Wednesday, June 08, 2005
Monthly Labor Review Online, May 2005
Monthly Labor Review Online
May 2005
Vol. 128, Number 5
http://www.bls.gov/opub/mlr/mlrhome.htm
Real compensation, 1979 to 2003: analysis from several data sourcesJoseph R. Meisenheimer II
http://www.bls.gov/opub/mlr/2005/05/art1full.pdf
[full-text, 20 pages]
The National Compensation Survey, the Current Employment Statistics survey, the Quarterly Census of Employment and Wages, the Current Population Survey, and the real hourly compensation series from the BLS productivity statistics program each offer strengths and limitations in analyzing real compensation.
Improving estimation and benchmarking of State labor force statistics
Sharon P. Brown
http://www.bls.gov/opub/mlr/2005/05/art2full.pdf[
full-text, 9 pages]
A new estimation procedure, including bivariate models with real-time benchmarking, was introduced into the BLS LAUS program with the January estimates; the new approach to estimation ensures monthly additivity of State and national estimates, thereby reflecting economic events in a timely manner and reducing the size of the annual revision to the State series.
Factors affecting beef and cattle producer prices movements
Marta Norton
http://www.bls.gov/opub/mlr/2005/05/art3full.pdf
[full-text, 9 pages]
In 2003, beef producer price movements demonstrated changes in supply and demand; previous liquidation, Mad Cow Disease, steady demand, feed prices, and slaughter weights all influenced these changes.
Price transmission within the PPI for intermediate goods
Jonathan Weinhagen
http://www.bls.gov/opub/mlr/2005/05/ressum.pdf
[full-text, 7 pages]
May 2005
Vol. 128, Number 5
http://www.bls.gov/opub/mlr/mlrhome.htm
Real compensation, 1979 to 2003: analysis from several data sourcesJoseph R. Meisenheimer II
http://www.bls.gov/opub/mlr/2005/05/art1full.pdf
[full-text, 20 pages]
The National Compensation Survey, the Current Employment Statistics survey, the Quarterly Census of Employment and Wages, the Current Population Survey, and the real hourly compensation series from the BLS productivity statistics program each offer strengths and limitations in analyzing real compensation.
Improving estimation and benchmarking of State labor force statistics
Sharon P. Brown
http://www.bls.gov/opub/mlr/2005/05/art2full.pdf[
full-text, 9 pages]
A new estimation procedure, including bivariate models with real-time benchmarking, was introduced into the BLS LAUS program with the January estimates; the new approach to estimation ensures monthly additivity of State and national estimates, thereby reflecting economic events in a timely manner and reducing the size of the annual revision to the State series.
Factors affecting beef and cattle producer prices movements
Marta Norton
http://www.bls.gov/opub/mlr/2005/05/art3full.pdf
[full-text, 9 pages]
In 2003, beef producer price movements demonstrated changes in supply and demand; previous liquidation, Mad Cow Disease, steady demand, feed prices, and slaughter weights all influenced these changes.
Price transmission within the PPI for intermediate goods
Jonathan Weinhagen
http://www.bls.gov/opub/mlr/2005/05/ressum.pdf
[full-text, 7 pages]
2005 Report on Trafficking in Persons
2005 Report:
Victims of Trafficking and Violence Protection Act of 2000: Trafficking in Persons Report
http://www.state.gov/g/tip/rls/tiprpt/2005/
2005 Trafficking in Persons (TIP) Report
http://www.state.gov/documents/organization/47255.pdf
[full-text, 258 pages][excerpt]
This Report is intended to raise global awareness and spur foreign governments to take effective actions to counter all forms of trafficking in persons — a form of modern day slavery.
The Report has increasinglyfocused the efforts of a growing community of nations to share information and to partner in new and important ways to fight human trafficking. A country that fails to take significant actions to bring itself into compliance with the minimum standards for the elimination of trafficking in persons receives a negative “Tier 3” assessment in this Report. Such an assessment could trigger the withholding of non-humanitarian, non-trade-related assistance from the United States to that country.
