Friday, April 28, 2006
[IWS] HSBC: The FUTURE of RETIREMENT 2005 Survey [27 April 2006]
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
________________________________________________________________________
HSBC
[An International Survey]
The Future of Retirement 2005 Survey [27 April 2006]
http://www.hsbc.com/public/groupsite/retirement_future/en/_overview_future_of_retirement_2005.jhtml
and
Summary
http://www.hsbc.com/hsbc/retirement_future/2005-research-summary
and
Download options
http://www.hsbc.com/hsbc/retirement_future/2005-research-summary/download-the-report
and
FULL REPORT (in English)
http://a248.e.akamai.net/7/248/3622/5d4393a0c726bf/www.img.ghq.hsbc.com/public/groupsite/assets/retirement_future/hsbc_future_of_retirement.pdf
[full-text, 16 pages]
[excerpt]
The report answers some important questions:
Will traditional retirement patterns persist, or will they be replaced by new models?
How do different cultures perceive older people, and how positive are they about ageing and retirement?
What roles do people expect governments, employers and individuals to play in planning and funding retirement?
How is the role of the family changing, and will older people be able to rely on family support?
The answers to these questions are provocative and potent. They provide new insights that should inform the decisions that governments, financial services providers and individuals take, and the social structures that develop.
_____________________________
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
________________________________________________________________________
HSBC
[An International Survey]
The Future of Retirement 2005 Survey [27 April 2006]
http://www.hsbc.com/public/groupsite/retirement_future/en/_overview_future_of_retirement_2005.jhtml
and
Summary
http://www.hsbc.com/hsbc/retirement_future/2005-research-summary
and
Download options
http://www.hsbc.com/hsbc/retirement_future/2005-research-summary/download-the-report
and
FULL REPORT (in English)
http://a248.e.akamai.net/7/248/3622/5d4393a0c726bf/www.img.ghq.hsbc.com/public/groupsite/assets/retirement_future/hsbc_future_of_retirement.pdf
[full-text, 16 pages]
[excerpt]
The report answers some important questions:
Will traditional retirement patterns persist, or will they be replaced by new models?
How do different cultures perceive older people, and how positive are they about ageing and retirement?
What roles do people expect governments, employers and individuals to play in planning and funding retirement?
How is the role of the family changing, and will older people be able to rely on family support?
The answers to these questions are provocative and potent. They provide new insights that should inform the decisions that governments, financial services providers and individuals take, and the social structures that develop.
_____________________________
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 : 5:24 AM
Wednesday, April 26, 2006
[IWS] USITC: Effect of Preferential Treatment to APPAREL From Sub-Saharan African, Caribbean Basin, and Andean Countries [March 2006]
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
________________________________________________________________________
USITC
Commercial Availability of Apparel Inputs (2005):
Effect of Providing Preferential Treatment to Apparel From Sub-Saharan African, Caribbean Basin, and Andean Countries
Compilation of Reports Requested in 2005
Investigation No. 332-465 [March 2006]
http://prototype.usitc.gov/ind_econ_ana/research_ana/pres_cong/documents/pub3848FullVersion332-465.pdf
[full-text, 69 pages]
Summary of Findings
The Commission's analysis concerns granting duty-free treatment to U.S. imports of knitted apparel made
in eligible Caribbean Basin, Andean, and Sub-Saharan African countries from certain anti-microbial
elastomeric filament yarn, regardless of the source of the yarn. Four U.S. producers said they either make,
or can make, anti-microbial elastomeric yarns. To the extent that the U.S. yarns are like or substitutable for
the subject yarn, the proposed preferential treatment could have an adverse effect on U.S. yarn producers
and their workers. However, adequate information is not available on the extent to which the U.S. yarns
are like or substitutable for the subject yarn or whether any of the four U.S. producers can meet the
requirements of the petitioner or apparel producers in terms of product specifications, quality, quantity, or
price. The proposed preferential treatment could also have a slight adverse effect on U.S. producers of
apparel likely to contain the subject yarn (e.g., hosiery) and their workers. The proposed action would likely
benefit U.S. firms making such apparel in eligible countries, and their U.S.-based workers, as well as U.S.
consumers.
Contents
Page
Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
Knitted apparel of anti-microbial elastomeric filament yarn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 001-1
Cotton sweaters containing certain open-end spun yarns . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 002-1
Shirts and blouses of certain flannel fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 003-1
Apparel of coat weight fabrics of camel hair, cashmere, and wool blends . . . . . . . . . . . . . . . . . 004-1
Shirts and blouses of cotton, carbon-emerized fabric . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 005-1
Shirts and blouses of 2x2 twill cotton flannel fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 006-1
Apparel of woven bamboo/cotton fabric . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 007-1
Certain apparel of compacted, plied, ring-spun cotton yarns . . . . . . . . . . . . . . . . . . . . . . . . . . . . 008-1
Shirts, blouses, and sleepwear of cotton seersucker fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . 009-1
Certain knitted apparel of nylon flat filament yarn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 010-1
Apparel of certain yarn-dyed twill-woven flannel fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 011-1
APPENDICES
A. Request letter from the United States Trade Representative . . . . . . . . . . . . . . . . . . . . . . . . A-2
B. Federal Register Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-2
C. Petitions for which the Commission provided advice under the "commercial availability"
provisions of the AGOA, CBTPA, and ATPDEA, 2001-2004 . . . . . . . . . . . . . . . . . . . . . . . . . C-2
_____________________________
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
________________________________________________________________________
USITC
Commercial Availability of Apparel Inputs (2005):
Effect of Providing Preferential Treatment to Apparel From Sub-Saharan African, Caribbean Basin, and Andean Countries
Compilation of Reports Requested in 2005
Investigation No. 332-465 [March 2006]
http://prototype.usitc.gov/ind_econ_ana/research_ana/pres_cong/documents/pub3848FullVersion332-465.pdf
[full-text, 69 pages]
Summary of Findings
The Commission's analysis concerns granting duty-free treatment to U.S. imports of knitted apparel made
in eligible Caribbean Basin, Andean, and Sub-Saharan African countries from certain anti-microbial
elastomeric filament yarn, regardless of the source of the yarn. Four U.S. producers said they either make,
or can make, anti-microbial elastomeric yarns. To the extent that the U.S. yarns are like or substitutable for
the subject yarn, the proposed preferential treatment could have an adverse effect on U.S. yarn producers
and their workers. However, adequate information is not available on the extent to which the U.S. yarns
are like or substitutable for the subject yarn or whether any of the four U.S. producers can meet the
requirements of the petitioner or apparel producers in terms of product specifications, quality, quantity, or
price. The proposed preferential treatment could also have a slight adverse effect on U.S. producers of
apparel likely to contain the subject yarn (e.g., hosiery) and their workers. The proposed action would likely
benefit U.S. firms making such apparel in eligible countries, and their U.S.-based workers, as well as U.S.
consumers.
Contents
Page
Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
Knitted apparel of anti-microbial elastomeric filament yarn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 001-1
Cotton sweaters containing certain open-end spun yarns . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 002-1
Shirts and blouses of certain flannel fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 003-1
Apparel of coat weight fabrics of camel hair, cashmere, and wool blends . . . . . . . . . . . . . . . . . 004-1
Shirts and blouses of cotton, carbon-emerized fabric . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 005-1
Shirts and blouses of 2x2 twill cotton flannel fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 006-1
Apparel of woven bamboo/cotton fabric . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 007-1
Certain apparel of compacted, plied, ring-spun cotton yarns . . . . . . . . . . . . . . . . . . . . . . . . . . . . 008-1
Shirts, blouses, and sleepwear of cotton seersucker fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . 009-1
Certain knitted apparel of nylon flat filament yarn . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 010-1
Apparel of certain yarn-dyed twill-woven flannel fabrics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 011-1
APPENDICES
A. Request letter from the United States Trade Representative . . . . . . . . . . . . . . . . . . . . . . . . A-2
B. Federal Register Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-2
C. Petitions for which the Commission provided advice under the "commercial availability"
provisions of the AGOA, CBTPA, and ATPDEA, 2001-2004 . . . . . . . . . . . . . . . . . . . . . . . . . C-2
_____________________________
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 : 12:39 PM
[IWS] USITC: Growth in SERVICES OUTSOURCING to INDIA: Propellant or Drain on the U.S. Economy? [January 2006]
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
________________________________________________________________________
No. 2005-12-A
Office of Economics Working Paper
U.S. International Trade Commission
William Greene*
January 2006
Growth in Services Outsourcing to India: Propellant or Drain on the U.S. Economy?
http://hotdocs.usitc.gov/docs/pubs/research_working_papers/EC200601A.pdf
[full-text, 64 pages]
[excerpt]
Conclusion
Outsourcing of business process services is here to stay, but the degree to which it will either
positively or negatively affect the U.S. economy is yet to be determined. U.S. corporations continue to
outsource many of their routine labor-intensive business process services tasks to developing countries
that offer significant cost savings and quality advantages. Labor arbitrage continues to be the driving
force behind offshoring as it has allowed companies to dramatically lower their labor costs. In theory,
these savings can be passed on in the form of lower prices to consumers and higher dividends to
shareholders. Offshore outsourcing also allows American companies to focus on their core competencies
while improving quality and productivity.
India is only one of a number of low-cost countries that U.S. companies are using to lower their
costs and gain greater efficiencies. At present, India dominates global business process outsourcing
because of its competitive advantage in the areas of linguistic skills, institutional comparability,
competitively priced telecommunications services, and its ability to offer quality services at 40 percent to
60 percent of the manpower cost in the United States. However, India continues to be weak in
infrastructure and its business process outsourcing sector continues to suffer from attrition and
absenteeism problems, rising costs, and security concerns (IP piracy). Consequently, there are a number
of countries such as China, the Philippines, and Malaysia that are waiting to challenge India's
supremacy.
Anxiety in the U.S. jobs market stemming from outsourcing and potential job loss continues to
be an important issue among white-collar IT and services sector workers and in Congress. There is clear
evidence that IT and services sector jobs have been sent offshore, but most of these jobs have been
concentrated in lower skilled occupations. Nevertheless, there is no hard evidence to support the notion
that globalization or offshoring will transform the United States into a third world nation or that it will
exert downward pressure on U.S. wages or broaden the income distribution gap. Much of this debate has
been made with "incomplete data, anecdotal, politically motivated, or data that has been otherwise
tweaked." Even the most generous estimates of jobs lost to outsourcing account for less than two 185
percent of total U.S. non-farm employment. Nevertheless, Forrester Research and other consulting firms
contend that trade in services could generate net benefits to the U.S. economy including lower prices to
consumers, higher dividends to shareholders, growing exports, greater job security and higher wages for
the remaining workers, and greater overall economic efficiencies.
AND MORE....
_____________________________
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
________________________________________________________________________
No. 2005-12-A
Office of Economics Working Paper
U.S. International Trade Commission
William Greene*
January 2006
Growth in Services Outsourcing to India: Propellant or Drain on the U.S. Economy?
http://hotdocs.usitc.gov/docs/pubs/research_working_papers/EC200601A.pdf
[full-text, 64 pages]
[excerpt]
Conclusion
Outsourcing of business process services is here to stay, but the degree to which it will either
positively or negatively affect the U.S. economy is yet to be determined. U.S. corporations continue to
outsource many of their routine labor-intensive business process services tasks to developing countries
that offer significant cost savings and quality advantages. Labor arbitrage continues to be the driving
force behind offshoring as it has allowed companies to dramatically lower their labor costs. In theory,
these savings can be passed on in the form of lower prices to consumers and higher dividends to
shareholders. Offshore outsourcing also allows American companies to focus on their core competencies
while improving quality and productivity.
