Tuesday, September 13, 2005
[IWS] CANADA: Weekly Work Report, 12 September 2005
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
(The following is courtesy of the Centre for Industrial Relations, University of Toronto)
Weekly Work Report for the Week of September 12, 2005
These highlights of the week's HR/IR news are prepared by the Librarians at the Centre for Industrial Relations for our subscribers, alumni, faculty and students, and are intended for their individual use only. Please visit the CIR website for terms of use and information about organizational subscriptions. This message is composed in MS Outlook Express and contains hyperlinks that require an HTML-enabled email program.
The WWR is protected by Canadian copyright law and should not be reproduced or forwarded without permission. For inquiries or comments, please contact the Editor, elizabeth.perry@utoronto.ca.
----------
FORD CANADA AND CAW SET THE PATTERN WITH THEIR TENTATIVE AGREEMENT: The Canadian Auto Workers (CAW) and Ford Canada announced on September 12 that they have reached a tentative agreement, subject to ratification votes by CAW members on September 17 and 18. The 3-year agreement, described by CAW President Buzz Hargrove as ""not the richest settlement we've ever negotiated as a union", is most notable for its job security provisions. It includes a commitment from Ford to continue to operate the St. Thomas assembly plant and the Essex engine plant in Windsor for the 3-year duration of the agreement, as well as to invest $200 million to update the design and engineering of the cars produced in St. Thomas. However, according to the CAW press release, the closure of a castings plant in Windsor and restructuring at other facilities will result in a loss of 1,100 hourly-paid positions in Canada over the next 3 years. Restructuring benefits to workers will increase from the current $60,000 to $70,000, to encourage senior people to retire.
The agreement also includes changes in benefits provisions: fixed rates for payment for prescription drug dispensing fees, semi-private hospital coverage, and long-term care coverage, and the prescription drug policy will allow for generic drugs.
The CAW has not announced whether GM or Daimler Chrysler will be their next bargaining partner, but the terms of the Ford agreement will set the standard in the traditional pattern bargaining of the Big 3.
LINKS:
CAW press release at < http://www.caw.ca/news/newsnow/news.asp?artID=905>
Archive of documents for Big 3 Auto talks at the CAW website at < http://www.caw.ca/whatwedo/bargaining/big3automakers/auto05/index.asp >
Ford, CAW agree on added investment, job cuts at Bloomberg.com at < http://www.bloomberg.com/apps/news?pid=10000082&sid=a.ExLnbS4X3E&refer=canada >
"Contract talks: CAW picks Ford for first negotiations" in the Detroit Free Press (Sept. 9) at < http://www.freep.com/money/autonews/caw9e_20050909.htm>
----------
HYDRO ONE DISPUTE GOES TO ARBITRATION FOR SETTLEMENT: The dispute between Hydro One and the Society of Energy Professionals has reached its final stage with the parties' acceptance of mediator William Kaplan's Sept. 12 recommendation to send all outstanding bargaining items to arbitration. The Globe and Mail reports that Kevin Whitaker, Chair of the Ontario Labour Relations Board, has been appointed as arbitrator. The 14-week dispute at Hydro One has centred on two main issues: a management proposal to increase the base workweek to 39 hours (from 35 or 37.5 hours) without increased compensation, and establishment of a two-tier wage and benefit schedule in which employees hired on or after April 1, 2005 would receive 10% lower wages and lower pension and benefit provisions. These same new employees would also be excluded from a provision prohibiting involuntary layoffs during the 3-year term of the agreement.
Employees represented by the Society are scientists, accountants, IT specialists, engineers, and electricity system planners and supervisors. Hydro One has taken the position that they are already highly paid; the Society has countered with a Fact Sheet on Members' Salaries, which argues that the 328 Society members who earned more than $100,000 in 2004 were largely pushed past that threshold by overtime payments "that reflect the severe understaffing of Hydro One operations." The Society argues that their members have received lower salary schedule increases than Hydro One workers represented by the Power Workers Union, and further, calculates that the average annual compound pay increase for Hydro One Senior Executives since 1999 has been 32.5%, compared to 2.6% for Society members.
