ILO Monitor: COVID-19 and the World of Work. Sixth Edition Updated Estimates and Analysis
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Managing Wage and Hour Risks in a Digitally Connected World
A Matter of Time: Managing Wage and Hour Risks in a Digitally Connected World Prepared by Jeffrey Brecher Jackson Lewis P.C. (631) 247-4652 | [email protected] Eric Magnus Jackson Lewis P.C. (404) 586-1820 | [email protected] This paper is meant to provide information of a general and educational nature and does not constitute legal advice or create an attorney-client relationship. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. The views expressed in this paper are solely those of the authors and do not necessarily represent the views of their firm or its principals or clients. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis. ©2017 Jackson Lewis P.C. This paper is scheduled to be published in the June 2017 edition of the Journal of Internet Law, produced by Aspen Publishing. The authors would like to thank Jackson Lewis Associate, Roberto Concepcion, for his assistance with the preparation of this paper. 1 I. Introduction Many people are addicted to their phones. They check them constantly throughout the day (sometimes every few minutes) to determine whether a new e-mail or text message has been sent or a new item posted on Facebook, Instagram, Snapchat, and the myriad other social media applications that exist. To ensure immediate notification of incoming mail, users can also set their phone to provide an audio notification when a new e-mail, voicemail, or text message has arrived, and select from hundreds of tones to announce the message—whether a “chime,“ “ding,” or “swoosh.” But some of those addicts checking their phones are employees, and they are checking their phones for work related e-mail and messages. -
Labour Standards and Economic Integration
Chapter 4 LABOUR STANDARDS AND ECONOMIC INTEGRATION A, INTRODUCTION AND MAIN FINDINGS the establishment of a “social clause” in the GATT. Then there is thc vicw that labour standards are a poten- tial determinant of economic efficiency [Sengenberger Over the last decade, the process of creating and (1991); Castro et al. (‘I 992j1, Without international stand- enlarging regional trading areas (RTAs j has gathered ards, firms will compete by offering poor working condi- momentum. The EC Single Market, European Free Trade tions. The imposition of a floor to wages and employ- Agreement (EFTA) and North America Free Trade ment protection legislation, it is argued, will create a Agreement (NAFTA) are important examples of RTAs in stable labour relations framework conducive to improved the OECD area. The membership of these RTAs includes human capital and higher real incomes, and thereby boost countries with different levels of economic development world trade. Thus, the establishment of certain labour and with different labour standards. The issue arises as to standards would be justified un long-term efficiency whether some degree of harmonization of labour stand- grounds. A third group argues that, on the contrary, ards is called for, so as to prevent trade liberalisation exogenously imposed labour standards may produce det- stemming from economic integration from eroding work- iimental output and trade effects [Fields (1990)l. Accord- ing conditions, Governments and firms may indeed be ing to this vicw, working conditions should improve tcinptcd to put pressure on working conditions and social hand in hand with economic development and so policy- protection in an effort to improve competitiveness in makers should focus on outcomes rather than on the world markets, generating what has been called “social regulations and institutional arrangements governing dumping”. -
Anti-Slavery International Submission to the UN Special Rapporteur on Contemporary Forms of Slavery, Including Its Causes and Consequences
May 2018 Anti-Slavery International submission to the UN Special Rapporteur on contemporary forms of slavery, including its causes and consequences Questionnaire for NGOs and other stakeholders on domestic servitude Question 1 Please provide information on your organisation and its work with migrant domestic workers who became victims of contemporary forms of slavery, including the countries in which you work on this issue. Anti-Slavery International, founded in 1839, is committed to eradicating all forms of slavery throughout the world including forced labour, bonded labour, trafficking of human beings, descent-based slavery, forced marriage and the worst forms of child labour. Anti-Slavery International works at the local, national and international levels to eradicate slavery. We work closely with local partner organisations, directly supporting people affected by slavery to claim their rights and take control of their lives. Our current approaches include enabling people to leave slavery, through exemplar frontline projects with partner agencies; helping people to recover from slavery, with frontline work ensuring people make lasting successful lives now free from slavery; supporting the empowerment of people to be better protected from slavery; and using this knowledge base to inform, influence and inspire change through advocacy and lobbying within countries for legislation, policy and practice that prevent and eradicates slavery; international policy work and campaigning; and raising the profile and understanding of slavery through media work and supporter campaigns. We have projects across four continents. While the number of projects and the individual countries covered by projects varies at any one time, our current and/or recent work includes the United Kingdom, Peru, Mali, Mauritania, Niger, Senegal, Tanzania, Bangladesh, India, Nepal, Lebanon, Turkmenistan, Uzbekistan and Vietnam. -
