Hours of Work in American Industry
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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. -
ILO Monitor: COVID-19 and the World of Work. Sixth Edition Updated Estimates and Analysis
� ILO Monitor: COVID-19 and the world of work. Sixth edition Updated estimates and analysis 23 September 2020 Key messages Latest labour market developments � The latest data confirm that working-hour losses are reflected in higher levels of unemployment and Workplace closures inactivity, with inactivity increasing to a greater � At 94 per cent, the overall share of workers residing extent than unemployment. Rising inactivity in countries with workplace closures of some sort is a notable feature of the current job crisis remains high. The share of workers in countries calling for strong policy attention. The decline in with required closures for all but essential employment numbers has generally been greater workplaces across the entire economy or in for women than for men. targeted areas is still significant, though there are large regional variations. Among upper- Labour income losses middle-income countries, around 70 per cent of � workers continue to live in countries with such These high working-hour losses have translated strict lockdown measures in place (whether into substantial losses in labour income. nationwide or in specific geographical areas), while Estimates of labour income losses (before taking in low-income countries, the earlier strict measures into account income support measures) suggest have been relaxed considerably, despite increasing a global decline of 10.7 per cent during the first numbers of COVID-19 cases. three quarters of 2020 (compared with the corresponding period in 2019), which amounts Working-hour losses: Again higher to US$3.5 trillion, or 5.5 per cent of global gross domestic product (GDP) for the first three quarters than previously estimated of 2019. -
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. -
Short-Time Work Compensation Schemes and Employment
PIERRE CAHUC Sciences Po, France, and IZA, Germany Short-time work compensation schemes and employment Temporary government schemes can have a positive economic effect Keywords: working time, unemployment insurance, labor hoarding, short-time work, unemployment, employment ELEVATOR PITCH Job protection and short-time work take-up rates Government schemes that compensate workers for the TR loss of income while they are on short hours (known as 4 short-time work compensation schemes) make it easier IT up rate (%) DE for employers to temporarily reduce hours worked so - JP LU that labor is better matched to output requirements. 2 FI Because the employers do not lay off these staff, the CZ IE CH FR ES schemes help to maintain permanent employment SK NL CA HU AT NO levels during recessions. However, they can create US NZ KR DK SE PT inefficiency in the labor market, and might limit labor Short-time work take 0 GB AS IS PL GR market access for freelancers and those looking to 0 1 2 3 4 OECD overall employment protection index work part-time. Source: Based on [1]; Figure 7. KEY FINDINGS Pros Cons Short-time work compensations reduce layoffs and Compensation schemes are not beneficial to make it easier for employers to adjust their workers’ temporary workers, who do not qualify for payments hours to meet work requirements. and may be excluded from the labor market. Because fewer people lose their jobs, both the By distorting the labor market, short-time work employer and the state pay less in unemployment compensation schemes can lead to inefficiency; benefits. -
International Labour Organisation
1 International Labour Organisation Introduction The International Labour Organization is an organization in the United Nations System which provides for tripartite—employers, unions, and the government-representation. The International Labour Organization (ILO) was established in 1919 and its headquarter is in Geneva. It is one of the important organs of the United Nations System. The unique tripartite structure of the ILO gives an equal voice to workers, employers and governments to ensure that the views of the social partners are closely reflected in labour standards and in shaping policies and programmes. The main aims of the ILO are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue on work-related issues. Origin of International Labour Organisation The ILO was founded in 1919, in the wake of a destructive war, to pursue a vision based on the premise that universal, lasting peace can be established only if it is based on social justice. The ILO became the first specialized agency of the UN in 1946. The ILO was established as an agency of the League of Nations following World War I, its founders had made great strides in social thought and action before 1919. The core members all knew one another from earlier private professional and ideological networks, in which they exchanged knowledge, experiences, and ideas on social policy. In the post–World War I euphoria, the idea of a "makeable society" was an important catalyst behind the social engineering of the ILO architects. As a new discipline, international labour law became a useful instrument for putting social reforms into practice. -
Annual Leave
