarterly and annual payroll for nearly 1,200 industries covered at the national, state and county levels.
For more detailed information on County Business Patterns, including how the data are collected, coverage and methodology, and industry detail, please visit the County Business Patterns website.
# posted by Digital Library Sphere @ 11:32 AM 0 comments
Friday, May 03, 2013
Extroverts Promise, But Deurotics Deliver
Your department is interviewing candidates for a team to launch an ambitious new project. Among them is Darren, an energetic, confident extrovert of a guy bursting with a "can-do" attitude. Then there’s Doug, who has the right experience but comes across as downright neurotic — anxious and obsessive — in an interview.
The choices seem obvious: Hire a team of go-getters like Darren, pass on Doug and others of his ilk, and the new project is a surefire success. Right?
Wrong. Because the bright, shiny bubble of extroversion can implode in a team effort, while the neurotic viewed as a loser may perform way beyond anyone’s expectations, according to new research by Corinne Bendersky. An associate professor in the UCLA Anderson School of Management, Bendersky studies status — the respect and esteem in which one is held by peers in teams and organizations...
What’s going on? For extroverts, some of the very qualities that make them shine can tarnish in the glaring light of teamwork. And for neurotics, traits that aren’t very exciting turn out to be quite effective on the job.
"The core of extroversion is wanting to be the center of attention," Bendersky said. "[Initially], there’s a very strong, intuitive assumption by others that the enthusiasm, outgoingness and assertiveness of extroverts is associated with being very strong, positive contributors to tasks at work. But extroverts like to talk more than to listen..."
Neurotics, on the other hand, possess qualities that help them rise to the occasion. "The neurotic personality is really [plagued by] an anxiety of not wanting to disappoint peers and colleagues," said Bendersky. "Because of that, neurotics are motivated to work really hard, especially in group contexts.."
Full story at http://today.ucla.edu/portal/ut/extroverts-v-neurotics-245761.aspx
ReBlog: Daniel J.B. Mitchell
UCLA Anderson Graduate School of Management
UCLA Luskin School of Public Affairs
# posted by Digital Library Sphere @ 2:41 PM 0 comments
Thursday, May 02, 2013
"Bring Your Own (IT) Device:" A New Workplace Trend?
As enterprise “bring your own device” (BYOD) programs continue to become more commonplace, 38 percent of companies expect to stop providing devices to workers by 2016, according to a global survey of CIOs by Gartner, Inc.'s Executive Programs
"BYOD strategies are the most radical change to the economics and the culture of client computing in business in decades," said David Willis, vice president and distinguished analyst at Gartner. "The benefits of BYOD include creating new mobile workforce opportunities, increasing employee satisfaction, and reducing or avoiding costs."...
How a well-managed BYOD program subsidizes the use of a personal device is critical, and can dramatically change the economics. Today, roughly half of BYOD programs provide a partial reimbursement, and full reimbursement for all costs will become rare. Gartner believes that coupling the effect of mass market adoption with the steady declines in carrier fees, employers will gradually reduce their subsidies and as the number of workers using mobile devices expands, those who receive no subsidy whatsoever will grow.
"The enterprise should subsidize only the service plan on a smartphone," said Mr. Willis. "What happens if you buy a device for an employee and they leave the job a month later? How are you going to settle up? Better to keep it simple. The employee owns the device, and the company helps to cover usage costs.
BYOD does increase risks and changes expectations for CIOs. Unsurprisingly, security is the top concern for BYOD. The risk of data leakage on mobile platforms is particularly acute...
ReBlog: Daniel J.B. Mitchell, Professor-Emeritus, UCLA Anderson Graduate School of Management and UCLA Luskin School of Public Affairs
# posted by Digital Library Sphere @ 2:56 PM 0 comments
Thursday, April 18, 2013
Retirement And Medical Benefits: Who Has Both?
Beyond the Numbers, April 2013, vol. 2, no. 10
PAY & BENEFITS
Retirement And Medical Benefits: Who Has Both?
By Lindsay B. Kimbro and Michelle B. Mayfield
[full-text, 8 pages]
Employee compensation packages commonly include both wages and benefits. For decades, employee benefits have been used as part of the total compensation package to attract and retain highly qualified workers. Just as workers in various occupations receive different levels of pay, they also receive access to different types and combinations of employee benefits.1 This article uses March 2012 National Compensation Survey (NCS) data to examine private industry workers’ access to medical benefits, retirement benefits, and combinations of the two benefits, by major occupation group, wage category, part-time and full-time status, union and nonunion status, and establishment size.2 The study finds notable differences in the patterns of access to medical and retirement benefits—separately, and in combination—among the various worker groups.