LINKS:
"Hydro One agrees to arbitration" in the Globe and Mail (Sept. 13) at < http://www.theglobeandmail.com/servlet/story/RTGAM.20050913.whydro0913/BNStory/National/>http://www.theglobeandmail.com/servlet/story/RTGAM.20050913.whydro0913/BNStory/National/
Hydro One Strike website, hosted by the Society of Energy Professionals at < http://www.fairnessforh1professionals.ca/ > http://www.fairnessforh1professionals.ca/ , including Fact Sheet on Members Salaries at < http://www.fairnessforh1professionals.ca/facts/salaries.html > http://www.fairnessforh1professionals.ca/facts/salaries.html
----------
PUBLIC CONSULTATIONS UNDERWAY IN FEDERAL LABOUR STANDARDS REVIEW: The Federal Labour Standards Review Commission, led by Professor Harry W. Arthurs, is on the road across Canada to hear public input. The public hearings began in Whitehorse on September 8, with sessions in Ottawa on Sept. 14 and 15, in Toronto on Sept. 20 and 21, and continuing across the country until October 27 in St. John's Newfoundland.
The Review is charged with examining the changing nature of work, new forms of employment relationships, measures to improve work-life balance, demographic changes in the workplace, and the need for effective enforcement of Part III of the Canada Labour Code. The topics and researchers in its commissioned research program were announced at the end of August, and reports will be published on the Review website. Formal submissions received to date have been posted on the website, including those from the Canadian Chamber of Commerce and the Canadian Labour Congress.
LINKS:
Federal Labour Standards Review Commission website at < http://www.fls-ntf.gc.ca/en/index.asp > http://www.fls-ntf.gc.ca/en/index.asp
Formal brief from the Canadian Chamber of Commerce (24 pages, HTML) at < http://www.fls-ntf.gc.ca/en/sub_fb_09.asp > http://www.fls-ntf.gc.ca/en/sub_fb_09.asp
Formal brief from the Canadian Labour Congress (52 pages, PDF) at < http://www.fls-ntf.gc.ca/doc/sub_fb_03.pdf > http://www.fls-ntf.gc.ca/doc/sub_fb_03.pdf
----------
COMPENSATION FORECASTS FOR 2006: Mercer Human Resource Consulting has released its 2006 Canadian Compensation Planning Survey. According to the survey employers are anticipating an average salary increase of 3.4% for 2006. The survey also reveals that nearly half of the employers are increasing pay differentiation based on performance.
Regional differences in average increases are small. No sector is forecast to have increases less than 3.0%; the highest increase of 4.6 % is in the oil and gas sector. The results are based on data from 384 organizations representing approximately 1.6 million unionized and non-unionized employees in Canada.
A second survey, Morneau Sobeco's 2006 Compensation Trends and Projections Survey, was released on September 7. It predicts average salaries to increase by 3.2% overall, with unionized hourly employees forecast to have 2.7% salary increases and executives forecast to receive 3.3%. As with Mercer, the oil and gas sector led the way with an forecast 4.6% average increase in salary budgets. Morneau Sobeco also found that the top three benefit issues for 2006 are health care costs (indicated by 58 % of employers), disability management (35 %), and benefits plan design (30 %). The Morneau Sobeco survey is based on data from over 300 participating organizations with more than 800,000 employees.
LINKS:
Summary of the Compensation Planning Survey at the Mercer website at < http://www.mercerhr.ca/pressrelease/details.jhtml/dynamic/idContent/1192270 >
Summary of 2006 Compensation Trends and Projections Survey at the Morneau Sobeco website at < http://www.morneausobeco.com/_private/getpdffile.asp?docId=753>
----------
MEN AND WOMEN USE EMPLOYEE ASSISTANCE PROGRAMS DIFFERENTLY: A new report by Warren Shepell Research Group analyses the employee assistance providers' own proprietary data to examine trends in EAP use by men and women in the years 2002 to 2004. Among the findings: women accounted for 63.45% of all EAP contacts; 19.89% of women and 25.28% of men accessed employee counseling for marital/relationship problems; there was no significant gender difference in access concerning work-related issues such as work performance, work stress, and career issues. The report also differentiates patterns for women below age 40 and women older than 40, finding that women over 40 were more likely to report high levels of stress than women under 40, and than men over 40.
LINKS:
Women in the workplace: an EAP's perspective (11 pages, PDF) linked from < http://www.warrenshepell.com/research/latest.asp>
----------
RETIREMENT WAVE COMING IN CANADIAN STEEL INDUSTRY : The Canadian Steel Trade and Employment Congress (CSTEC) announced a comprehensive study of human resource issues in the broader Canadian steel industry on September 7th . One of the key findings of the study is that 55 % of the workforce is over 45 years of age, leading to a recommendation that the steel industry work with governments to develop and implement a Workforce Development Plan to address the training and recruitment issues that will result from the "wave of retirements which will soon engulf the industry."