Self-Employment in a Changing World of Work Decent Work for All Through Building Collective Power
SELF-EMPLOYMENT IN A CHANGING WORLD OF WORK DECENT WORK FOR ALL THROUGH BUILDING COLLECTIVE POWER Final report Johannes Anttila, Julia Jousilahti, Niko Kinnunen and Johannes Koponen May 2020 "This report has been commissioned by UNI Europa and written by Demos Helsinki in the framework of the EU project “Shaping the future of work in a digitalised services industry through social dialogue”. Graphic Design by Vertigo Creative Studio "This project receives support from the European Commission. This publication reflects the views of the authors only and the Commission cannot be held responsible for any use which may be made of the information contained therein." TABLE OF CONTENTS CHAPTER 1 Changing rules in a changing world of work – unions showing the way ���������������������������6 CHAPTER 2 Self-employment in focus: conditions, challenges and possibilities for collective power ��9 Classifying the Self-Employed ��������������������������������������������������������������������������������������������������������������������������10 The self-employed in the European workforce �����������������������������������������������������������������������������������������������12 The collective power of the self-employed in practice ����������������������������������������������������������������������������������13 Biggest challenges of the self-employed ��������������������������������������������������������������������������������������������������������15 CHAPTER 3 Learning from each other –building collective power to guarantee decent work -
Vacation Laws and Annual Work Hours
Vacation laws and annual work hours Joseph G. Altonji and Jennifer Oldham Introduction and summary country, we find that an additional week of legislated Many European countries have laws mandating mini- paid vacation results in 51.9 fewer hours worked per mum paid vacations and holidays. The U.S. does not. year. Given that usual hours per week for full-time The number of mandated days has risen over time workers in the European countries in our sample (ex- and exceeds the levels taken by the average worker cluding Norway) averaged 40.2 in 1998, this estimate in the U.S. Over the past three decades, annual hours implies that mandating an extra week of paid vacation worked in Europe have fallen relative to hours in the translates more than one for one into a reduction in U.S. Is there a connection among these phenomena? weeks worked, although one cannot statistically reject To address this question, one must first consider a coefficient of 40. As we explain below, this result how work hours are determined, as well as the role of should be regarded with caution because it is driven vacation policy at the level of the firm and at the level by a relatively small number of within-country law of the country. We summarize evidence for the U.S. changes, although it is robust to extending the sample that firms care about work hours and use firm-wide to include hours and vacation laws from the early 1950s. vacation policies as a way to regulate them and dis- The estimate falls to about 35 hours per year when we cuss theories of why, despite worker heterogeneity, they introduce separate time trends for the U.S. -
What Does Neets Mean and Why Is the Concept So Easily
What does NEETs mean and why is the concept so easily misinterpreted? Technical Brief No.1 Introduction The share of youth which are neither in employment nor in education or training in the youth population (the so-called “NEET rate”) is a relatively new indicator, but one that is given increasing importance by international organizations and the media. The popularity of the “NEET” concept is associated with its assumed potential to address a broad array of vulnerabilities among youth, touching on issues of unemployment, early school leaving and labour market discouragement. These are all issues that warrant greater attention as young people continue to feel the aftermath of the economic crisis, particularly in advanced economies. From a little known indicator aimed at focusing attention on the issue of school drop-out among teenagers in the early 2000s, the indicator has gained enough weight to be proposed as the sole youth-specific target for the post-2015 Sustainable Development Goals (SDGs) 8 to “Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all”. Within the Goal, youth are identified in two proposed targets: (i) by 2030 achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value, and (ii) by 2020 substantially reduce the proportion of youth not in employment, education or training (NEET). It is the author’s opinion that the NEET rate is an indicator that is widely misunderstood and therefore misinterpreted. The critique which follows is intended to point out some misconceptions so that the indicator can be framed around what it really measures, rather than what it does not. -