Throughout this analysis, each worker characteristic (wage category, establishment size, etc.) is treated independently. Of course, the workers who make up these data points do not fall neatly into one category; in reality, there is considerable overlap, which adds complexity to the overall picture. Since 1980, the NCS and its predecessor the Employee Benefit Survey (EBS) have published data on the incidence of specific types of employee benefits and many provisions of employer-provided retirement and health plans. In 2009, the NCS published for the first time estimates on the incidence of combinations of benefits among various groups of workers.3 Although the provisions, and value, of the plans themselves can vary widely among these categories of workers, the combined benefits incidence data provide greater insight into the benefits package that workers actually receive than the incidence of specific benefits alone. Major benefits such as medical insurance and retirement plans are not always offered together or to the same workers.
# posted by Digital Library Sphere @ 9:45 AM 0 comments
Friday, April 12, 2013
Workplace Violence Against Government Employees, 1994-2011
Workplace Violence Against Government Employees, 1994-2011 [11 April 2013]
[full-text, 19 pages]
Presents information on both nonfatal and fatal forms of violence in the workplace against government employees, based on the Bureau of Justice Statistics' National Crime Victimization Survey and the Bureau of Labor Statistics' Census of Fatal Occupational Injuries. This report describes violence against government employees and compares violence in the workplace against government and private-sector employees. It includes information on type of workplace violence, violence by occupation, and victim and crime characteristics, such as sex and race distribution, offender weapon use, police notification, and victim injury.
- In 2011, about 1 in 5 victims of workplace homicide was a government employee.
- From 2002 to 2011, the annual average rate of simple assault in the workplace against government employees (18.9 per 1,000) was more than three times that of private-sector employees (4.6 per 1,000).
- Serious violent crime accounted for a larger percentage of workplace violence against private-sector employees (25%) than government employees (15%).
- From 2002 to 2011, about 96% of workplace violence against government employees was against state, county, and local employees, who made up 81% of the total government workforce.
- Male government employees were more likely than female government employees to face a stranger in an incident of workplace violence from 2002 to 2011.
- From 2002 to 2011, female government employees were more likely than male government employees to be attacked in the workplace by someone with whom they had a work relationship.
# posted by Digital Library Sphere @ 12:45 PM 0 comments
The Impact of a Retirement Savings Account Cap
Employee Benefit Research Institute (EBRI)
Press Release April 10, 2013 #1017
FY 2014 Obama Budget Proposal:
The Impact of a Retirement Savings Account Cap
[full-text, 5 pages]
WASHINGTON—This week President Obama is expected to unveil his 2014 budget proposal–
and published reports indicate it will include a cap on retirement savings.
In statements released ahead of its official publication, the White House has noted that the
budget will include a new proposal that prohibits individuals from accumulating over $3 million
in Individual Retirement Accounts (IRAs) and other tax-preferred retirement accounts, such as
401(k) plans. How many individuals might be affected by that cap?
In the EBRI IRA database at year-end 2011, approximately 0.03 percent of the approximately
20.6 million accounts had more than $3 million in assets. About 0.06 percent of the total account
holders (some individuals own more than one account), and about 0.11 percent of account
holders who are age 60 or older surpass the threshold. As shown in Figure 1, of the individuals
with IRA balances above $3 million, 37 percent were age 70 or older and another 20 percent
were age 65–69 (50 percent and 26 percent, respectively, for those with known ages in the
Some employment-based retirement accounts, such as 401(k) plans, would be affected as well.
An analysis based on the projected year-end 2012 account balances on all participants in the
EBRI/ICI 401(k) database with account balances at year-end 2011 and contributions in that year
finds that approximately 0.0041 percent of those 401(k) accounts had $3 million or more in
assets by year end 2012.
Impact on Multiple Accounts
Individual savers increasingly find themselves having not only a 401(k), but an IRA as well, and
in many cases multiple savings accounts. Taking into account combined IRA and 401(k)
balances, a review of the integrated EBRI IRA/401(k) database as of year-end 2011 for
individuals age 60 or older who had at least one IRA or 401(k) in 2010 and at least one IRA or
401(k) in 2011 finds that about 0.107 percent of these individuals had balances totaling
$3 million or above.