LINKS:
Press release at the USWA website at < http://www.uswa.ca/program/content/2677.php>
Backgrounder at the USWA website at < http://www.uswa.ca/program/content/2678.php>
----------
A BUSINESS CASE FOR APPRENTICESHIP: The Ontario Chamber of Commerce released a report on September 13th outlining the growing shortage of skilled-trades workers in the province. Taking Action On Skilled Trades: Establishing the Business Case for Investing in Apprenticeship, notes that Ontario will lose about 100,000 skilled-trades workers in the manufacturing sector over the next 15 years, 52 % of the current skilled-trades in that sector, and that the investment in training new apprentices is insufficient. Using the manufacturing sector as an example, the report estimates that for every dollar invested in apprenticeship training, there is a return of $4.30.
LINKS:
Taking Action On Skilled Trades: Establishing the Business Case for Investing in Apprenticeship (56 pages, PDF) at the Ontario Chamber of Commerce website at < http://www.occ.on.ca/2publications/reports/docs/SkilledTradesReport_092005.pdf >
----------
FAILURE OF WELFARE REFORMS IN ONTARIO: Economists Don Drummond and Gillian Manning of the TD Bank Financial Group have published a report titled From Welfare to Work in Ontario: Still the Road Less Travelled. The report, a contribution to the Task Force on Modernizing Income Security for Working Age Adults, looks at the economic disincentives when individuals attempt to move from welfare into the workforce. The report is critical of the changes made to the welfare system by the Ontario Conservative government from 1995 to 2000 and evaluates the reforms of the current Liberal government.
LINKS:
Executive Summary of the report (9 pages, HTML) at the TD Bank website at < http://www.td.com/economics/special/welfare05.jsp>
From Welfare to Work in Ontario: Still the Road Less Travelled (54 pages, PDF) at < http://www.td.com/economics/special/welfare05.pdf>
"Working age adults fall through safety net" in the Globe and Mail (Sept. 9) at < http://www.theglobeandmail.com/servlet/ArticleNews/TPStory/LAC/20050909/WELFARE09/TPNational/?query=working-age+adults >
"New directions for welfare system" (Editorial) in the Toronto Star (Sept. 10) at < http://www.thestar.com/NASApp/cs/ContentServer?pagename=thestar/Layout/Article_Type1&call_pageid=971358637177&c=Article&cid=1126302611870&DPL=IvsNDS%2f7ChAX&tacodalogin=yes >
Task Force on Income Security website at < http://www.torontoalliance.ca/tcsa_initiatives/income_security/ >
----------
MANUFACTURING AND COMPENSATION IN CHINA: A report written in December 2004 and released in September by the U.S. Bureau of Labor Statistics discusses the issues of quality and completeness of employment and compensation data for the manufacturing sector in China. It also assesses probable biases in the data, for example, arguing that the number of employees and their wages are often underreported by employers to avoid taxes and to minimize payments to social insurance and employee housing funds. Finally, the report discusses factors which contribute, and factors which hamper, China's competitiveness in manufacturing.
LINKS:
Manufacturing employment and compensation in China, by Judith Banister under contract to the U.S. Department of Labor (90 pages, PDF) at < http://www.bls.gov/fls/chinareport.pdf>
----------
Book of the Week : Essentials of Negotiation
Authors: Harvard Business School Press and the Society for Human Resource Management
Publisher: Harvard Business School Press
ISBN: 1591395747
This book is part of a series of books titled Business Literacy for HR Professionals. It explains the basics of how to prepare for and conduct negotiations and offers specific strategies for negotiating effectively with job seekers, employees, peers, consultants, vendors, and other groups with whom human resource professionals typically work.
----------
121 St. George St., Toronto Canada < http://www.chass.utoronto.ca/cir>http://www.chass.utoronto.ca/cir
_____________________________
This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.