India is only one of a number of low-cost countries that U.S. companies are using to lower their
costs and gain greater efficiencies. At present, India dominates global business process outsourcing
because of its competitive advantage in the areas of linguistic skills, institutional comparability,
competitively priced telecommunications services, and its ability to offer quality services at 40 percent to
60 percent of the manpower cost in the United States. However, India continues to be weak in
infrastructure and its business process outsourcing sector continues to suffer from attrition and
absenteeism problems, rising costs, and security concerns (IP piracy). Consequently, there are a number
of countries such as China, the Philippines, and Malaysia that are waiting to challenge India's
supremacy.
Anxiety in the U.S. jobs market stemming from outsourcing and potential job loss continues to
be an important issue among white-collar IT and services sector workers and in Congress. There is clear
evidence that IT and services sector jobs have been sent offshore, but most of these jobs have been
concentrated in lower skilled occupations. Nevertheless, there is no hard evidence to support the notion
that globalization or offshoring will transform the United States into a third world nation or that it will
exert downward pressure on U.S. wages or broaden the income distribution gap. Much of this debate has
been made with "incomplete data, anecdotal, politically motivated, or data that has been otherwise
tweaked." Even the most generous estimates of jobs lost to outsourcing account for less than two 185
percent of total U.S. non-farm employment. Nevertheless, Forrester Research and other consulting firms
contend that trade in services could generate net benefits to the U.S. economy including lower prices to
consumers, higher dividends to shareholders, growing exports, greater job security and higher wages for
the remaining workers, and greater overall economic efficiencies.
AND MORE....
_____________________________
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 : 12:20 PM
[IWS] Doing Business in CHINA: A Country Commercial Guide for U.S. Companies [27 January 2006]
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
________________________________________________________________________
U.S. Commercial Service, Department of Commerce
Doing Business In China: A Country Commercial Guide for U.S. Companies [27 January 2006]
http://www.buyusainfo.net/docs/x_3265405.pdf
[full-text, 227 pages]
Chapter 1: Doing Business In China
Chapter 2: Political and Economic Environment
Chapter 3: Selling U.S. Products and Services
Chapter 4: Leading Sectors for U.S. Export and Investment
Chapter 5: Trade Regulations and Standards
Chapter 6: Investment Climate
Chapter 7: Trade and Project Financing
Chapter 8: Business Travel
Chapter 9: Contacts, Market Research and Trade Events
Chapter 10: Guide to Our Services
_____________________________
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
________________________________________________________________________
U.S. Commercial Service, Department of Commerce
Doing Business In China: A Country Commercial Guide for U.S. Companies [27 January 2006]
http://www.buyusainfo.net/docs/x_3265405.pdf
[full-text, 227 pages]
Chapter 1: Doing Business In China
Chapter 2: Political and Economic Environment
Chapter 3: Selling U.S. Products and Services
Chapter 4: Leading Sectors for U.S. Export and Investment
Chapter 5: Trade Regulations and Standards
Chapter 6: Investment Climate
Chapter 7: Trade and Project Financing
Chapter 8: Business Travel
Chapter 9: Contacts, Market Research and Trade Events
Chapter 10: Guide to Our Services
_____________________________
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 : 11:41 AM
[IWS] EMCC: COMPANY RESTRUCTURING CASE STUDIES (3) [20 April 2006]
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
________________________________________________________________________
European Monitoring Centre on Change (EMCC)
Danish Steel Works: (20 April 2006)
http://www.emcc.eurofound.eu.int/content/source/dk06001s.html
Provides the Case Study of the closure of the Steel Works, and presents the restructured enterprise, DanSteel, that subsequently emerged.
Abstract:
Iron and steel production belong to the traditional industries in Denmark, although this industry has not been a dominant player in the European market. Nonetheless, changes in the sector at European level over the last 20 years have negatively impacted on the industry in Denmark and contributed to the poor economic situation of the Danish Steel Works at the beginning of this decade. In June 2002, it became evident that the company would have to cease operations. This case study documents the context and details of the closure of the Steel Works, including actions taken at local and national level, and presents the restructured enterprise, DanSteel, that subsequently emerged.
Swedish Postal Services: (20 April 2006)
http://www.emcc.eurofound.eu.int/content/source/se06002s.html
Provides the Case Study of the downsizing strategy of the Swedish Postal Services, Posten AB, which is an example of a long-term and ongoing restructuring process.
Abstract:
Few industries have experienced such fundamental changes as the postal services since the 1990s. This case study examines the downsizing strategy of the Swedish Postal Services, Posten AB, which is an example of a long-term and ongoing restructuring process. It focuses on the development of the Futurum Programme in 2000, a separate outplacement service of Posten, which aims to facilitate a faster and smoother restructuring process. There are clear benefits to each participating employee and hence the negative effects associated with long dismissal notices are minimised.
Ericsson Microwave Systems: (20 April 2006)
http://www.emcc.eurofound.eu.int/content/source/se06001s.html
Provides the Case Study of facing the challenge of reducing its employee numbers by 25%, which meant cutting 500 of the 2,000 jobs that existed in 2003.
Abstract:
In 2003, Ericsson Microwave Systems faced the situation of a predicted sharp decline in activity in the period ahead. The company's business model was based on the development and manufacture of sensors, services and information network solutions for the Swedish National Defence, alongside its selling of proven products and services to the export market. The first activity was strongly linked to national defence expenditure, which was expected to decline steeply in 2004-2005. The Ericsson Microwave Systems' division had the challenge of reducing its employee numbers by 25%, which meant cutting 500 of the 2,000 jobs that existed in 2003. This case study analyses how, in 2003-2004, Ericsson Microwave Systems created and implemented a 'competence shift process', which aimed to reduce the total headcount of the division by almost 25%, without using traditional large-scale lay-off methods.
_____________________________
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
________________________________________________________________________
European Monitoring Centre on Change (EMCC)
Danish Steel Works: (20 April 2006)
http://www.emcc.eurofound.eu.int/content/source/dk06001s.html
Provides the Case Study of the closure of the Steel Works, and presents the restructured enterprise, DanSteel, that subsequently emerged.
Abstract:
Iron and steel production belong to the traditional industries in Denmark, although this industry has not been a dominant player in the European market. Nonetheless, changes in the sector at European level over the last 20 years have negatively impacted on the industry in Denmark and contributed to the poor economic situation of the Danish Steel Works at the beginning of this decade. In June 2002, it became evident that the company would have to cease operations. This case study documents the context and details of the closure of the Steel Works, including actions taken at local and national level, and presents the restructured enterprise, DanSteel, that subsequently emerged.
Swedish Postal Services: (20 April 2006)
http://www.emcc.eurofound.eu.int/content/source/se06002s.html
Provides the Case Study of the downsizing strategy of the Swedish Postal Services, Posten AB, which is an example of a long-term and ongoing restructuring process.
Abstract:
Few industries have experienced such fundamental changes as the postal services since the 1990s. This case study examines the downsizing strategy of the Swedish Postal Services, Posten AB, which is an example of a long-term and ongoing restructuring process. It focuses on the development of the Futurum Programme in 2000, a separate outplacement service of Posten, which aims to facilitate a faster and smoother restructuring process. There are clear benefits to each participating employee and hence the negative effects associated with long dismissal notices are minimised.
Ericsson Microwave Systems: (20 April 2006)
http://www.emcc.eurofound.eu.int/content/source/se06001s.html
Provides the Case Study of facing the challenge of reducing its employee numbers by 25%, which meant cutting 500 of the 2,000 jobs that existed in 2003.
Abstract:
In 2003, Ericsson Microwave Systems faced the situation of a predicted sharp decline in activity in the period ahead. The company's business model was based on the development and manufacture of sensors, services and information network solutions for the Swedish National Defence, alongside its selling of proven products and services to the export market. The first activity was strongly linked to national defence expenditure, which was expected to decline steeply in 2004-2005. The Ericsson Microwave Systems' division had the challenge of reducing its employee numbers by 25%, which meant cutting 500 of the 2,000 jobs that existed in 2003. This case study analyses how, in 2003-2004, Ericsson Microwave Systems created and implemented a 'competence shift process', which aimed to reduce the total headcount of the division by almost 25%, without using traditional large-scale lay-off methods.
_____________________________
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 : 5:53 AM
Tuesday, April 25, 2006
[IWS] CANADA: Weekly Work Report 24 April 2006
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 April 24, 2006
----------
APRIL 28: DAY OF MOURNING FOR THOSE INJURED OR KILLED IN THE WORKPLACE: Begun by the Canadian Labour Congress in 1983, April 28 was officially established by the federal Day of Mourning Act in 1991. The Act specifies: Throughout Canada, in each and every year, the 28th day of April shall be known under the name of "Day of Mourning for Persons Killed or Injured in the Workplace". April 28 is now marked in more than 80 countries; in the U.S. it is known as Workers Memorial Day.
CBC News has prepared an in-depth report called Dying for a Job, with extensive links to Canadian occupational health websites. Using unpublished data from provincial workplace safety insurance boards, a CBC investigative report into the high rates of workplace violence for health care and social assistance workers claims that such workers make more claims for injuries related to workplace violence than do police officers. Among the highest rates: Nova Scotia, where health care and social assistance workers reported 3.59 violent incidents per 1,000 workers between 1994 and 2004; in Ontario, 5,333 violent incidents were reported by heath care and social assistance workers between the years 1997 and 2004, representing 1.21 incidents per 1,000 workers, causing 24.5 lost days per 1,000 workers due to violence.
LINKS:
Fact sheet: Why we need a day of mourning (2 pages, PDF) at the Ontario Federation of Labour website at < http://ofl.ca/uploads/library/health_safety/DAYMOURNING.PDF>
CBC In-Depth website Dying for a Job at < http://www.cbc.ca/news/background/workplace-safety/> , including
Health, social services workers top targets of violence at < http://www.cbc.ca/story/canada/national/2006/04/24/workplace-violence060424.html >
NUPGE press release includes day of mourning ceremonies across Canada at < http://www.nupge.ca/news_2006/n25ap06b.htm>
Links to worldwide websites re April 28 at < http://www.hazards.org/wmd/wmdlinks.htm>
----------
PSYCHOLOGICAL HARASSMENT DECISIONS IN QUEBEC: In June of 2004 the Quebec government passed legislation to ensure that employees have a right to a workplace free of psychological harassment. If a complaint brought before the Commission des norms du travail is not resolved, it goes to the Commission des relations du travail for a final decision. To date two decisions have been handed down by the Commission des relations du travail. They suggest that while insults and disrespectful language constitute psychological harassment, legitimate demands of the employer and personality conflicts do not.
LINKS:
First Decisions of the Commission des relations du travail on Psychological Harassment (3 pages, HTML) at the Ogilvy Renault website at < http://www.ogilvyrenault.com/en/ResourceCenter/ResourceCenterDetails.aspx?id=1090&pId=29 >
Ganley c. 9123-8014 Québec inc. (Subway Sandwiches & Salades) c. 9155-9047 Québec inc., 2006 QCCRT 0020, 122-123.6Lnt (4 pages, PDF) (French only) at < http://www.crt.gouv.qc.ca/decisions/2006/2006QCCRT0020.pdf>
Bourque c. Centre de santé des Etchemins, 2006 QCCRT 0104, 123.6Lnt (7 pages, PDF) (French only) at < http://www.crt.gouv.qc.ca/decisions/2006/2006QCCRT0104.pdf>
New prohibitions against psychological harassment in Quebec (November 2004) at the Blakes Cassels and Graydon website at < http://www.blakes.com/english/publications/leb/Nov2004/NewProhibitions.asp >
----------
CHANGES TO QUEBECS SMOKING LEGISLATION COMING: On May 31st amendments to Quebecs Tobacco Act will come into force. The amendments will make it easier to prosecute violations of the act by requiring a company to prove that it did not tolerate smoking in non-smoking areas previously prosecutors had to prove that the employer knew that smoking occurred and allowed it. Further, not only the company that allowed the violation, but also individuals in the company, can be held liable. The amendments also require that vehicles carrying two or more persons be smoke free and that designated smoking areas be eliminated by May 31st, 2008. Bill 112, The Act to amend the Tobacco Act and other legislative provisions was assented to on June 17, 2005.