World Employment and Social Outlook Trends 2020 World Employment and Social Outlook
ILO Flagship Report World Employment and Social Outlook Outlook and Social Employment World – Trends 2020 Trends X World Employment and Social Outlook Trends 2020 World Employment and Social Outlook Trends 2020 International Labour Office • Geneva Copyright © International Labour Organization 2020 First published 2020 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. World Employment and Social Outlook: Trends 2020 International Labour Office – Geneva: ILO, 2020 ISBN 978-92-2-031408-1 (print) ISBN 978-92-2-031407-4 (web pdf) employment / unemployment / labour policy / labour market analysis / economic and social development / regional development / Africa / Asia / Caribbean / Europe / EU countries / Latin America / Middle East / North America / Pacific 13.01.3 ILO Cataloguing in Publication Data The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. -
Ilo Labour Force Estimates and Projections: 1990-2030
ILO LABOUR FORCE ESTIMATES AND PROJECTIONS: 1990-2030 (2017 EDITION) Methodological description November 2017 83 % 80 23 % 60 40 254 20 7 2 Contents Contents .......................................................................................................................................... 2 Preface ............................................................................................................................................. 4 1. Introduction ................................................................................................................................. 5 2. Concepts, definitions and theoretical background ..................................................................... 6 2.a. Different forms of employment ..................................................................................... 6 2.b. Labour force participation rates..................................................................................... 7 2.c. The determinants of the LFPR ........................................................................................ 8 3. Estimation model 1990-2016: data and methodology .............................................................. 10 3.a. Introduction .................................................................................................................. 10 3.b. The data obtention and selection process ................................................................... 10 Streamlining the data obtention process ............................................................. -
Labour Force Survey in the EU, Candidate and EFTA Countries Main Characteristics of National Surveys, 2013 Rilis Augiati Siscilit Venis Siscilit Augiati Rilis Nim
ISSNISSN 1681-4789 2315-0807 Exer in vulla faci blamconse euis nibh el utat dip ex elestisim el dip utat nibh euis blamconse faci Exer vulla in Statistical working papers Labour force survey in the EU, candidate and EFTA countries Main characteristics of national surveys, 2013 Rilis augiati siscilit venis nim Rilis augiati siscilit venis 2014 edition 2013 edition 2013 Statistical working papers Labour force surveys in the EU, candidate and EFTA countries Main characteristics of national surveys, 2013 2012014 edition Europe Direct is a service to help you find answers to your questions about the European Union. Freephone number (*): 00 800 6 7 8 9 10 11 (*) The information given is free, as are most calls (though some operators, phone boxes or hotels may charge you). More information on the European Union is available on the Internet (http://europa.eu). Cataloguing data can be found at the end of this publication. Luxembourg: Publications Office of the European Union, 2014 ISBN 978-92-79-39779-0 ISSN 2315-0807 doi:10.2785/55617 Cat. No: KS-TC-14-004-EN-N Theme: Population and social conditions Collection: Statistical working papers © European Union, 2014 Reproduction is authorised provided the source is acknowledged. Preface This report describes the main characteristics of the Labour Force Surveys in the 28 Member States of the European Union, two Candidate Countries (the former Yugoslav Republic of Macedonia(1) and Turkey), and three EFTA countries (Iceland, Norway and Switzerland) in 2013. All of these countries provide Eurostat with Labour Force Survey (LFS) micro-data for publication. The aim of this report is by provide information regarding the technical features of the surveys carried out in these countries in order to enable users to accurately interpret the LFS results. -
Labour Market Flows in New Zealand: Some Questions and Some Answers*