Stuart Basefsky *
Director, IWS News Bureau *
Institute for Workplace Studies *
Cornell/ILR School *
16 E. 34th Street, 4th Floor *
New York, NY 10016 *
*
Telephone: (607) 255-2703 *
Fax: (607) 255-9641 *
E-mail: smb6@cornell.edu *
****************************************
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
(The following is courtesy of the Centre for Industrial Relations, University of Toronto)
Weekly Work Report for the Week of September 12, 2005
These highlights of the week's HR/IR news are prepared by the Librarians at the Centre for Industrial Relations for our subscribers, alumni, faculty and students, and are intended for their individual use only. Please visit the CIR website for terms of use and information about organizational subscriptions. This message is composed in MS Outlook Express and contains hyperlinks that require an HTML-enabled email program.
The WWR is protected by Canadian copyright law and should not be reproduced or forwarded without permission. For inquiries or comments, please contact the Editor, elizabeth.perry@utoronto.ca.
----------
FORD CANADA AND CAW SET THE PATTERN WITH THEIR TENTATIVE AGREEMENT: The Canadian Auto Workers (CAW) and Ford Canada announced on September 12 that they have reached a tentative agreement, subject to ratification votes by CAW members on September 17 and 18. The 3-year agreement, described by CAW President Buzz Hargrove as ""not the richest settlement we've ever negotiated as a union", is most notable for its job security provisions. It includes a commitment from Ford to continue to operate the St. Thomas assembly plant and the Essex engine plant in Windsor for the 3-year duration of the agreement, as well as to invest $200 million to update the design and engineering of the cars produced in St. Thomas. However, according to the CAW press release, the closure of a castings plant in Windsor and restructuring at other facilities will result in a loss of 1,100 hourly-paid positions in Canada over the next 3 years. Restructuring benefits to workers will increase from the current $60,000 to $70,000, to encourage senior people to retire.
The agreement also includes changes in benefits provisions: fixed rates for payment for prescription drug dispensing fees, semi-private hospital coverage, and long-term care coverage, and the prescription drug policy will allow for generic drugs.
The CAW has not announced whether GM or Daimler Chrysler will be their next bargaining partner, but the terms of the Ford agreement will set the standard in the traditional pattern bargaining of the Big 3.
LINKS:
CAW press release at < http://www.caw.ca/news/newsnow/news.asp?artID=905>
Archive of documents for Big 3 Auto talks at the CAW website at < http://www.caw.ca/whatwedo/bargaining/big3automakers/auto05/index.asp >
Ford, CAW agree on added investment, job cuts at Bloomberg.com at < http://www.bloomberg.com/apps/news?pid=10000082&sid=a.ExLnbS4X3E&refer=canada >
"Contract talks: CAW picks Ford for first negotiations" in the Detroit Free Press (Sept. 9) at < http://www.freep.com/money/autonews/caw9e_20050909.htm>
----------
HYDRO ONE DISPUTE GOES TO ARBITRATION FOR SETTLEMENT: The dispute between Hydro One and the Society of Energy Professionals has reached its final stage with the parties' acceptance of mediator William Kaplan's Sept. 12 recommendation to send all outstanding bargaining items to arbitration. The Globe and Mail reports that Kevin Whitaker, Chair of the Ontario Labour Relations Board, has been appointed as arbitrator. The 14-week dispute at Hydro One has centred on two main issues: a management proposal to increase the base workweek to 39 hours (from 35 or 37.5 hours) without increased compensation, and establishment of a two-tier wage and benefit schedule in which employees hired on or after April 1, 2005 would receive 10% lower wages and lower pension and benefit provisions. These same new employees would also be excluded from a provision prohibiting involuntary layoffs during the 3-year term of the agreement.
Employees represented by the Society are scientists, accountants, IT specialists, engineers, and electricity system planners and supervisors. Hydro One has taken the position that they are already highly paid; the Society has countered with a Fact Sheet on Members' Salaries, which argues that the 328 Society members who earned more than $100,000 in 2004 were largely pushed past that threshold by overtime payments "that reflect the severe understaffing of Hydro One operations." The Society argues that their members have received lower salary schedule increases than Hydro One workers represented by the Power Workers Union, and further, calculates that the average annual compound pay increase for Hydro One Senior Executives since 1999 has been 32.5%, compared to 2.6% for Society members.