LINKS:
Bill 112, The Act to amend the Tobacco Act (in English) at < http://www2.publicationsduquebec.gouv.qc.ca/dynamicSearch/telecharge.php?type=5&file=2005C29A.PDF >
Bill 112: More than a smokescreen (3 pages, HTML) at the Ogilvy Renault website at < http://www.ogilvyrenault.com/en/ResourceCenter/ResourceCenterDetails.aspx?id=1085&pId=29 >
Ban the butt: global anti-smoking efforts at the CBC In Depth website at < http://www.cbc.ca/news/background/smoking/smokingbans.html>
----------
REFORMING THE ONTARIO HUMAN RIGHTS COMMISSION: On February 20th, 2006, Ontarios Attorney General announced proposals to reform the human rights system of Ontario by providing direct access to the Ontario Human Rights Tribunal and reducing the role of the Ontario Human Rights Commission to focus on proactive measures, such as public education, promotion and public advocacy, as well as research and monitoring to address systemic discrimination in Ontario. The Ontario Public Service Employees Union as well as many other community groups has expressed disagreement with the proposals, and the Chief Commissioner of the OHR Commission is also on record with her reactions. Legislation is expected in the Spring.
LINKS:
Letter from OHR Chief Commissioner Barbara Hall regarding proposed reforms to the OHRC at < http://www.ohrc.on.ca/english/news/e_cc-letter-bryant.shtml> , and her Preliminary Comments on the Proposed Reforms (5 pages, HTML) at < http://www.ohrc.on.ca/english/news/e_ohrc-comments.shtml>
AG moving too fast with reforms at Law Times at < http://www.lawtimesnews.com/index.php?option=com_content&task=view&id=503&Itemid=82 >
OPSEU archive of community groups responses to Ontario Human Rights Commission restructuring at < http://www.opseu.org/campaign/ohrc/communitygroups.htm>
Backgrounder on reforming the Ontario Human Rights system at the Ontario Ministry of the Attorney General at < http://www.attorneygeneral.jus.gov.on.ca/english/news/2006/20060220-hrmod-bg.asp >
----------
MINIMUM WAGE INCREASES: The minimum wage will increase in two provinces in the next months. In Quebec, on May 1st, the general minimum wage will rise from $7.60 per hour to $7.75; for employees receiving tips from $6.85 to $7.00, and for employees in the clothing industry from $8.10 to $8.25. In Newfoundland, on June 1st, the general rate will go from $6.50 per hour to $6.75.
LINKS:
Quebec changes at the website of the Commisssion des normes du travail (in English): < http://www.cnt.gouv.qc.ca/en/normes/salaire.asp#taux>
Newfoundland press release at < http://www.releases.gov.nl.ca/releases/2005/hrle/0106n01.htm>
----------
LIVING WAGE CAMPAIGN IN ALBERTA: A newly-established task force in Alberta will consult with local communities and survey individuals to develop a measure of what constitutes a living wage in Alberta. The ultimate objective of the task force is to build a community-based network to develop a strategy to implement living wage policies for municipalities and public institutions in the province. The task force has been initiated by Public Interest Alberta, a coalition that includes the Alberta College of Social Workers as well as many unions.
The Living Wage movement began in the U.S. in 1994, when the city of Baltimore passed a city ordinance that required firms to pay employees a rate above the minimum wage while working on city contracts. Since 1994, over 120 communities in the U.S. have implemented living wage policies. A recent briefing paper by the Economic Policy Institute in the U.S. summarizes the history of the modern living wage movement, and examines some case studies to determine the economic effects.
LINKS:
Living Wage website at Public Interest Alberta website at < http://www.pialberta.org/program_areas/living_wage>, including Making a Living: Defining a living wage for Alberta (8 pages, PDF) at < http://www.pialberta.org/content_pdf/makingaliving>
The economic impact of local living wages (25 pages, PDF) from the Economic Policy Institute at < http://www.epinet.org/briefingpapers/170/bp170.pdf>
----------
OPSEU CONVENTION HONOURS ENIRONMENTALIST DAVID SUZUKI : More than 1,500 delegates and observers attended the 31st annual Convention of the Ontario Public Service Employees Union (OPSEU/NUPGE) in Toronto on April 20 22. The theme of the convention was Greening OPSEU, and eight resolutions were adopted to promote more environmentally friendly practices in the unions work. Following a debate concerning the pros and cons of affiliation with the New Democratic Party, a resolution to affiliate was narrowly defeated by 29 votes.
LINKS:
OPSEU Convention website at < http://www.opseu.org/convention/convention2006.htm>, including summaries of each days activities at < http://www.opseu.org/insolidarity/insolconvention2006.htm>
----------
TIME LOST PER WORKER RISES TO 9.6 DAYS IN 2005: The most recent edition of Statistics Canadas annual report on Work Absence Rates was released on April 21
and reports an increase in time lost between 1997 and 2005. Time lost for personal reasons increased from the equivalent of 7.4 days per worker in 1997 to 9.6 days in 2005. Public sector employees lost 12.5 days on average for personal reasons in 2005; private sector employees lost 8.9 days. The report offers explanations for the trend, and provides statistics to differentiate rates by age, sex, educational attainment, presence of children, as well as job status and union coverage, industry and occupation.
The report also notes that the presence of pre-school age children exerts a strong influence on work absences for personal or family responsibilities, and the growing prevalence of family-leave entitlements in the workplace, the extension of Employment Insurance parental benefits, and the greater involvement of fathers in child care appear to have eliminated the difference between the sexes in respect to work absences for personal or family responsibilities.
Work Absence Rates data is derived from the Labour Force Survey and measures work absences for full-time workers for personal reasons (illness or disability and personal or family responsibilities).
"On sick leave" , an article in the April 2006 issue of online Perspectives on Labour and Income, uses data from the Survey of Labour and Income Dynamics to analyse work absences related to illness or disability. The study estimates the average duration of long-term absence to be 11 weeks and the direct wage-cost of each long-term absence at roughly $8,800. Belonging to a union, having medical or disability insurance coverage, and having job security significantly increased the likelihood of having a personal or work-related illness leave.
Effective April 24, Statistics Canada has changed its pricing policy and provides most internet publications without cost.
LINKS:
Work Absence Rates 2005 (144 pages, PDF) (Catalogue # 71-211-XIE) at < http://www.statcan.ca/english/freepub/71-211-XIE/0000671-211-XIE.pdf >
Perspectives on Labour and Income (April 2006, Vol. 7, no. 4) (22 pages, PDF) (Catalogue #75-001-XIE) at at < http://www.statcan.ca/english/freepub/75-001-XIE/1040675-001-XIE.pdf > ; the article "On sick leave" is on pages 14 -22.
----------
Book of the Week:
Labour left out: Canada's failure to protect and promote collective bargaining as a human right,
by Roy J. Adams. Ottawa: Canadian Centre for Policy Alternatives, 2006. 152 p. ISBN0-88627-469-9
In Labour Left Out, Roy Adams reports on his research into the failure of Canadian governments to protect and promote the collective bargaining rights of both unionized and non-unionized workers in this country.
He writes that far from honouring their commitments to the UNs International Labour Organization, our governments have repeatedly violated them. Their strike-breaking actions and arbitrarily imposed contract settlements have been condemned by the ILO, which has cited Canada as one of the worlds worst violators of basic labour rights.
About the Author:
Roy J. Adams is Professor Emeritus at the DeGroote School of Business at McMaster University.
----------
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.
----------
121 St. George Street, Toronto Canada M5S 2E8 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 April 24, 2006
----------
APRIL 28: DAY OF MOURNING FOR THOSE INJURED OR KILLED IN THE WORKPLACE: Begun by the Canadian Labour Congress in 1983, April 28 was officially established by the federal Day of Mourning Act in 1991. The Act specifies: Throughout Canada, in each and every year, the 28th day of April shall be known under the name of "Day of Mourning for Persons Killed or Injured in the Workplace". April 28 is now marked in more than 80 countries; in the U.S. it is known as Workers Memorial Day.
CBC News has prepared an in-depth report called Dying for a Job, with extensive links to Canadian occupational health websites. Using unpublished data from provincial workplace safety insurance boards, a CBC investigative report into the high rates of workplace violence for health care and social assistance workers claims that such workers make more claims for injuries related to workplace violence than do police officers. Among the highest rates: Nova Scotia, where health care and social assistance workers reported 3.59 violent incidents per 1,000 workers between 1994 and 2004; in Ontario, 5,333 violent incidents were reported by heath care and social assistance workers between the years 1997 and 2004, representing 1.21 incidents per 1,000 workers, causing 24.5 lost days per 1,000 workers due to violence.
LINKS:
Fact sheet: Why we need a day of mourning (2 pages, PDF) at the Ontario Federation of Labour website at < http://ofl.ca/uploads/library/health_safety/DAYMOURNING.PDF>
CBC In-Depth website Dying for a Job at < http://www.cbc.ca/news/background/workplace-safety/> , including
Health, social services workers top targets of violence at < http://www.cbc.ca/story/canada/national/2006/04/24/workplace-violence060424.html >
NUPGE press release includes day of mourning ceremonies across Canada at < http://www.nupge.ca/news_2006/n25ap06b.htm>
Links to worldwide websites re April 28 at < http://www.hazards.org/wmd/wmdlinks.htm>
----------
PSYCHOLOGICAL HARASSMENT DECISIONS IN QUEBEC: In June of 2004 the Quebec government passed legislation to ensure that employees have a right to a workplace free of psychological harassment. If a complaint brought before the Commission des norms du travail is not resolved, it goes to the Commission des relations du travail for a final decision. To date two decisions have been handed down by the Commission des relations du travail. They suggest that while insults and disrespectful language constitute psychological harassment, legitimate demands of the employer and personality conflicts do not.
LINKS:
First Decisions of the Commission des relations du travail on Psychological Harassment (3 pages, HTML) at the Ogilvy Renault website at < http://www.ogilvyrenault.com/en/ResourceCenter/ResourceCenterDetails.aspx?id=1090&pId=29 >
Ganley c. 9123-8014 Québec inc. (Subway Sandwiches & Salades) c. 9155-9047 Québec inc., 2006 QCCRT 0020, 122-123.6Lnt (4 pages, PDF) (French only) at < http://www.crt.gouv.qc.ca/decisions/2006/2006QCCRT0020.pdf>
Bourque c. Centre de santé des Etchemins, 2006 QCCRT 0104, 123.6Lnt (7 pages, PDF) (French only) at < http://www.crt.gouv.qc.ca/decisions/2006/2006QCCRT0104.pdf>
New prohibitions against psychological harassment in Quebec (November 2004) at the Blakes Cassels and Graydon website at < http://www.blakes.com/english/publications/leb/Nov2004/NewProhibitions.asp >
----------
CHANGES TO QUEBECS SMOKING LEGISLATION COMING: On May 31st amendments to Quebecs Tobacco Act will come into force. The amendments will make it easier to prosecute violations of the act by requiring a company to prove that it did not tolerate smoking in non-smoking areas previously prosecutors had to prove that the employer knew that smoking occurred and allowed it. Further, not only the company that allowed the violation, but also individuals in the company, can be held liable. The amendments also require that vehicles carrying two or more persons be smoke free and that designated smoking areas be eliminated by May 31st, 2008. Bill 112, The Act to amend the Tobacco Act and other legislative provisions was assented to on June 17, 2005.