It should be noted that these numbers are at a particular point in time, based on the most current
data available. Those balances will change over time, and inflation is expected to increase the
level of the cap. The Employee Benefit Research Institute’s Retirement Security Projection
Model (RSPM) allows us to estimate what the potential future impact could be, particularly for
younger workers not currently on the cusp of retirement.
# posted by Digital Library Sphere @ 12:43 PM 0 comments
Baker & McKenzie
GLOBAL MOBILITY HANDBOOK 2013 [26 February 2013]
[full-text, 595 pages]
The global movement of employees is essential to multinational
organizations doing business in different countries. Getting the right
people to the right places at the right time with proper support in a
lawful manner is critical to the success of global businesses. Human
resource professionals and corporate counsel are confronted with a
maze of legal issues that must be considered before moving
employees across borders.
When can they go? How long can they stay? What can they do while
there? How can they be paid? What happens to their employment
benefits during the trip? Who will be the employer while abroad?
Which country’s laws will apply? What are the tax consequences to
the employer and the employee? What about accompanying family
These issues confront employers dealing with both short-term
business travelers, as well employees on long-term assignments. This
is a global mobility handbook to help guide you.
# posted by Digital Library Sphere @ 12:42 PM 0 comments
Baker&Mackenzie: Global Labour Relations Law, Issue 1 2013
# posted by Digital Library Sphere @ 12:41 PM 0 comments
Monday, April 01, 2013
Occupational Employment And Wages -- May 2012
Occupational Employment And Wages -- May 2012 [29 March 2013]
[full-text, 24 pages]
Computer network support specialists, with employment of 167,980 in May 2012, and
nurse practitioners, with employment of 105,780, were 2 of the largest new
occupations in the 2010 Standard Occupational Classification (SOC) system, the
U.S. Bureau of Labor Statistics reported today. These are 2 of 24 newly defined
detailed occupations shown in table A. National employment and wage information
for all occupations in the 2010 SOC is shown in table 1.
The data in this news release are from the Occupational Employment Statistics (OES)
program, which provides employment and wage estimates by area and by industry
for wage and salary workers in 22 major occupational groups and 821 detailed
occupations. In addition, national employment and wage estimates for 94 minor
occupational groups and 458 broad occupations are available for the first time.
New 2010 SOC Occupations
--Other large newly defined occupations include computer network
architects, with employment of 137,890, and web developers, with
employment of 102,940. Phlebotomists, who draw blood for tests,
transfusions, donations, or research, had employment of 100,380
in May 2012. (See table A.)
--Some new occupations were quite small: genetic counselors, wind
turbine service technicians, and solar photovoltaic installers each
had employment of less than 5,000. (See table A.)
--Several newly defined occupations earned high wages relative to the
U.S. annual mean of $45,790. Nurse anesthetists had an annual mean
wage of $154,390, nurse practitioners, $91,450, and nurse midwives,
$91,070. Information security analysts had an annual mean wage of
$89,290 and computer network architects, $94,000. (See table A.)
--Orderlies, with an annual mean wage of $25,700, was among the
lowest paid occupations new to the 2010 SOC. Phlebotomists ($30,910),
ophthalmic medical technicians ($35,590), and community health workers
($37,490) also had wages below the U.S. average. (See table A.)
ReBlog: IWS, NYC
# posted by Digital Library Sphere @ 4:32 PM 0 comments
State Labor Law Directory (U.S.)
WorldatWork (Total Rewards Association)
State Labor Law Directory (U.S.)
Below you will find a directory of state agencies, state-specific labor laws and other resources to help you research and comply with total rewards-related regulations.
Where possible, the Labor Regulations link points directly to the state labor code or statute. However, the online structure of the codes or statues may require an additional search to locate the appropriate title or chapter.
Many of the resources listed under State-by-State Charts & Summaries are maintained by the U.S. Department of Labor (DOL) and in most cases point to private-sector, non-farm employment requirements. The absence of a link in this section does not guarantee that a state-specific and/or federal requirement does not apply. Please consult your state's labor department or your attorney for verification of any state or federal regulation.
ReBlog: IWS, NYC
# posted by Digital Library Sphere @ 4:16 PM 0 comments
Monthly Labor Review, March 2013
# posted by Digital Library Sphere @ 3:48 PM 0 comments
Occupational Outlook Quarterly
# posted by Digital Library Sphere @ 3:47 PM 0 comments