LINKS:
"Hydro One agrees to arbitration" in the Globe and Mail (Sept. 13) at < http://www.theglobeandmail.com/servlet/story/RTGAM.20050913.whydro0913/BNStory/National/>http://www.theglobeandmail.com/servlet/story/RTGAM.20050913.whydro0913/BNStory/National/
Hydro One Strike website, hosted by the Society of Energy Professionals at < http://www.fairnessforh1professionals.ca/ > http://www.fairnessforh1professionals.ca/ , including Fact Sheet on Members Salaries at < http://www.fairnessforh1professionals.ca/facts/salaries.html > http://www.fairnessforh1professionals.ca/facts/salaries.html
----------
PUBLIC CONSULTATIONS UNDERWAY IN FEDERAL LABOUR STANDARDS REVIEW: The Federal Labour Standards Review Commission, led by Professor Harry W. Arthurs, is on the road across Canada to hear public input. The public hearings began in Whitehorse on September 8, with sessions in Ottawa on Sept. 14 and 15, in Toronto on Sept. 20 and 21, and continuing across the country until October 27 in St. John's Newfoundland.
The Review is charged with examining the changing nature of work, new forms of employment relationships, measures to improve work-life balance, demographic changes in the workplace, and the need for effective enforcement of Part III of the Canada Labour Code. The topics and researchers in its commissioned research program were announced at the end of August, and reports will be published on the Review website. Formal submissions received to date have been posted on the website, including those from the Canadian Chamber of Commerce and the Canadian Labour Congress.
LINKS:
Federal Labour Standards Review Commission website at < http://www.fls-ntf.gc.ca/en/index.asp > http://www.fls-ntf.gc.ca/en/index.asp
Formal brief from the Canadian Chamber of Commerce (24 pages, HTML) at < http://www.fls-ntf.gc.ca/en/sub_fb_09.asp > http://www.fls-ntf.gc.ca/en/sub_fb_09.asp
Formal brief from the Canadian Labour Congress (52 pages, PDF) at < http://www.fls-ntf.gc.ca/doc/sub_fb_03.pdf > http://www.fls-ntf.gc.ca/doc/sub_fb_03.pdf
----------
COMPENSATION FORECASTS FOR 2006: Mercer Human Resource Consulting has released its 2006 Canadian Compensation Planning Survey. According to the survey employers are anticipating an average salary increase of 3.4% for 2006. The survey also reveals that nearly half of the employers are increasing pay differentiation based on performance.
Regional differences in average increases are small. No sector is forecast to have increases less than 3.0%; the highest increase of 4.6 % is in the oil and gas sector. The results are based on data from 384 organizations representing approximately 1.6 million unionized and non-unionized employees in Canada.
A second survey, Morneau Sobeco's 2006 Compensation Trends and Projections Survey, was released on September 7. It predicts average salaries to increase by 3.2% overall, with unionized hourly employees forecast to have 2.7% salary increases and executives forecast to receive 3.3%. As with Mercer, the oil and gas sector led the way with an forecast 4.6% average increase in salary budgets. Morneau Sobeco also found that the top three benefit issues for 2006 are health care costs (indicated by 58 % of employers), disability management (35 %), and benefits plan design (30 %). The Morneau Sobeco survey is based on data from over 300 participating organizations with more than 800,000 employees.
LINKS:
Summary of the Compensation Planning Survey at the Mercer website at < http://www.mercerhr.ca/pressrelease/details.jhtml/dynamic/idContent/1192270 >
Summary of 2006 Compensation Trends and Projections Survey at the Morneau Sobeco website at < http://www.morneausobeco.com/_private/getpdffile.asp?docId=753>
----------
MEN AND WOMEN USE EMPLOYEE ASSISTANCE PROGRAMS DIFFERENTLY: A new report by Warren Shepell Research Group analyses the employee assistance providers' own proprietary data to examine trends in EAP use by men and women in the years 2002 to 2004. Among the findings: women accounted for 63.45% of all EAP contacts; 19.89% of women and 25.28% of men accessed employee counseling for marital/relationship problems; there was no significant gender difference in access concerning work-related issues such as work performance, work stress, and career issues. The report also differentiates patterns for women below age 40 and women older than 40, finding that women over 40 were more likely to report high levels of stress than women under 40, and than men over 40.
LINKS:
Women in the workplace: an EAP's perspective (11 pages, PDF) linked from < http://www.warrenshepell.com/research/latest.asp>
----------
RETIREMENT WAVE COMING IN CANADIAN STEEL INDUSTRY : The Canadian Steel Trade and Employment Congress (CSTEC) announced a comprehensive study of human resource issues in the broader Canadian steel industry on September 7th . One of the key findings of the study is that 55 % of the workforce is over 45 years of age, leading to a recommendation that the steel industry work with governments to develop and implement a Workforce Development Plan to address the training and recruitment issues that will result from the "wave of retirements which will soon engulf the industry."