LINKS:
Bill 112, The Act to amend the Tobacco Act (in English) at < http://www2.publicationsduquebec.gouv.qc.ca/dynamicSearch/telecharge.php?type=5&file=2005C29A.PDF >
Bill 112: More than a smokescreen (3 pages, HTML) at the Ogilvy Renault website at < http://www.ogilvyrenault.com/en/ResourceCenter/ResourceCenterDetails.aspx?id=1085&pId=29 >
Ban the butt: global anti-smoking efforts at the CBC In Depth website at < http://www.cbc.ca/news/background/smoking/smokingbans.html>
----------
REFORMING THE ONTARIO HUMAN RIGHTS COMMISSION: On February 20th, 2006, Ontarios Attorney General announced proposals to reform the human rights system of Ontario by providing direct access to the Ontario Human Rights Tribunal and reducing the role of the Ontario Human Rights Commission to focus on proactive measures, such as public education, promotion and public advocacy, as well as research and monitoring to address systemic discrimination in Ontario. The Ontario Public Service Employees Union as well as many other community groups has expressed disagreement with the proposals, and the Chief Commissioner of the OHR Commission is also on record with her reactions. Legislation is expected in the Spring.
LINKS:
Letter from OHR Chief Commissioner Barbara Hall regarding proposed reforms to the OHRC at < http://www.ohrc.on.ca/english/news/e_cc-letter-bryant.shtml> , and her Preliminary Comments on the Proposed Reforms (5 pages, HTML) at < http://www.ohrc.on.ca/english/news/e_ohrc-comments.shtml>
AG moving too fast with reforms at Law Times at < http://www.lawtimesnews.com/index.php?option=com_content&task=view&id=503&Itemid=82 >
OPSEU archive of community groups responses to Ontario Human Rights Commission restructuring at < http://www.opseu.org/campaign/ohrc/communitygroups.htm>
Backgrounder on reforming the Ontario Human Rights system at the Ontario Ministry of the Attorney General at < http://www.attorneygeneral.jus.gov.on.ca/english/news/2006/20060220-hrmod-bg.asp >
----------
MINIMUM WAGE INCREASES: The minimum wage will increase in two provinces in the next months. In Quebec, on May 1st, the general minimum wage will rise from $7.60 per hour to $7.75; for employees receiving tips from $6.85 to $7.00, and for employees in the clothing industry from $8.10 to $8.25. In Newfoundland, on June 1st, the general rate will go from $6.50 per hour to $6.75.
LINKS:
Quebec changes at the website of the Commisssion des normes du travail (in English): < http://www.cnt.gouv.qc.ca/en/normes/salaire.asp#taux>
Newfoundland press release at < http://www.releases.gov.nl.ca/releases/2005/hrle/0106n01.htm>
----------
LIVING WAGE CAMPAIGN IN ALBERTA: A newly-established task force in Alberta will consult with local communities and survey individuals to develop a measure of what constitutes a living wage in Alberta. The ultimate objective of the task force is to build a community-based network to develop a strategy to implement living wage policies for municipalities and public institutions in the province. The task force has been initiated by Public Interest Alberta, a coalition that includes the Alberta College of Social Workers as well as many unions.
The Living Wage movement began in the U.S. in 1994, when the city of Baltimore passed a city ordinance that required firms to pay employees a rate above the minimum wage while working on city contracts. Since 1994, over 120 communities in the U.S. have implemented living wage policies. A recent briefing paper by the Economic Policy Institute in the U.S. summarizes the history of the modern living wage movement, and examines some case studies to determine the economic effects.
LINKS:
Living Wage website at Public Interest Alberta website at < http://www.pialberta.org/program_areas/living_wage>, including Making a Living: Defining a living wage for Alberta (8 pages, PDF) at < http://www.pialberta.org/content_pdf/makingaliving>
The economic impact of local living wages (25 pages, PDF) from the Economic Policy Institute at < http://www.epinet.org/briefingpapers/170/bp170.pdf>
----------
OPSEU CONVENTION HONOURS ENIRONMENTALIST DAVID SUZUKI : More than 1,500 delegates and observers attended the 31st annual Convention of the Ontario Public Service Employees Union (OPSEU/NUPGE) in Toronto on April 20 22. The theme of the convention was Greening OPSEU, and eight resolutions were adopted to promote more environmentally friendly practices in the unions work. Following a debate concerning the pros and cons of affiliation with the New Democratic Party, a resolution to affiliate was narrowly defeated by 29 votes.
LINKS:
OPSEU Convention website at < http://www.opseu.org/convention/convention2006.htm>, including summaries of each days activities at < http://www.opseu.org/insolidarity/insolconvention2006.htm>
----------
TIME LOST PER WORKER RISES TO 9.6 DAYS IN 2005: The most recent edition of Statistics Canadas annual report on Work Absence Rates was released on April 21
and reports an increase in time lost between 1997 and 2005. Time lost for personal reasons increased from the equivalent of 7.4 days per worker in 1997 to 9.6 days in 2005. Public sector employees lost 12.5 days on average for personal reasons in 2005; private sector employees lost 8.9 days. The report offers explanations for the trend, and provides statistics to differentiate rates by age, sex, educational attainment, presence of children, as well as job status and union coverage, industry and occupation.
The report also notes that the presence of pre-school age children exerts a strong influence on work absences for personal or family responsibilities, and the growing prevalence of family-leave entitlements in the workplace, the extension of Employment Insurance parental benefits, and the greater involvement of fathers in child care appear to have eliminated the difference between the sexes in respect to work absences for personal or family responsibilities.
Work Absence Rates data is derived from the Labour Force Survey and measures work absences for full-time workers for personal reasons (illness or disability and personal or family responsibilities).
"On sick leave" , an article in the April 2006 issue of online Perspectives on Labour and Income, uses data from the Survey of Labour and Income Dynamics to analyse work absences related to illness or disability. The study estimates the average duration of long-term absence to be 11 weeks and the direct wage-cost of each long-term absence at roughly $8,800. Belonging to a union, having medical or disability insurance coverage, and having job security significantly increased the likelihood of having a personal or work-related illness leave.
Effective April 24, Statistics Canada has changed its pricing policy and provides most internet publications without cost.
LINKS:
Work Absence Rates 2005 (144 pages, PDF) (Catalogue # 71-211-XIE) at < http://www.statcan.ca/english/freepub/71-211-XIE/0000671-211-XIE.pdf >
Perspectives on Labour and Income (April 2006, Vol. 7, no. 4) (22 pages, PDF) (Catalogue #75-001-XIE) at at < http://www.statcan.ca/english/freepub/75-001-XIE/1040675-001-XIE.pdf > ; the article "On sick leave" is on pages 14 -22.
----------
Book of the Week:
Labour left out: Canada's failure to protect and promote collective bargaining as a human right,
by Roy J. Adams. Ottawa: Canadian Centre for Policy Alternatives, 2006. 152 p. ISBN0-88627-469-9
In Labour Left Out, Roy Adams reports on his research into the failure of Canadian governments to protect and promote the collective bargaining rights of both unionized and non-unionized workers in this country.
He writes that far from honouring their commitments to the UNs International Labour Organization, our governments have repeatedly violated them. Their strike-breaking actions and arbitrarily imposed contract settlements have been condemned by the ILO, which has cited Canada as one of the worlds worst violators of basic labour rights.
About the Author:
Roy J. Adams is Professor Emeritus at the DeGroote School of Business at McMaster University.
----------
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.
----------
121 St. George Street, Toronto Canada M5S 2E8 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 : 1:59 PM
[IWS] World Bank: GLOBAL MONITORING REPORT 2006 [20 April 2006]
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
________________________________________________________________________
World Bank
Global Monitoring Report 2006 [20 April 2006]
http://web.worldbank.org/WBSITE/EXTERNAL/EXTDEC/EXTGLOBALMONITOR/EXTGLOBALMONITOR2006/0,,contentMDK:20810084~menuPK:2199415~pagePK:64218950~piPK:64218883~theSitePK:2186432,00.html
or
http://siteresources.worldbank.org/INTGLOBALMONITORING2006/Resources/2186625-1145565069381/GMR06Complete.pdf
[full-text, 248 pages]
and
Executive Summary
http://siteresources.worldbank.org/INTGLOBALMONITORING2006/Resources/2186625-1145565069381/GMR06_ExecSum.pdf
[full-text, 6 pages]
and
Statistical Annex
http://siteresources.worldbank.org/INTGLOBALMONITORING2006/Resources/GMR06_annex.pdf
[full-text, 24 pages]
[excerpt]
This report examines key developments in 2005 and monitors progress toward meeting the main MDG targets. As with past Global Monitoring Reports (GMRs), it reviews international efforts to support the Millennium
Declaration, including new commitments by donor governments to augment aid flows and commitments by the international financial institutions (IFIs) to improve their effectiveness.
Press Release
Progress On Millennium Development Goals Suggests Global Effort Working, Says World Bank-IMF Report
Reduced child mortality, increased school enrolment, and lower poverty signal that better governance, increased aid, mutual accountability bearing fruit, says Global Monitoring Report on the MDGs
http://web.worldbank.org/WBSITE/EXTERNAL/NEWS/0,,contentMDK:20895381~pagePK:64257043~piPK:437376~theSitePK:4607,00.html
WASHINGTON, April 20, 2006 Evidence of reduced child deaths in nine out of 10 developing countries surveyed, rapid gains in primary school enrolment, and reduced HIV/AIDS infection rates in several countries suggest that strong economic growth, backed by improved policies in developing countries and increased aid, is delivering results in some countries.
This third annual Global Monitoring Report on the Millennium Development Goals (MDGs), subtitled Strengthening Mutual Accountability Aid, Trade and Governance will be presented at the World Bank-IMF spring meetings this week. It highlights economic growth, more and better quality aid, and trade reforms, as well as governance as essential elements to achieve the MDGs.
The eight MDGs, which call for halving between 1990 and 2015 the proportion of the world's people living on less than $1 a day, and reducing child mortality and HIV/AIDS, among others, were approved by 189 world leaders in 2000. The Global Monitoring Report reviews progress on implementation of a compact between developed and developing countries in Monterrey in March 2002, in which developing countries agreed to improve their policies and governance, while developed countries pledged to increase and improve their aid, and provide developing countries with more access to their markets.
AND MORE....
_____________________________
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
________________________________________________________________________
World Bank
Global Monitoring Report 2006 [20 April 2006]
http://web.worldbank.org/WBSITE/EXTERNAL/EXTDEC/EXTGLOBALMONITOR/EXTGLOBALMONITOR2006/0,,contentMDK:20810084~menuPK:2199415~pagePK:64218950~piPK:64218883~theSitePK:2186432,00.html
or
http://siteresources.worldbank.org/INTGLOBALMONITORING2006/Resources/2186625-1145565069381/GMR06Complete.pdf
[full-text, 248 pages]
and
Executive Summary
http://siteresources.worldbank.org/INTGLOBALMONITORING2006/Resources/2186625-1145565069381/GMR06_ExecSum.pdf
[full-text, 6 pages]
and
Statistical Annex
http://siteresources.worldbank.org/INTGLOBALMONITORING2006/Resources/GMR06_annex.pdf
[full-text, 24 pages]
[excerpt]
This report examines key developments in 2005 and monitors progress toward meeting the main MDG targets. As with past Global Monitoring Reports (GMRs), it reviews international efforts to support the Millennium
Declaration, including new commitments by donor governments to augment aid flows and commitments by the international financial institutions (IFIs) to improve their effectiveness.
Press Release
Progress On Millennium Development Goals Suggests Global Effort Working, Says World Bank-IMF Report
Reduced child mortality, increased school enrolment, and lower poverty signal that better governance, increased aid, mutual accountability bearing fruit, says Global Monitoring Report on the MDGs
http://web.worldbank.org/WBSITE/EXTERNAL/NEWS/0,,contentMDK:20895381~pagePK:64257043~piPK:437376~theSitePK:4607,00.html
WASHINGTON, April 20, 2006 Evidence of reduced child deaths in nine out of 10 developing countries surveyed, rapid gains in primary school enrolment, and reduced HIV/AIDS infection rates in several countries suggest that strong economic growth, backed by improved policies in developing countries and increased aid, is delivering results in some countries.