Annual Leave 1.0 INTRODUCTION 1.1 North Lincolnshire Council recognises that enabling its employees to achieve an effective work life balance benefits its employees, the organisation and ultimately the community it serves. 1.2 This policy describes annual leave provisions covered by conditions of service and outlines the discretionary options available to employees regarding annual leave. Note 1: Other discretionary forms of leave are available and may be granted by the appropriate manager. Guidance on these can be found in the council’s Special Leave policy B.3.1. Separate guidance on maternity, adoption, paternity, maternity support, parental and shared parental leave can be found in section B of the council’s Human Resources (HR) manual. 1.3 This document applies to all council employees subject to the terms and conditions of the National Joint Council (NJC) for Local Government Service National Agreement on Pay and Conditions of Service (the ‘Green book’). The principles of this policy also apply to the following groups of employees where national conditions are not prescribed: • Soulbury officers • Joint Negotiating Committee (JNC) for Chief Officers and Chief Executives If you are covered by any terms and conditions not outlined above, you should contact the Human Resources (HR) Advisory Service for more information. st st 1.4 The leave year runs from 1 April to 31 March. 1.5 All requests for annual leave should be made using the agreed method and approved in advance by the manager. Where available this will be through the iTrent Employee Portal. 1.6 In all circumstances, requests will be considered sympathetically but are subject to individual circumstances and the needs of the service. -
Phillip L. Garman Papers
THE PHILLIPS L. GARMAN COLLECTION Papers, 1907-1946 (Predominantly, 1930-1946) 3 linear feet Accession Number 537 L.C. Number These materials were placed in the Archives of Labor History and Urban Affairs in February, 1972 by the International Socialists. Phillips Garman was with the A.F. of L. in 1934, and the Dept. of Economics at the University of Chicago in 1936. From 1938-41, he was the Director of Research for the International Printing Pressmen's and Assistant's Union in Pressmen's Home, Tenn. He entered government service in 1941, where he became chief of the War Production Board's industrial relations section. In June of 1945, he was appointed co-chairman of the Wage Stabilization Board, where he worked directly with W. Willard Wirtz who was chairman. Subsequently, he worked with the U.A.W. in their education department, and is now teaching at the University of Illinois. The papers reveal the part played by the A.F. of L. in the organ- ization of the unskilled industrial workers, particularly the auto workers, from 1934-1936. They reflect Mr. Garman's position as research director for the International Printing Pressmen's and Assistant's Union and his position in the government on the National Wage Stabilization Board. Important subjects covered in the collection are: A.F. of L., its relation with the auto workers unions and strikes called in this early period, 1934-36 Auto Labor Board, 1934-35 Company Unions, 1934-36 C.I.O. Formation, 1934-36 Factionalism in Unions, 1934-36 General Motors Strike, 1945-46 Government Administration of the coal mines, 1946 Labor-Management Conference called by President Truman, Nov. -
UNEMPLOYMENT INSURANCE and RESERVES in the UNITED STATES a Selected List of Recent References
UNITED STATES DEPARTMENT OF LABOR FRANCES PERKINS, Secretary BUREAU OF LABOR STATISTICS ISADOR LUBIN, Commissioner BULLETIN OF THE UNITED STATES\ BUREAU OF LABOR STATISTICS/ No. 611 EMPLOYMENT AND UNEMPLOYMENT SERIES UNEMPLOYMENT INSURANCE AND RESERVES IN THE UNITED STATES A Selected List of Recent References Compiled by LAURA A. THOMPSON Librarian, Department sf Labor UNITED STATES GOVERNMENT PRINTING OFFICE WASHINGTON : 1935 For sale by the Superintendent of Documents, Washington, D. C. - Price 10 cents Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Contents Page Introduction_____________________________________________________________ v General discussion: Books and pamphlets_________________________________________________ 1 Debate handbooks______________________________________________ 13 Periodical articles____________________________________________________ 14 Bibliographies_______________________________________________________ 24 Special aspects of unemployment compensation: Administrative problems_____________________________________________ 25 Financial and actuarial discussions___________________________________ 26 Constitutional questions_____________________________________________ 28 Company, joint-agreement, and trade-union benefit plans: Comprehensive reports_______________________________________________ 28 Company plans______________________________________________________ 29 Description of special -
This Is the Report of One of Six Committees Surveying the Price Problems of American Indus Tries and Trade
This is the report of one of six committees surveying the price problems of American indus tries and trade. The other five committees deal with steel and iron, oil, automobiles, textiles, and distributional costs and re tail pricing. .• _ . __~._ .......... _ . ..&-.~..L _ ~ ___ ..., SERVANTS OF INDIA SOCIETY'S UBRARY. POONA 4. FOR INTERNAL CIRCULATION To be retarDed 00 or before the last date stamped below i I i''t... 6 JAN 1970 I • !21 FEB\31u I 2 ~ ~~~ 191&1 PRICE STUDIES Number One Dhan.. jay:orao <.aJ;!~ l~ IllimillUllml GIPF.-i)UNE~12a20 Officers GEORGE SOULE, Chairman DAVID FRIDAY, President W. L. CRUM, Vice-President SHI!PARD MORGAN, Treasurer JOSEPH H. WlLUTS, Executive Director W. j. CARSON, Assistant Executive Director MARTHA ANDERSON, Editor Directors at Large CHESTER I. BARNARD, President, New Jersey Bell Telephone Company HENRY S. DENNISON, Dennison Manufacturing Compa"y GEORGE M. HARRISON, President, Brotherhood of Railway and Steamship ClerIcs OSWALD W. KNAUTH, President, Associated Dry Goods Corporation HARRY W. LAIDLER, Executive Director, The League for Industrial Democracy L. C. MARSHALL, Johns Hopkins University GEORGE O. MAY, Price, Waterhouse and Company SHI!PARD MORGAN, Pice-President, Chase National Bank GEORGE E. ROBERTS, Economic Adviser, National City Bank BEARDSLEY RUML, Treasurer, R. H. Macy and Company GEORGE SoULE, Director, The Labor Bureau, Inc. N. I. STONE, Consulting Economist Directors by University Appointment WlLUAM L. CRUM, Harvard HARRY ALVIN MILLIS, Chicago WALTON H. HAMILTON, Yale WESLEY C. MITCHELL, Columbia HARRY JEROME, Wisconsin JOSEPH H. WlLUTS, Pennsylvania Directors Appointed by Other Organizations FREDERICK M. FElKER, American Engineering Council DAVID FRIDAY, American Economic Association LEE GALLOWAY, American Management Association MALCOLM MUIR, National Publishers Association WINFIELD W.