Victims of Trafficking and Violence Protection Act of 2000: Trafficking in Persons Report
http://www.state.gov/g/tip/rls/tiprpt/2005/
2005 Trafficking in Persons (TIP) Report
http://www.state.gov/documents/organization/47255.pdf
[full-text, 258 pages][excerpt]
This Report is intended to raise global awareness and spur foreign governments to take effective actions to counter all forms of trafficking in persons — a form of modern day slavery.
The Report has increasinglyfocused the efforts of a growing community of nations to share information and to partner in new and important ways to fight human trafficking. A country that fails to take significant actions to bring itself into compliance with the minimum standards for the elimination of trafficking in persons receives a negative “Tier 3” assessment in this Report. Such an assessment could trigger the withholding of non-humanitarian, non-trade-related assistance from the United States to that country.
Japan Labor Review Published
JAPAN LABOR REVIEW
http://www.jil.go.jp/english/JLR.html
Vol.2, No.2Spring 2005
[online 12 May 2005]
Introduction: Atsushi Sato
Articles
International Comparison of Atypical Employment: Differing Concepts and Realities in Industrialized Countries Kazuya
OguraEmployment Category Diversification and Personnel Management Problems
Hiroki Sato,Yoshihide Sano
Why Part-time Workers Do Not Accept a Wage Gap with Regular Workers
Mamiko Ishihara, Takehisa Shinozaki
Managing Temporary Workers in Japan
Motohiro Morishima, Tomoyuki Shimanuki
Business Strategy and Human Resource Management at Contract Companies in the Manufacturing Sector Makoto Fujimoto, Takuma Kimura
http://www.jil.go.jp/english/JLR.html
Vol.2, No.2Spring 2005
[online 12 May 2005]
Introduction: Atsushi Sato
Articles
International Comparison of Atypical Employment: Differing Concepts and Realities in Industrialized Countries Kazuya
OguraEmployment Category Diversification and Personnel Management Problems
Hiroki Sato,Yoshihide Sano
Why Part-time Workers Do Not Accept a Wage Gap with Regular Workers
Mamiko Ishihara, Takehisa Shinozaki
Managing Temporary Workers in Japan
Motohiro Morishima, Tomoyuki Shimanuki
Business Strategy and Human Resource Management at Contract Companies in the Manufacturing Sector Makoto Fujimoto, Takuma Kimura
Los Angeles Living Wage Analysis
Examining the Evidence: The Impact of the Los Angeles Living Wage Ordinance on Workers and Businesses
[2 June 2005]
David Fairris, David Runsten, Carolina Briones, Jessica Goodheart
http://www.losangeleslivingwagestudy.org/
-The study is the first living wage research in the country to use rigorous random sample surveys of workers and employers affected by a living wage law.
Executive Summary
full-text, 11 pages
[excerpt]
WHAT IS THE IMPACT OF THE LIVING WAGE ON EMPLOYERS AND THE WORKPLACE?
Employers have cut costs by making small reductions in employment and fringe benefits. Employment reductions total an estimated 112 jobs, representing one percent of all living wage employment in affected firms.
Employers cut fringe benefits for less than five percent of living wage jobs in affected firms, including cuts in health benefits, merit pay and bonuses.Use of overtime has declined, representing a further reduction in labor costs. Training for new hires stayed the same at living wage firms, while non-living wage firms have increasedtheir training, representing a relative decrease for living wage firms.
Labor turnover has declined as a result of the ordinance. Current rates of turnover at living wage firms average 32 percent, compared to 49 percent at comparable non-living wage firms.
These turnover reductions represent a cost savings for the average firm that is 16 percent of the cost of the wage increase, based on various estimates of the cost of replacing a low-wage worker.
The ordinance has had no impact on the use of part-time workers, the intensity of supervision, the tendency to fill vacancies from within or the use of equipment and machinery.
Firms have not actively displaced workers in order to hire workers who are better qualified, and most firms have not changed hiring standards as a result of the ordinance.Compared to the original workforce, workers hired after the living wage have similar levels of education, are of similar age, and are no less likely to be members of racial or ethnicminority groups.New hires are more likely to be male and to have higher levels of formal training. Fifty-six percent of new hires are male, compared to 45 percent of workers hired before the living wage. Twenty-two percent of new hires had formal training before being hired, while only 12 percent of workers hired before the law had such training.