This third annual Global Monitoring Report on the Millennium Development Goals (MDGs), subtitled Strengthening Mutual Accountability Aid, Trade and Governance will be presented at the World Bank-IMF spring meetings this week. It highlights economic growth, more and better quality aid, and trade reforms, as well as governance as essential elements to achieve the MDGs.
The eight MDGs, which call for halving between 1990 and 2015 the proportion of the world's people living on less than $1 a day, and reducing child mortality and HIV/AIDS, among others, were approved by 189 world leaders in 2000. The Global Monitoring Report reviews progress on implementation of a compact between developed and developing countries in Monterrey in March 2002, in which developing countries agreed to improve their policies and governance, while developed countries pledged to increase and improve their aid, and provide developing countries with more access to their markets.
AND MORE....
_____________________________
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 : 12:36 PM
[IWS] World Bank: WORLD DEVELOPMENT INDICATORS 2006 [22 April 2006]
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
________________________________________________________________________
World Bank
World Development Indicators 2006
http://web.worldbank.org/WBSITE/EXTERNAL/DATASTATISTICS/0,,contentMDK:20899413~pagePK:64133150~piPK:64133175~theSitePK:239419,00.html
or
http://devdata.worldbank.org/wdi2006/contents/index2.htm
World Development Indicators (WDI) publication is the World Bank's premier annual compilation of data about development. The 2006 WDI includes more than 900 indicators in over 80 tables organized in 6 sections: World View, People, Environment, Economy, States and Markets, and Global Links.
See also
WDI DATA 2006 (for Selected Indicators and Years)
http://devdata.worldbank.org/data-query/
Press Release
World Bank Data Show Growth Rates Converging Among Developing Regions
http://web.worldbank.org/WBSITE/EXTERNAL/NEWS/0,,contentMDK:20897094~menuPK:34463~pagePK:34370~piPK:34424~theSitePK:4607,00.html
WASHINGTON, April 22, 2006 Overall economic growth in the developing world has averaged 4.8 percent a year since 2000, more than double the rate of growth in high-income economies, which averaged 2.0 percent a year. While this robust record has been driven largely by rapid growth in East and South Asia, the newly-released 2006 World Development Indicators shows that in 2004, Sub-Saharan Africa--long lagging behind other regions--achieved an annual growth rate of 4.8 percent, exceeding the 2004 global growth rate of 4.1 percent.
Growth is essential to reduce poverty, and we see evidence of this in the data, said François Bourguignon, the World Bank's Chief Economist and Vice President for Development Economics. That's why this boost in growth in Africa is promising. After many years, the continent is showing growth that could deliver much more poverty reduction than in the recent past. It is important for Africa to build on this growth, which is partly driven by higher commodity prices and partly by fundamentals, to keep closing the gap with the rest of the world.
East Asia and Pacific, which has grown at an average rate of eight percent a year for the last 20 years, remained the top performer among regions in 2004, with China achieving a growth rate of 10.1 percent. Growth in South Asia has averaged 5.8 percent a year over four years ending in 2004, when it reached 6.7 percent. Much of this improvement coincides with increased exports of goods and services and strong growth in the manufacturing and service sectors.
Faster growth in Africa, but challenges remain
Data in World Development Indicators 2006 show a remarkable recovery in Sub-Saharan Africa's growth since 2000. Twenty of the region's 48 countries grew by more than five percent in 2004. The recent surge in oil exports and the boom in the price of oil has helped, pushing up growth rates among oil producers such as Angola, Chad, Nigeria, and Sudan. But fifteen non-oil-producing countries have had a median growth rate of 5.3 percent since 1995, demonstrating their potential for long-term growth. The WDI data underscore the findings of the Global Monitoring Report 2006, that poverty reduction is linked to` sound policies, well-targeted aid, better governance, and a good investment climate.
AND MORE....
_____________________________
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
________________________________________________________________________
World Bank
World Development Indicators 2006
http://web.worldbank.org/WBSITE/EXTERNAL/DATASTATISTICS/0,,contentMDK:20899413~pagePK:64133150~piPK:64133175~theSitePK:239419,00.html
or
http://devdata.worldbank.org/wdi2006/contents/index2.htm
World Development Indicators (WDI) publication is the World Bank's premier annual compilation of data about development. The 2006 WDI includes more than 900 indicators in over 80 tables organized in 6 sections: World View, People, Environment, Economy, States and Markets, and Global Links.
See also
WDI DATA 2006 (for Selected Indicators and Years)
http://devdata.worldbank.org/data-query/
Press Release
World Bank Data Show Growth Rates Converging Among Developing Regions
http://web.worldbank.org/WBSITE/EXTERNAL/NEWS/0,,contentMDK:20897094~menuPK:34463~pagePK:34370~piPK:34424~theSitePK:4607,00.html
WASHINGTON, April 22, 2006 Overall economic growth in the developing world has averaged 4.8 percent a year since 2000, more than double the rate of growth in high-income economies, which averaged 2.0 percent a year. While this robust record has been driven largely by rapid growth in East and South Asia, the newly-released 2006 World Development Indicators shows that in 2004, Sub-Saharan Africa--long lagging behind other regions--achieved an annual growth rate of 4.8 percent, exceeding the 2004 global growth rate of 4.1 percent.
Growth is essential to reduce poverty, and we see evidence of this in the data, said François Bourguignon, the World Bank's Chief Economist and Vice President for Development Economics. That's why this boost in growth in Africa is promising. After many years, the continent is showing growth that could deliver much more poverty reduction than in the recent past. It is important for Africa to build on this growth, which is partly driven by higher commodity prices and partly by fundamentals, to keep closing the gap with the rest of the world.
East Asia and Pacific, which has grown at an average rate of eight percent a year for the last 20 years, remained the top performer among regions in 2004, with China achieving a growth rate of 10.1 percent. Growth in South Asia has averaged 5.8 percent a year over four years ending in 2004, when it reached 6.7 percent. Much of this improvement coincides with increased exports of goods and services and strong growth in the manufacturing and service sectors.
Faster growth in Africa, but challenges remain
Data in World Development Indicators 2006 show a remarkable recovery in Sub-Saharan Africa's growth since 2000. Twenty of the region's 48 countries grew by more than five percent in 2004. The recent surge in oil exports and the boom in the price of oil has helped, pushing up growth rates among oil producers such as Angola, Chad, Nigeria, and Sudan. But fifteen non-oil-producing countries have had a median growth rate of 5.3 percent since 1995, demonstrating their potential for long-term growth. The WDI data underscore the findings of the Global Monitoring Report 2006, that poverty reduction is linked to` sound policies, well-targeted aid, better governance, and a good investment climate.
AND MORE....
_____________________________
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 : 12:06 PM
[IWS] ILR IMPACT BRIEFS: FACULTY TENURE & the GAP between POLICY & PRACTICE [April 2006]
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 the sixth document in a new publication series produced by the ILR School.
ILR Impact Briefs
http://digitalcommons.ilr.cornell.edu/impactbrief
The ILR Impact Brief series highlights the research and project based work conducted by ILR faculty that is relevant to workplace issues and public policy.
BRIEF #6 / APRIL 2006 / WWW.ILR.CORNELL.EDU
Faculty Tenure and the Gap between Policy and Practice
by PAMELA S. TOLBERT
Professor of Organizational Behavior (ILR)
WESLEY D. SINE
Professor, Johnson Graduate School of Management (Cornell)
SANGCHEN PARK
ILR School
http://digitalcommons.ilr.cornell.edu/impactbrief/6/
Research question:
What factors influence the use of tenure systems for faculty employment in colleges and universities?
Conclusion :
Almost all four-year institutions of higher education have adopted the tenure system as a formal policy for faculty employment. The degree to which tenure systems are actually implemented, however, depends on resource flows and institutional pressures. Fewer resource constraints (i.e., greater per-student revenues and larger endowments) increase the proportion of professors employed on tenure-track lines; likewise, a stronger research orientation positively affects the share of faculty in tenure-track slots. Colleges and universities that rely more heavily on tuition for revenues and those with larger numbers of accreditations (from professional and occupational associations) generally employ fewer tenure-track professors. Other variables also matter: Tenure is more prevalent at public, older, and more complex universities and colleges and is less widespread among institutions that enroll larger numbers of students and among those that include a medical school. And finally, the share of tenure-track faculty declines on campuses with a larger pool of graduate students who are available to teach.
Workplace impact:
The hiring of temporary and contract workers is increasing in many professional occupations. Understanding the forces that shape academic institutions implementation of tenure systems provides insight into the conditions that affect the ability of professions, in general, to shape employment practices in their fields. The research here also begins to explain why organizations may only partially put into practice the policies and systems they have formally adopted. A combination of resource constraints that raise the costs of implementation plus ambiguities about how and when to actualize tenure (or family leave, flextime, continuing education, and the like) tend to reduce the use
of these policies.
AND MORE....
Suggested Citation
Tolbert, P.S., Sine, W.D., & Park, S. (2006). Faculty tenure and the gap between policy and practice (IWS Issue Briefs). Ithaca, NY: School of Industrial and Labor Relations, Cornell University.
http://digitalcommons.ilr.cornell.edu/briefs/6/
[ILR Impact Briefs are written and/or edited by Maralyn Edid]
_____________________________
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 the sixth document in a new publication series produced by the ILR School.
ILR Impact Briefs
http://digitalcommons.ilr.cornell.edu/impactbrief
The ILR Impact Brief series highlights the research and project based work conducted by ILR faculty that is relevant to workplace issues and public policy.
BRIEF #6 / APRIL 2006 / WWW.ILR.CORNELL.EDU
Faculty Tenure and the Gap between Policy and Practice
by PAMELA S. TOLBERT
Professor of Organizational Behavior (ILR)
WESLEY D. SINE
Professor, Johnson Graduate School of Management (Cornell)
SANGCHEN PARK
ILR School
http://digitalcommons.ilr.cornell.edu/impactbrief/6/
Research question:
What factors influence the use of tenure systems for faculty employment in colleges and universities?
Conclusion :
Almost all four-year institutions of higher education have adopted the tenure system as a formal policy for faculty employment. The degree to which tenure systems are actually implemented, however, depends on resource flows and institutional pressures. Fewer resource constraints (i.e., greater per-student revenues and larger endowments) increase the proportion of professors employed on tenure-track lines; likewise, a stronger research orientation positively affects the share of faculty in tenure-track slots. Colleges and universities that rely more heavily on tuition for revenues and those with larger numbers of accreditations (from professional and occupational associations) generally employ fewer tenure-track professors. Other variables also matter: Tenure is more prevalent at public, older, and more complex universities and colleges and is less widespread among institutions that enroll larger numbers of students and among those that include a medical school. And finally, the share of tenure-track faculty declines on campuses with a larger pool of graduate students who are available to teach.
Workplace impact:
The hiring of temporary and contract workers is increasing in many professional occupations. Understanding the forces that shape academic institutions implementation of tenure systems provides insight into the conditions that affect the ability of professions, in general, to shape employment practices in their fields. The research here also begins to explain why organizations may only partially put into practice the policies and systems they have formally adopted. A combination of resource constraints that raise the costs of implementation plus ambiguities about how and when to actualize tenure (or family leave, flextime, continuing education, and the like) tend to reduce the use
of these policies.
AND MORE....
Suggested Citation
Tolbert, P.S., Sine, W.D., & Park, S. (2006). Faculty tenure and the gap between policy and practice (IWS Issue Briefs). Ithaca, NY: School of Industrial and Labor Relations, Cornell University.
http://digitalcommons.ilr.cornell.edu/briefs/6/
[ILR Impact Briefs are written and/or edited by Maralyn Edid]
_____________________________
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 : 11:44 AM
[IWS] WORKERS' MEMORIAL DAY ACTIVITIES 28 APRIL 2006 [World-wide]
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
________________________________________________________________________
From HAZARDS MAGAZINE
WORKERS' MEMORIAL DAY ACTIVITIES 28 APRIL 2006 [World-wide]
http://www.hazards.org/wmd/wmdlinks.htm
The link above will take you to countries around the world.