LINKS:
Press release at the USWA website at < http://www.uswa.ca/program/content/2677.php>
Backgrounder at the USWA website at < http://www.uswa.ca/program/content/2678.php>
----------
A BUSINESS CASE FOR APPRENTICESHIP: The Ontario Chamber of Commerce released a report on September 13th outlining the growing shortage of skilled-trades workers in the province. Taking Action On Skilled Trades: Establishing the Business Case for Investing in Apprenticeship, notes that Ontario will lose about 100,000 skilled-trades workers in the manufacturing sector over the next 15 years, 52 % of the current skilled-trades in that sector, and that the investment in training new apprentices is insufficient. Using the manufacturing sector as an example, the report estimates that for every dollar invested in apprenticeship training, there is a return of $4.30.
LINKS:
Taking Action On Skilled Trades: Establishing the Business Case for Investing in Apprenticeship (56 pages, PDF) at the Ontario Chamber of Commerce website at < http://www.occ.on.ca/2publications/reports/docs/SkilledTradesReport_092005.pdf >
----------
FAILURE OF WELFARE REFORMS IN ONTARIO: Economists Don Drummond and Gillian Manning of the TD Bank Financial Group have published a report titled From Welfare to Work in Ontario: Still the Road Less Travelled. The report, a contribution to the Task Force on Modernizing Income Security for Working Age Adults, looks at the economic disincentives when individuals attempt to move from welfare into the workforce. The report is critical of the changes made to the welfare system by the Ontario Conservative government from 1995 to 2000 and evaluates the reforms of the current Liberal government.
LINKS:
Executive Summary of the report (9 pages, HTML) at the TD Bank website at < http://www.td.com/economics/special/welfare05.jsp>
From Welfare to Work in Ontario: Still the Road Less Travelled (54 pages, PDF) at < http://www.td.com/economics/special/welfare05.pdf>
"Working age adults fall through safety net" in the Globe and Mail (Sept. 9) at < http://www.theglobeandmail.com/servlet/ArticleNews/TPStory/LAC/20050909/WELFARE09/TPNational/?query=working-age+adults >
"New directions for welfare system" (Editorial) in the Toronto Star (Sept. 10) at < http://www.thestar.com/NASApp/cs/ContentServer?pagename=thestar/Layout/Article_Type1&call_pageid=971358637177&c=Article&cid=1126302611870&DPL=IvsNDS%2f7ChAX&tacodalogin=yes >
Task Force on Income Security website at < http://www.torontoalliance.ca/tcsa_initiatives/income_security/ >
----------
MANUFACTURING AND COMPENSATION IN CHINA: A report written in December 2004 and released in September by the U.S. Bureau of Labor Statistics discusses the issues of quality and completeness of employment and compensation data for the manufacturing sector in China. It also assesses probable biases in the data, for example, arguing that the number of employees and their wages are often underreported by employers to avoid taxes and to minimize payments to social insurance and employee housing funds. Finally, the report discusses factors which contribute, and factors which hamper, China's competitiveness in manufacturing.
LINKS:
Manufacturing employment and compensation in China, by Judith Banister under contract to the U.S. Department of Labor (90 pages, PDF) at < http://www.bls.gov/fls/chinareport.pdf>
----------
Book of the Week : Essentials of Negotiation
Authors: Harvard Business School Press and the Society for Human Resource Management
Publisher: Harvard Business School Press
ISBN: 1591395747
This book is part of a series of books titled Business Literacy for HR Professionals. It explains the basics of how to prepare for and conduct negotiations and offers specific strategies for negotiating effectively with job seekers, employees, peers, consultants, vendors, and other groups with whom human resource professionals typically work.
----------
121 St. George St., Toronto Canada < http://www.chass.utoronto.ca/cir>http://www.chass.utoronto.ca/cir
_____________________________
This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.
Stuart Basefsky
Director, IWS News Bureau
Institute for Workplace Studies
Cornell/ILR School
16 E. 34th Street, 4th Floor
New York, NY 10016
Telephone: (607) 255-2703
Fax: (607) 255-9641
E-mail: smb6@cornell.edu
****************************************
# posted by SBasefsky : 2:04 PM