Version: 15.06.10 Labour Market Flows in New Zealand: Some Questions and Some Answers* Brian Silverstone University of Waikato Email: [email protected] Phone: (07) 856-7207 Will Bell Statistics New Zealand Email: [email protected] Phone: (04) 931-4779 Paper Presented to the 51st Conference of the New Zealand Association of Economists Auckland, 30 June - 2 July 2010 Abstract Statistics on the flow of workers moving between employment, unemployment and non- participation provide some of the most interesting and useful insights into labour market outcomes. Flows data make it possible, for example, to estimate the number and probability of workers moving between labour market states, say from unemployment to employment. Despite research, New Zealand’s official gross flows data are relatively neglected and almost entirely unused in published public and private sector economic commentaries, forecasting, modelling activities and policy debates. Using a framework of questions and answers, this paper considers selected aspects of New Zealand’s gross labour flows data as well as international comparisons. Keywords gross worker flows labour market dynamics household labour force survey New Zealand JEL Classification E24; J64 * The authors are grateful to Peter Gardner and McLeish Martin from Statistics New Zealand for their very helpful comments and suggestions. The views expressed in this paper, and any errors or omissions, are the responsibility of the authors and not Statistics New Zealand. 1. Introduction Statistics on the flow of workers moving between employment, unemployment and non- participation provide some of the most interesting and useful insights into labour market outcomes. Research using flows data, rather than end-of-period stocks, began in the United States when the availability of matched household panel data made it possible to estimate the number of workers moving between labour market states, for example, from unemployment to employment. -
Place of Birth for Foreign Born Population
Place of Birth for the Foreign Born Population City of Houston City of Houston Estimate Total Population 2,298,628 Total Foreign Born Population 696,210 Europe: 26,793 Northern Europe: 7,572 United Kingdom (inc. Crown Dependencies): 6,120 United Kingdom, excluding England and Scotland 2,944 England 2,714 Scotland 462 Ireland 196 Denmark 371 Norway 637 Sweden 248 Other Northern Europe 0 Western Europe: 5,660 Austria 170 Belgium 490 France 1,539 Germany 2,160 Netherlands 760 Switzerland 541 Other Western Europe 0 Southern Europe: 4,228 Greece 784 Italy 1,191 Portugal 358 Azores Islands 0 Spain 1,852 Other Southern Europe 43 Eastern Europe: 9,230 Albania 137 Belarus 58 Bulgaria 1,665 Croatia 49 Czechoslovakia (includes Czech Republic and Slovakia) 168 Hungary 774 Latvia 54 Lithuania 0 Macedonia 0 Moldova 53 Poland 1,012 Romania 769 Russia 1,857 Ukraine 974 Bosnia and Herzegovina 1,052 Serbia 268 Other Eastern Europe 340 Europe, n.e.c. 103 Asia: 149,239 Eastern Asia: 32,600 China: 25,169 China, excluding Hong Kong and Taiwan 19,044 Hong Kong 1,666 Taiwan 4,459 Japan 2,974 Korea 4,457 Other Eastern Asia 0 South Central Asia: 52,626 Afghanistan 2,341 Bangladesh 2,234 India 26,059 Iran 8,830 Kazakhstan 432 Nepal 3,181 Pakistan 6,954 Sri Lanka 79 Uzbekistan 656 Other South Central Asia 1,860 South Eastern Asia: 47,298 Cambodia 951 Indonesia 1,414 Laos 237 Malaysia 1,597 Burma 1,451 Philippines 10,892 Singapore 1,009 Thailand 1,912 Vietnam 27,835 Other South Eastern Asia 0 Western Asia: 16,466 Iraq 5,773 Israel 841 Jordan 1,760 Kuwait 224 Lebanon 1,846 Saudi Arabia 2,007 Syria 1,191 Yemen 0 Turkey 1,330 Armenia 79 Other Western Asia 1,415 Asia,n.e.c. -
Regional Groupings
THE ITC STYLE GUIDE workload workstation rldwide worthwhile Regional Groupings 49 THE ITC STYLE GUIDE Country groups by region ITC staff and external writers frequently have questions about the use of regional groupings, and which countries apply. In all cases, ITC writers should use the proper country names. These are listed separately in this guide. Key terminology to use For regional groupings by development level, the UN uses the following broad terminology: developing countries, developed countries and transition economies. There is no established convention to designate developed and developing countries. Least developed countries (which currently total 47) are a subset of developing countries. Transition economies are in Eastern Europe and Central Asia. Economies is a term used in economic writing among international organizations that refers to national economies. It is often used as a synonym for country. If you are writing in business terms, use the word “country” and not “economy.” Managing differences in terminology As part of the UN system, ITC follows UN practice. However, discrepancies exist between lists provided by the UN Statistical Division and UNCTAD. For example, UNCTAD notes that UNIDO uses the term ‘emerging industrial economies’, which is not used by the UN Statistical Division or by UNCTAD. This edition of the ITC Style Guide recommends that the listing from the UN Statistical Division be used as the first reference source. The list of countries and territories is included in full. Please use the list with care. Countries are sensitive regarding their regional groupings. Consult with the Communications and Events team, or the regional country offices in the ITC Division of Country Programmes if the lists in this edition do not address your writing needs.