See the United States as an example below -
USA
* UAW Workers Memorial Day Materials
http://www.uaw.org/hs/06/index.cfm
* ADAO Asbestos Awareness Day event lays groundwork for a month of continued educational effort
http://www.asbestosdiseaseawareness.org/eLibrary/GlobalNews/IAM_card-2006.pdf
* California Coalition For Workers Memorial Day
http://www.workersmemorialday.com/
* Confined Space Workers Memorial Day is coming: People get ready
http://spewingforth.blogspot.com/2006/03/workers-memorial-day-is-coming.html
* AFL-CIO Remembering those killed and hurt at work, focus on mining tragedies
http://www.hazards.org/wmd/2006/otherevents.htm#aflcio1
* AFL-CIO Honoring workers webpages
http://www.aflcio.org/issues/safety/memorial/
* AFSCME Workers' Memorial Day activities
http://www.afscme.org/health/wmdoform.asp
* USMWF United Support and Memorial for Workplace Fatalities (USMWF)
http://www.usmwf.org/
* USW
http://www.steelworkers-usw.org/usw/program/content/1139.php
_____________________________
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
________________________________________________________________________
From HAZARDS MAGAZINE
WORKERS' MEMORIAL DAY ACTIVITIES 28 APRIL 2006 [World-wide]
http://www.hazards.org/wmd/wmdlinks.htm
The link above will take you to countries around the world.
See the United States as an example below -
USA
* UAW Workers Memorial Day Materials
http://www.uaw.org/hs/06/index.cfm
* ADAO Asbestos Awareness Day event lays groundwork for a month of continued educational effort
http://www.asbestosdiseaseawareness.org/eLibrary/GlobalNews/IAM_card-2006.pdf
* California Coalition For Workers Memorial Day
http://www.workersmemorialday.com/
* Confined Space Workers Memorial Day is coming: People get ready
http://spewingforth.blogspot.com/2006/03/workers-memorial-day-is-coming.html
* AFL-CIO Remembering those killed and hurt at work, focus on mining tragedies
http://www.hazards.org/wmd/2006/otherevents.htm#aflcio1
* AFL-CIO Honoring workers webpages
http://www.aflcio.org/issues/safety/memorial/
* AFSCME Workers' Memorial Day activities
http://www.afscme.org/health/wmdoform.asp
* USMWF United Support and Memorial for Workplace Fatalities (USMWF)
http://www.usmwf.org/
* USW
http://www.steelworkers-usw.org/usw/program/content/1139.php
_____________________________
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 : 10:50 AM
Wednesday, April 19, 2006
[IWS] EWCO: ANNUAL REVIEW of WORKING CONDITIONS 2005/6 [18 April 2006]
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
________________________________________________________________________
European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)
European Working Conditions Observatory (EWCO)
Annual review of working conditions in the EU: 2005-2006 [18 April 2006]
http://www.eurofound.eu.int/ewco/annualreports.htm
or
http://www.eurofound.eu.int/ewco/reports/EU0603AR01/EU0603AR01.pdf
[full-text, 68 pages]
This third annual review examines four key dimensions of working conditions and quality of work and employment: career and employment, health and well-being, skills development, and worklife balance. The report outlines relevant legislative and policy developments, and examines trends in the workplace. As part of its work programme for 2005, the European Commission presented a series of communications on migration, and extensive debate continues on this issue. The Working Time Directive also remains on the agenda, with continuing discussions on the individual opt-out and on the definition of on-call time. Musculoskeletal disorders remain the most predominant work-related health problem. A welcome development in the area of health and well-being was the start of negotiations between the European social partners on combating violence and harassment in the workplace. Gender equality received specific attention in several EU policy documents, not least the European Parliaments Committee on Employment and Social Affairs report on the impact of long working hours on reconciliation of work and family life, and the impact on equal opportunities. Another topic high on the agenda is training, lifelong learning and competence development; attaining a knowledge society and a highly qualified workforce forms a crucial element for the success of the Lisbon Strategy.
Introduction
1 - Legislative developments
2 - Policy developments
3 - Official statistics
4 - Trends in the workplace
5 - Quality of work and employment: the social partners
6 - Commentary
References
_____________________________
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
________________________________________________________________________
European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)
European Working Conditions Observatory (EWCO)
Annual review of working conditions in the EU: 2005-2006 [18 April 2006]
http://www.eurofound.eu.int/ewco/annualreports.htm
or
http://www.eurofound.eu.int/ewco/reports/EU0603AR01/EU0603AR01.pdf
[full-text, 68 pages]
This third annual review examines four key dimensions of working conditions and quality of work and employment: career and employment, health and well-being, skills development, and worklife balance. The report outlines relevant legislative and policy developments, and examines trends in the workplace. As part of its work programme for 2005, the European Commission presented a series of communications on migration, and extensive debate continues on this issue. The Working Time Directive also remains on the agenda, with continuing discussions on the individual opt-out and on the definition of on-call time. Musculoskeletal disorders remain the most predominant work-related health problem. A welcome development in the area of health and well-being was the start of negotiations between the European social partners on combating violence and harassment in the workplace. Gender equality received specific attention in several EU policy documents, not least the European Parliaments Committee on Employment and Social Affairs report on the impact of long working hours on reconciliation of work and family life, and the impact on equal opportunities. Another topic high on the agenda is training, lifelong learning and competence development; attaining a knowledge society and a highly qualified workforce forms a crucial element for the success of the Lisbon Strategy.
Introduction
1 - Legislative developments
2 - Policy developments
3 - Official statistics
4 - Trends in the workplace
5 - Quality of work and employment: the social partners
6 - Commentary
References
_____________________________
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 : 8:07 AM
[IWS] Dublin Foundation: EU EMPLOYEE FINANCIAL PARTICIPATION [19 April 2006]
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
________________________________________________________________________
European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)
Employee Financial Participation in the European Union (infosheet) [19 April 2006]
http://www.eurofound.eu.int/publications/htmlfiles/ef0587.htm
or
http://www.eurofound.eu.int/publications/files/EF0587EN.pdf
[full-text, 2 pages]
Summary:
During the years 1999-2004, the Foundation carried out research into the nature and extent of financial participation in the EU. The research examined national level policies and the attitudes of key actors in relation to the development and implementation of financial participation schemes. It found that governments and central social partner organisations play a pivotal role in the national framework of financial participation, albeit to varying degrees, and hence can influence the extent, practice and characteristics of financial participation at company level.
_____________________________
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
________________________________________________________________________
European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)
Employee Financial Participation in the European Union (infosheet) [19 April 2006]
http://www.eurofound.eu.int/publications/htmlfiles/ef0587.htm
or
http://www.eurofound.eu.int/publications/files/EF0587EN.pdf
[full-text, 2 pages]
Summary:
During the years 1999-2004, the Foundation carried out research into the nature and extent of financial participation in the EU. The research examined national level policies and the attitudes of key actors in relation to the development and implementation of financial participation schemes. It found that governments and central social partner organisations play a pivotal role in the national framework of financial participation, albeit to varying degrees, and hence can influence the extent, practice and characteristics of financial participation at company level.
_____________________________
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 : 8:00 AM
[IWS] EIROnline: EMPLOYMENT RELATIONS in SMEs (COMPARATIVE STUDY) [12 April 2006]
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
________________________________________________________________________
European Industrial Relations Observatory (EIRO) Online
COMPARATIVE STUDY
Employment relations in SMEs [February 2006] (online 12 April 2006)
http://www.eiro.eurofound.eu.int/2006/02/study/index.html
or
http://www.eiro.eurofound.eu.int/2006/02/study/tn0602101s.html
This comparative study examines employment relations in small and medium-sized enterprises (SMEs) in 13 of the 'old' 15 EU Member States (the exceptions being Luxembourg and Portugal), three new Member States (Poland, Slovakia and Slovenia) and Norway. It looks at: the economic role of SMEs (including employment trends); pay and employment conditions (including working hours, training and HRM practices); interest representation, collective bargaining and social dialogue; and regulation and public policy.
The comparative study was compiled on the basis of individual national reports submitted by EIRO's national centres. The text of each of these national reports is available [at the first URL above]. The reports have not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions.
_____________________________
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
________________________________________________________________________
European Industrial Relations Observatory (EIRO) Online
COMPARATIVE STUDY
Employment relations in SMEs [February 2006] (online 12 April 2006)
http://www.eiro.eurofound.eu.int/2006/02/study/index.html
or
http://www.eiro.eurofound.eu.int/2006/02/study/tn0602101s.html
This comparative study examines employment relations in small and medium-sized enterprises (SMEs) in 13 of the 'old' 15 EU Member States (the exceptions being Luxembourg and Portugal), three new Member States (Poland, Slovakia and Slovenia) and Norway. It looks at: the economic role of SMEs (including employment trends); pay and employment conditions (including working hours, training and HRM practices); interest representation, collective bargaining and social dialogue; and regulation and public policy.
The comparative study was compiled on the basis of individual national reports submitted by EIRO's national centres. The text of each of these national reports is available [at the first URL above]. The reports have not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions.
_____________________________
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 : 7:55 AM
[IWS] CANADA: Weekly Work Report 17 April 2006
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 April 17, 2006
----------
COMPASSIONATE CARE LEGISLATION PASSED IN B.C.: Bill 8, the Employment Standards (Compassionate Care Leave) Amendment Act, 2006 passed quickly through the B.C. legislature from its introduction on March 9 to third reading on March 21 and Royal Assent on March 28th. As highlighted in the March 13 issue of WWR, the new legislation will allow employees to take up to 8 weeks' unpaid compassionate care leave to care for a family member, if a medical practitioner has certified that the family member is at significant risk of death within 26 weeks. With the passage of Bill 8, Alberta and the Northwest Territories are the only jurisdictions in Canada that do not provide compassionate care leave.
LINKS:
Text of Bill 8 at < http://www.legis.gov.bc.ca/38th2nd/3rd_read/gov08-3.htm>
----------
ARBITRATION AWARD FOR NOVA SCOTIA GOVERNMENT EMPLOYEES : Almost 6,000 employees of the Nova Scotia provincial government welcomed the award of a three person arbitration board on April 6. The award provides wage increases of 2.9% annually over a three-year contract with an additional 2% increase on the base rate in the first year. The provisions of the award are retroactive to April 1, 2004 and will expire on March 31, 2007.
LINKS:
Highlights of Nova Scotia Government Employees award (5 pages, PDF) at < http://action.web.ca/home/nsgeu/attach/April 5_2006_Civil Service Arbitration Award Highlights.pdf>
Arbitrators award (81 pages, PDF) at < http://www.nsgeu.ns.ca/bargaining/CSApr506.pdf>
----------
CANADIAN LABOUR CONGRESS HONOURED ON ITS 50TH ANNIVERSARY: On April 23rd, 1956, at a convention in Toronto, the Canadian Labour Congress was born from the union of the Trades and Labor Congress of Canada and the Canadian Congress of Labour. On April 20, Canada Post will issue a commemorative 51-cent stamp celebrating the 50th anniversary.
LINKS:
Canadian Labour Congress website at < http://canadianlabour.ca/index.php/home> and
CLC press release at < http://canadianlabour.ca/index.php/NewsRelease/890> and Canada Post press release at < http://www.news.gc.ca/cfmx/view/en/index.jsp?articleid=206959>
----------
PRIVACY OF PERSONAL INFORMATION, THE US PATRIOT ACT, AND CONTRACTING OUT: At the end of March, the federal government released a guidance document to provide advice to federal government institutions whenever they consider contracting out activities in which personal information about Canadians is handled or accessed by private sector agencies under contract , and explicitly states that it was developed in response to privacy risks associated with the potential exposure of Canadians personal information to U.S. authorities under the USA PATRIOT Act. While welcoming the Guidance Document, the federal Office of the Privacy Commissioner urges the government to review the Privacy Act to bring it up to date with the challenges that were not conceived of when it was enacted specifically, the growth of globalization and the extensive outsourcing of personal information processing and storage.