These changes occurred primarily through normal attrition at the firms. They suggest somewhat diminished job opportunities in city contract work for women and for workers with less formal training, as compared to before the ordinance.
Summary Report
http://www.losangeleslivingwagestudy.org/Examining_the_Evidence.pdf[
SUMMARY REPORT -- full-text, 78 pages]
Background on This StudyKey Findings and Information About This Study
http://www.losangeleslivingwagestudy.org/About_This_Study-Key_Findings.pdf
About the Authors of the Study
http://www.losangeleslivingwagestudy.org/About_the_Authors.pdf
[2 June 2005]
David Fairris, David Runsten, Carolina Briones, Jessica Goodheart
http://www.losangeleslivingwagestudy.org/
-The study is the first living wage research in the country to use rigorous random sample surveys of workers and employers affected by a living wage law.
Executive Summary
full-text, 11 pages
[excerpt]
WHAT IS THE IMPACT OF THE LIVING WAGE ON EMPLOYERS AND THE WORKPLACE?
Employers have cut costs by making small reductions in employment and fringe benefits. Employment reductions total an estimated 112 jobs, representing one percent of all living wage employment in affected firms.
Employers cut fringe benefits for less than five percent of living wage jobs in affected firms, including cuts in health benefits, merit pay and bonuses.Use of overtime has declined, representing a further reduction in labor costs. Training for new hires stayed the same at living wage firms, while non-living wage firms have increasedtheir training, representing a relative decrease for living wage firms.
Labor turnover has declined as a result of the ordinance. Current rates of turnover at living wage firms average 32 percent, compared to 49 percent at comparable non-living wage firms.
These turnover reductions represent a cost savings for the average firm that is 16 percent of the cost of the wage increase, based on various estimates of the cost of replacing a low-wage worker.
The ordinance has had no impact on the use of part-time workers, the intensity of supervision, the tendency to fill vacancies from within or the use of equipment and machinery.
Firms have not actively displaced workers in order to hire workers who are better qualified, and most firms have not changed hiring standards as a result of the ordinance.Compared to the original workforce, workers hired after the living wage have similar levels of education, are of similar age, and are no less likely to be members of racial or ethnicminority groups.New hires are more likely to be male and to have higher levels of formal training. Fifty-six percent of new hires are male, compared to 45 percent of workers hired before the living wage. Twenty-two percent of new hires had formal training before being hired, while only 12 percent of workers hired before the law had such training.
These changes occurred primarily through normal attrition at the firms. They suggest somewhat diminished job opportunities in city contract work for women and for workers with less formal training, as compared to before the ordinance.
Summary Report
http://www.losangeleslivingwagestudy.org/Examining_the_Evidence.pdf[
SUMMARY REPORT -- full-text, 78 pages]
Background on This StudyKey Findings and Information About This Study
http://www.losangeleslivingwagestudy.org/About_This_Study-Key_Findings.pdf
About the Authors of the Study
http://www.losangeleslivingwagestudy.org/About_the_Authors.pdf
Living Wage Study: Boston, New Haven and Amherst
POLITICAL ECONOMY RESEARCH INSTITUTE
LIVING WAGE LAWS IN PRACTICE: The Boston, New Haven and Hartford Experiences
Mark D. Brenner, Assistant Research Professor, PERI&Stephanie Luce, Assistant Professor,
University of Massachusetts-Amherst Labor Center
http://www.umass.edu/peri/pdfs/RR8.pdf[full-text, 123 pages]
LIVING WAGE LAWS IN PRACTICE: The Boston, New Haven and Hartford Experiences
Mark D. Brenner, Assistant Research Professor, PERI&Stephanie Luce, Assistant Professor,
University of Massachusetts-Amherst Labor Center
http://www.umass.edu/peri/pdfs/RR8.pdf[full-text, 123 pages]