The concern for the implications of contracting out under the Patriot Act began in British Columbia in 2004, and led to a report from the Information and Privacy Commissioner of B.C. and a 2005 Supreme Court decision which is still under appeal. Another dispute is currently underway concerning B.C. Hydro employee records and Accenture, the contractor which processes BC Hydro personnel information. The B.C. Federation of Labour is calling for a full inquiry by the Information and Privacy Commissioner.
LINKS:
Guidance Document: Taking Privacy into Account Before Making Contracting Decisions (34 pages, PDF) at the Treasury Board website < http://www.tbs-sct.gc.ca/pubs_pol/gospubs/TBM_128/gd-do/gd-do_e.pdf >
Privacy Matters: The Federal Strategy to Address Concerns About the USA PATRIOT Act and Transborder Data Flows (HTML) at the Treasury Board website at
< http://www.tbs-sct.gc.ca/pubs_pol/gospubs/TBM_128/gd-do/gd-do_e.asp >
Press release from the Office of the Privacy Commissioner of Canada at < http://www.privcom.gc.ca/media/nr-c/2006/nr-c_060406_e.asp>
Information and Privacy Commissioner of British Columbia documents re the USA Patriot Act at < http://www.oipcbc.org/sector_public/usa_patriot_act/patriot_act_resources.htm >
----------
PIPA AND THE HIRING PROCESS IN BRITISH COLUMBIA: Although the Information and Privacy Commissioner of B.C. had already provided a general guide to the requirements of the provinces privacy legislation, on April 10, the Office released guidance on some practical issues relating to the hiring process, answering such questions as how to handle unsolicited resumes and how do to handle reference checks. The Personal Information Protection Act (PIPA) came into force in B.C. on January 1, 2004, and applies to all provincially regulated private sector organizations, including businesses and non-profit organizations such as labour unions, charities, foundations, trusts, clubs, religious institutions, associations and amateur sports organizations.
LINKS:
A Guide for Businesses and organizations to British Columbias Personal Information Protection Act (52 pages, PDF) at < http://www.oipc.bc.ca/pdfs/private/a_GUIDE_TO_PIPA(3rd_ed).pdf>
PIPA and the hiring process (8 pages, PDF) at the Office of the Privacy Commissioner of B.C. at < http://www.oipcbc.org/pdfs/private/PIPAHiringFAQ(10APR06).pdf>
----------
THE TREND TO TRANSPARENCY CONTINUES: The government of Quebec has issued a policy paper proposing changes to the governance of Crown corporations to limit patronage appointments, increase transparency and improve performance. Included in the proposal is that there be an equal number of men and women on the boards of directors within five years. The new rules should come into effect some time in 2007 and will apply to such organizations as Hydro Quebec, the Caisse de depot et placement du Quebec and the Societe des alcohols du Quebec.
LINKS:
Quebec Ministry of Finance press release (in English) at < http://www.finances.gouv.qc.ca/en/ministre/discours/20060406a.pdf >
Modernizing the Governance of Government Corporations: Policy Statement (50 pages, PDF) at < http://www.finances.gouv.qc.ca/en/documents/publications/pdf/modernizing_Governance.pdf >
Quebec tightens controls on Crown corporations in the Montreal Gazette (April 8) at < http://www.canada.com/montrealgazette/news/story.html?id=6d502d52-bae4-47f7-8e09-cf837326a78d&k=75612&p=1 >
----------
PERFORMANCE MEASURES FOR THE NEW HR ROLE: The U.S. office of Deloitte Consulting released a report on the emerging role of the Chief Human Resources Officer (CHRO) on April 3. The framework describes the CHROs roles and responsibilities in terms of four major categories: strategy, organization and performance, HR service delivery , and compliance and governance - and provides process and performance measures for each of the categories.
LINKS:
Strategist & Steward: The Evolving Role of the Chief Human Resources Officer (28 pages, PDF) at < http://www.deloitte.com/dtt/cda/doc/content/US_HC_CHRO_brochure.final.7_05.pdf >
----------
THE WORKPLACE PARTNERS PANEL LAUNCHES AN ATLANTIC REGION TASK FORCE: The Workplace Partners Panel is a national initiative announced in the 2005 federal budget as part of the Workplace Skills Strategy, to develop strategies and solutions to Canadas workplace skills and labour market needs . Launched in October 2005, it is managed by the Canadian Labour and Business Centre (CLBC) with the objective to establish regionally structured task forces to discuss labour market issues at the local level. Like the CLBC itself, these task forces and discussions are co-chaired by senior business and labour leaders, and emphasize collaborative dialogue. On April 18, the first of such regional dialogue sessions will take place for the Atlantic Region, supported by a 32 page document: Skills shortage in the context of an aging workforce: Atlantic Provinces handbook. Also relevant to the issue are the proceedings from a July, 2005, tripartite forum sponsored by the Nova Scotia Department of Environment and Labour and the CLBC, which considered labour market issues in the context of labour/management relations.
LINKS:
Workplace Partners Panel website at < http://www.wpp-clbc.ca/>
Skills shortage in the context of an aging workforce: Atlantic Provinces handbook (32 pages, PDF) at < http://www.wpp-clbc.ca/files/PDF/wpp_skills_shortage.pdf>
Nova Scotia Tri-Partite Forum, July 2005 (24 pages, PDF) at the CLBC website at < http://www.clbc.ca/files/Reports/Nova_Scotia_Tri-Partite_Forum_Proceedings.pdf >
----------
BUSINESS VIEWPOINTS AND RECOMMENDATIONS FOR CANADIAN PROSPERITY: The Canadian Manufacturers and Exporters Association launched a new magazine with the March/April issue of 20/20. The CMEs guiding principle is to make Canadian business the most competitive in the world by the year 2020. The inaugural issue addresses the dirty and dangerous image of manufacturing and sets out to update that brand with a more modern one. It also outlines the associations view of critical success factors for the future, including leadership and workforce capabilities, which were identified in the Manufacturing 20/20 national consultation reports in 2005.
Continuing its tradition since 1996, the Canadian Labour and Business Centre surveyed 1,169 leaders from the business, labour and public sector in fall of 2005, to determine their perspectives on forty-two issues facing the economy and labour market. Results of the survey are online in an interactive data base which allows searching by issue, by region, by sector, and allows creation of charts to visualize the findings. Some of the issues surveyed include outsourcing of jobs, lack of jobs, immigration, and trade.
The Canadian Chamber of Commerce has published a new policy paper addressed to the Members of Parliament. Towards Canadas Prosperity: tackling the barriers to productivity growth makes recommendations in eight areas: fiscal policy, Canada-U.S. relations, trade, the regulatory environment, a skilled and qualified workforce, infrastructure, energy and the environment, and health care reform. Among the Chambers recommendations for a skilled and qualified workforce include a focus on more efficiency in the immigration system, including the work permit system, and a call to operate the Employment Insurance program as a true insurance program and gradually reduce the employer EI contribution premium rate to equal the employee premium rate.
LINKS:
20/20 Magazine Inaugural Issue (March/April 2006) at the Canadian Manufacturers and Exporters website at < http://www.cme-mec.ca/national/magazine.asp>
Manufacturing 20/20 Reports from a link at < http://www.cme-mec.ca/national/template_na.asp?p=15>
2005 Viewpoints Survey Interactive version at < http://www.wpp-clbc.ca/Survey/default.aspx> and a PowerPoint summary presentation at < http://www.clbc.ca/files/Reports/Fitting_In/PPF_immigration_Lochhead.ppt#11 >
Towards Canadas Prosperity: tackling the barriers to productivity growth (17 pages, PDF) at < http://www.chamber.ca/cmslib/general/MPPaper032306.pdf>
----------
MINIMUM WAGE AND THE EFFECT ON YOUNGER WORKERS: A literature review released by the Canadian Policy Research Network on April 13 summarizes the theory of minimum wage floors and the traditional evidence of employment impact. The author, Olalekan Edagbami, concludes that increases in the minimum wage are generally harmful to teenage and youth employment, but have little or no negative employment effect on adults aged 25 and older.
LINKS:
The Employment Effects of the Minimum Wage: A Review of the Literature (43 pages, PDF) from the Canadian Policy Research Networks website at < http://www.cprn.org/en/doc.cfm?doc=1410>
----------
SCHOOL TO WORK TRANSITION: Statistics Canada recently released a study entitled Education Indicators in Canada: Report of the Pan-Canadian Education Indicators Program 2005. The report covers all levels of education and includes apprenticeship programs. A chapter on the transition from the education system to the workforce compares the unemployment rates and earnings of individuals with varying degrees of education.
LINKS:
Overview at the Statistics Canada website at < http://www.statcan.ca/english/freepub/81-582-XIE/81-582-XIE2006001.htm >
Education Indicators in Canada: Report of the Pan-Canadian Education Indicators Program 2005 (270 pages, PDF) at < http://www.statcan.ca/english/freepub/81-582-XIE/2006001/pdf/81-582-XIE2006001.pdf >
----------
Book of the Week: CEO-speak : the language of corporate leadership
by Joel Amernic and Russell Craig. Montreal: McGill-Queen's University Press, 2006. 243 p. ISBN0-7735-3037-1
In a world in which corporate accountability and ethical behaviour have become increasingly important, the authors of this book consider the implications of the corporate language of leadership. Through a rhetorical analysis of the speeches and letters of chief executive officers, annual reports to shareholders, press releases, and company newsletters and websites, they show that CEOs are elitist and exclusionary propagators of an often biased stream of discourse.
They find that CEO-speak evokes an ideology of neo-liberalism, extreme individualism, hyper-competition, and global capitalism. They also examine the Internet as a powerful new platform for CEO-speak and show that CEOs are frequently presented as heroes engaged in "the war of business". In contesting the notion that accounting is objective, CEO-Speak serves as an introduction to the fundamental controversies and ambiguities in corporate accountability. The authors argue that the language of CEOs should raise alarm bells regarding the ethos of corporate leadership and urge the business press, academia, and the accounting and auditing community to take a more critical approach.
About the Authors:
Joel Amernic is a professor at the Rotman School of Management, University of Toronto.
Russell Craig is a professor at the National Graduate School of Management, Australian National University.
----------
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.
----------
121 St. George Street, Toronto Canada M5S 2E8 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 April 17, 2006
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COMPASSIONATE CARE LEGISLATION PASSED IN B.C.: Bill 8, the Employment Standards (Compassionate Care Leave) Amendment Act, 2006 passed quickly through the B.C. legislature from its introduction on March 9 to third reading on March 21 and Royal Assent on March 28th. As highlighted in the March 13 issue of WWR, the new legislation will allow employees to take up to 8 weeks' unpaid compassionate care leave to care for a family member, if a medical practitioner has certified that the family member is at significant risk of death within 26 weeks. With the passage of Bill 8, Alberta and the Northwest Territories are the only jurisdictions in Canada that do not provide compassionate care leave.
LINKS:
Text of Bill 8 at < http://www.legis.gov.bc.ca/38th2nd/3rd_read/gov08-3.htm>
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ARBITRATION AWARD FOR NOVA SCOTIA GOVERNMENT EMPLOYEES : Almost 6,000 employees of the Nova Scotia provincial government welcomed the award of a three person arbitration board on April 6. The award provides wage increases of 2.9% annually over a three-year contract with an additional 2% increase on the base rate in the first year. The provisions of the award are retroactive to April 1, 2004 and will expire on March 31, 2007.
LINKS:
Highlights of Nova Scotia Government Employees award (5 pages, PDF) at < http://action.web.ca/home/nsgeu/attach/April 5_2006_Civil Service Arbitration Award Highlights.pdf>
Arbitrators award (81 pages, PDF) at < http://www.nsgeu.ns.ca/bargaining/CSApr506.pdf>
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CANADIAN LABOUR CONGRESS HONOURED ON ITS 50TH ANNIVERSARY: On April 23rd, 1956, at a convention in Toronto, the Canadian Labour Congress was born from the union of the Trades and Labor Congress of Canada and the Canadian Congress of Labour. On April 20, Canada Post will issue a commemorative 51-cent stamp celebrating the 50th anniversary.
LINKS:
Canadian Labour Congress website at < http://canadianlabour.ca/index.php/home> and
CLC press release at < http://canadianlabour.ca/index.php/NewsRelease/890> and Canada Post press release at < http://www.news.gc.ca/cfmx/view/en/index.jsp?articleid=206959>
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PRIVACY OF PERSONAL INFORMATION, THE US PATRIOT ACT, AND CONTRACTING OUT: At the end of March, the federal government released a guidance document to provide advice to federal government institutions whenever they consider contracting out activities in which personal information about Canadians is handled or accessed by private sector agencies under contract , and explicitly states that it was developed in response to privacy risks associated with the potential exposure of Canadians personal information to U.S. authorities under the USA PATRIOT Act. While welcoming the Guidance Document, the federal Office of the Privacy Commissioner urges the government to review the Privacy Act to bring it up to date with the challenges that were not conceived of when it was enacted specifically, the growth of globalization and the extensive outsourcing of personal information processing and storage.
The concern for the implications of contracting out under the Patriot Act began in British Columbia in 2004, and led to a report from the Information and Privacy Commissioner of B.C. and a 2005 Supreme Court decision which is still under appeal. Another dispute is currently underway concerning B.C. Hydro employee records and Accenture, the contractor which processes BC Hydro personnel information. The B.C. Federation of Labour is calling for a full inquiry by the Information and Privacy Commissioner.
LINKS:
Guidance Document: Taking Privacy into Account Before Making Contracting Decisions (34 pages, PDF) at the Treasury Board website < http://www.tbs-sct.gc.ca/pubs_pol/gospubs/TBM_128/gd-do/gd-do_e.pdf >
Privacy Matters: The Federal Strategy to Address Concerns About the USA PATRIOT Act and Transborder Data Flows (HTML) at the Treasury Board website at
< http://www.tbs-sct.gc.ca/pubs_pol/gospubs/TBM_128/gd-do/gd-do_e.asp >
Press release from the Office of the Privacy Commissioner of Canada at < http://www.privcom.gc.ca/media/nr-c/2006/nr-c_060406_e.asp>
Information and Privacy Commissioner of British Columbia documents re the USA Patriot Act at < http://www.oipcbc.org/sector_public/usa_patriot_act/patriot_act_resources.htm >
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PIPA AND THE HIRING PROCESS IN BRITISH COLUMBIA: Although the Information and Privacy Commissioner of B.C. had already provided a general guide to the requirements of the provinces privacy legislation, on April 10, the Office released guidance on some practical issues relating to the hiring process, answering such questions as how to handle unsolicited resumes and how do to handle reference checks. The Personal Information Protection Act (PIPA) came into force in B.C. on January 1, 2004, and applies to all provincially regulated private sector organizations, including businesses and non-profit organizations such as labour unions, charities, foundations, trusts, clubs, religious institutions, associations and amateur sports organizations.
LINKS:
A Guide for Businesses and organizations to British Columbias Personal Information Protection Act (52 pages, PDF) at < http://www.oipc.bc.ca/pdfs/private/a_GUIDE_TO_PIPA(3rd_ed).pdf>
PIPA and the hiring process (8 pages, PDF) at the Office of the Privacy Commissioner of B.C. at < http://www.oipcbc.org/pdfs/private/PIPAHiringFAQ(10APR06).pdf>
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THE TREND TO TRANSPARENCY CONTINUES: The government of Quebec has issued a policy paper proposing changes to the governance of Crown corporations to limit patronage appointments, increase transparency and improve performance. Included in the proposal is that there be an equal number of men and women on the boards of directors within five years. The new rules should come into effect some time in 2007 and will apply to such organizations as Hydro Quebec, the Caisse de depot et placement du Quebec and the Societe des alcohols du Quebec.
LINKS:
Quebec Ministry of Finance press release (in English) at < http://www.finances.gouv.qc.ca/en/ministre/discours/20060406a.pdf >
Modernizing the Governance of Government Corporations: Policy Statement (50 pages, PDF) at < http://www.finances.gouv.qc.ca/en/documents/publications/pdf/modernizing_Governance.pdf >
Quebec tightens controls on Crown corporations in the Montreal Gazette (April 8) at < http://www.canada.com/montrealgazette/news/story.html?id=6d502d52-bae4-47f7-8e09-cf837326a78d&k=75612&p=1 >
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PERFORMANCE MEASURES FOR THE NEW HR ROLE: The U.S. office of Deloitte Consulting released a report on the emerging role of the Chief Human Resources Officer (CHRO) on April 3. The framework describes the CHROs roles and responsibilities in terms of four major categories: strategy, organization and performance, HR service delivery , and compliance and governance - and provides process and performance measures for each of the categories.
LINKS:
Strategist & Steward: The Evolving Role of the Chief Human Resources Officer (28 pages, PDF) at < http://www.deloitte.com/dtt/cda/doc/content/US_HC_CHRO_brochure.final.7_05.pdf >
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THE WORKPLACE PARTNERS PANEL LAUNCHES AN ATLANTIC REGION TASK FORCE: The Workplace Partners Panel is a national initiative announced in the 2005 federal budget as part of the Workplace Skills Strategy, to develop strategies and solutions to Canadas workplace skills and labour market needs . Launched in October 2005, it is managed by the Canadian Labour and Business Centre (CLBC) with the objective to establish regionally structured task forces to discuss labour market issues at the local level. Like the CLBC itself, these task forces and discussions are co-chaired by senior business and labour leaders, and emphasize collaborative dialogue. On April 18, the first of such regional dialogue sessions will take place for the Atlantic Region, supported by a 32 page document: Skills shortage in the context of an aging workforce: Atlantic Provinces handbook. Also relevant to the issue are the proceedings from a July, 2005, tripartite forum sponsored by the Nova Scotia Department of Environment and Labour and the CLBC, which considered labour market issues in the context of labour/management relations.
LINKS:
Workplace Partners Panel website at < http://www.wpp-clbc.ca/>
Skills shortage in the context of an aging workforce: Atlantic Provinces handbook (32 pages, PDF) at < http://www.wpp-clbc.ca/files/PDF/wpp_skills_shortage.pdf>
Nova Scotia Tri-Partite Forum, July 2005 (24 pages, PDF) at the CLBC website at < http://www.clbc.ca/files/Reports/Nova_Scotia_Tri-Partite_Forum_Proceedings.pdf >
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BUSINESS VIEWPOINTS AND RECOMMENDATIONS FOR CANADIAN PROSPERITY: The Canadian Manufacturers and Exporters Association launched a new magazine with the March/April issue of 20/20. The CMEs guiding principle is to make Canadian business the most competitive in the world by the year 2020. The inaugural issue addresses the dirty and dangerous image of manufacturing and sets out to update that brand with a more modern one. It also outlines the associations view of critical success factors for the future, including leadership and workforce capabilities, which were identified in the Manufacturing 20/20 national consultation reports in 2005.
Continuing its tradition since 1996, the Canadian Labour and Business Centre surveyed 1,169 leaders from the business, labour and public sector in fall of 2005, to determine their perspectives on forty-two issues facing the economy and labour market. Results of the survey are online in an interactive data base which allows searching by issue, by region, by sector, and allows creation of charts to visualize the findings. Some of the issues surveyed include outsourcing of jobs, lack of jobs, immigration, and trade.
The Canadian Chamber of Commerce has published a new policy paper addressed to the Members of Parliament. Towards Canadas Prosperity: tackling the barriers to productivity growth makes recommendations in eight areas: fiscal policy, Canada-U.S. relations, trade, the regulatory environment, a skilled and qualified workforce, infrastructure, energy and the environment, and health care reform. Among the Chambers recommendations for a skilled and qualified workforce include a focus on more efficiency in the immigration system, including the work permit system, and a call to operate the Employment Insurance program as a true insurance program and gradually reduce the employer EI contribution premium rate to equal the employee premium rate.
LINKS:
20/20 Magazine Inaugural Issue (March/April 2006) at the Canadian Manufacturers and Exporters website at < http://www.cme-mec.ca/national/magazine.asp>
Manufacturing 20/20 Reports from a link at < http://www.cme-mec.ca/national/template_na.asp?p=15>
2005 Viewpoints Survey Interactive version at < http://www.wpp-clbc.ca/Survey/default.aspx> and a PowerPoint summary presentation at < http://www.clbc.ca/files/Reports/Fitting_In/PPF_immigration_Lochhead.ppt#11 >
Towards Canadas Prosperity: tackling the barriers to productivity growth (17 pages, PDF) at < http://www.chamber.ca/cmslib/general/MPPaper032306.pdf>
----------
MINIMUM WAGE AND THE EFFECT ON YOUNGER WORKERS: A literature review released by the Canadian Policy Research Network on April 13 summarizes the theory of minimum wage floors and the traditional evidence of employment impact. The author, Olalekan Edagbami, concludes that increases in the minimum wage are generally harmful to teenage and youth employment, but have little or no negative employment effect on adults aged 25 and older.
LINKS:
The Employment Effects of the Minimum Wage: A Review of the Literature (43 pages, PDF) from the Canadian Policy Research Networks website at < http://www.cprn.org/en/doc.cfm?doc=1410>
----------
SCHOOL TO WORK TRANSITION: Statistics Canada recently released a study entitled Education Indicators in Canada: Report of the Pan-Canadian Education Indicators Program 2005. The report covers all levels of education and includes apprenticeship programs. A chapter on the transition from the education system to the workforce compares the unemployment rates and earnings of individuals with varying degrees of education.
LINKS:
Overview at the Statistics Canada website at < http://www.statcan.ca/english/freepub/81-582-XIE/81-582-XIE2006001.htm >
Education Indicators in Canada: Report of the Pan-Canadian Education Indicators Program 2005 (270 pages, PDF) at < http://www.statcan.ca/english/freepub/81-582-XIE/2006001/pdf/81-582-XIE2006001.pdf >
----------
Book of the Week: CEO-speak : the language of corporate leadership
by Joel Amernic and Russell Craig. Montreal: McGill-Queen's University Press, 2006. 243 p. ISBN0-7735-3037-1
In a world in which corporate accountability and ethical behaviour have become increasingly important, the authors of this book consider the implications of the corporate language of leadership. Through a rhetorical analysis of the speeches and letters of chief executive officers, annual reports to shareholders, press releases, and company newsletters and websites, they show that CEOs are elitist and exclusionary propagators of an often biased stream of discourse.
They find that CEO-speak evokes an ideology of neo-liberalism, extreme individualism, hyper-competition, and global capitalism. They also examine the Internet as a powerful new platform for CEO-speak and show that CEOs are frequently presented as heroes engaged in "the war of business". In contesting the notion that accounting is objective, CEO-Speak serves as an introduction to the fundamental controversies and ambiguities in corporate accountability. The authors argue that the language of CEOs should raise alarm bells regarding the ethos of corporate leadership and urge the business press, academia, and the accounting and auditing community to take a more critical approach.
About the Authors:
Joel Amernic is a professor at the Rotman School of Management, University of Toronto.
Russell Craig is a professor at the National Graduate School of Management, Australian National University.
----------
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.
----------
121 St. George Street, Toronto Canada M5S 2E8 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 : 7:46 AM
