How the Unwritten Law Prevails in Japan
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Grim Consequences of Workplace Traditional Bullying and Cyberbullying by Way of Mediation: a Case of Service Sector of Pakistan Mehwish Iftikhar , Loo-See Beh
International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-2S, July 2019 Grim Consequences of Workplace Traditional Bullying and Cyberbullying by Way of Mediation: A Case of Service Sector of Pakistan Mehwish Iftikhar , Loo-See Beh healthy workforce. Therefore, a healthy workforce is the Abstract: Various studies have been conducted to measure precondition of productivity and economic development bullying incidence and prevalence in multiple organizational (World Health Organization (WHO), 2007). Employee settings based on a variety of methods and research design. health plays a significant role in the efficiency of any Nonetheless, these studies indicate that bullying is a devastating organization. Accordingly, providing a healthy work and crippling problem that should be addressed in relation to its environment should be the leading priority of each adverse effects and implications. This study identified several organization. Every work environment is considered healthy gaps in the literature when expanded specifically to the service sector of Pakistan, where the problem of bullying is prevalent. if harmful working conditions are absent and This research endeavored to fill in the aforementioned gaps by health-promoting activities and actions are present. The precisely focusing on organizational climate as a cause of maintenance of occupational health is costly (i.e., to promote bullying (based on frustration–aggression theory and social and maintain the highest degree of physical, mental, and interaction approach), technology in relation to cyberbullying, emotional well-being of workers) and the burden of such cost and effects on employee health. Hence, this study contributes to is increasing. The WHO Factsheet (2014) indicated that a the emergent discussion in identifying the debilitating outcomes majority of countries faced an economic loss of 4% to 6% of of bullying. -
Age Discrimination in Employment: the Scope of Statutory Exceptions to the Age Discrimination in Employment Act of 1967, 8 Loy
Loyola University Chicago Law Journal Volume 8 Issue 4 Summer 1977, Fair Employment Practices Article 14 Symposium 1977 Age Discrimination in Employment: The copS e of Statutory Exceptions to the Age Discrimination in Employment Act of 1967 Thomas S. Malciauskas Follow this and additional works at: http://lawecommons.luc.edu/luclj Part of the Labor and Employment Law Commons Recommended Citation Thomas S. Malciauskas, Age Discrimination in Employment: The Scope of Statutory Exceptions to the Age Discrimination in Employment Act of 1967, 8 Loy. U. Chi. L. J. 864 (1977). Available at: http://lawecommons.luc.edu/luclj/vol8/iss4/14 This Note is brought to you for free and open access by LAW eCommons. It has been accepted for inclusion in Loyola University Chicago Law Journal by an authorized administrator of LAW eCommons. For more information, please contact [email protected]. Age Discrimination in Employment: The Scope of Statutory Exceptions to the Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act of 1967 (ADEA)I was enacted to protect older workers from arbitrary employment prac- tices, such as the establishment of age requirements unrelated to the ability needed for a job, and to meet the problem of increasing numbers of older workers who are unable to retain employment after job displacement.2 The ADEA, in language similar to the employ- ment practices sections of the Civil Rights Act of 1964,1 prohibits an employer from discriminating against any employee or applicant for employment who is between forty and sixty-five years of age because of such person's age. -
SOCHUM-Modern-Day Slavery.Pdf
Letter from Newton MUN's Secretary-General Dear Delegates and Faculty Advisors, Welcome to NewMUN 2019! Before anything, I would like to wish you the best of luck in this two-day conference which is going to bring together the best MUN delegates from Lima. I am sure that I will witness the highest level of debate at this conference. More than as a MUNer, but as a responsible citizen, I understand that the global issues in our world must be solved by the international community. I also understand that MUN delegates don't have the capabilities to take the decisions to change the world, but at least we have the capacity to outrage ourselves when seeing that something is not working for our well being. That capacity to go out and speak for your beliefs, to stand up and raise the flag of your country demanding for consensus, demanding for peace, demanding for the well being of everyone. That capacity is the only way in which countries can move forward, and it is the only way in which we will contribute to building a better world. Maybe a little visionary, but is the truth. This year, the Newton team has decided to increase the number of committees in order to have a MUN conference of the best quality. The topics that we have chosen tackle issues from the past, present, and future, therefore presenting a challenge for delegates to combine their knowledge and application to reach solutions. In many of the committees, Directors have been prepared to take the flow of the committee to a maximum moment of crisis in order to assess the networking and negotiating skill from delegates. -
Do Mandatory Retirement Contributions Crowd out Voluntary Contributions?
Research Dialogue | Issue no. 161 May 2020 Do mandatory retirement contributions crowd out voluntary contributions? Abstract Leora Friedberg, A high contribution rate to employer-provided defined contribution (DC) pension plans Department of Economics, is important for employees to maintain their standard of living during retirement. Yet, University of Virginia TIAA Institute Fellow plans differ in whether employee or employer contributions are mandated, leaving a critical role for voluntary contributions. We study how employees respond to a shift in Adam Leive, required contribution rates at a large public university. Starting in 2010, new employees Batten School of Leadership experienced two changes relative to employees hired earlier: (1) the employer and Public Policy, contribution rate fell by 1.5 percentage points (pp); and (2) a new mandatory employee University of Virginia contribution of 5% was established. Wenqiang Cai, PWC Economic theory predicts that required contributions will crowd out voluntary contributions by up to 5 pp. These predictions, however, may depend on whether required contributions are salient. Salience may take on particular importance in a complicated choice environment – as is the case for many pension plans. We find evidence of incomplete crowd-out. We estimate a small and often statistically insignificant reduction of 3-6 pp in the share who make any voluntary contributions to the DC plan. Among those who continue to make voluntary contributions, we estimate a reduction in voluntary contributions of about 2.25 pp. The resulting crowd-out is only about 45%, falling well short of predicted crowd-out of 5 pp. These responses suggest a lack of salience of required contributions and reinforce evidence in other settings of passive saving behavior in response to required contributions. -
Technical Intern Training Program
Technical Intern Training Program Immigration Services Agency, Ministry of Justice Human Resources Development Bureau, Ministry of Health, Labour and Welfare Contents of the Revision of the Technical Intern Training Program To strengthen management and supervisory system as well as protect technical intern trainees in order to accomplish the purpose of the Program through which Japan contributes to the development of human resources who would assume the development of the economy of their home country. 1. Main points to strengthen the management and supervisory system (MOJ, MHLW Old system Under the new Act (Technical Intern Training Act) Joint Jurisdiction) (1)The duties and responsibilities of supervising and (1) Apply a license system to supervising organizations, a notification system to implementing organizations are unclear, and the implementing organizations, and a accreditation system to every technical intern implementation systems are insufficient. training plan (2)The Japan International Training Cooperation (2) Establish “Organization for Technical Intern Training (OTIT)” (authorized legal Organization (JITCO), a private organization, conducts entity), which will perform duties such as requesting supervising organizations for on-site inspections without any legal authority. reports and conducting on-site inspections (3) Establish a mechanism for reporting and penalties against violations of human (3)The system to protect technical intern trainees is not rights and similar acts, and provide more effective support to technical intern sufficient. trainees in transferring to other implementing organizations (4)The guidance and supervision of, and cooperation (4) Request the competent government agencies and prefectural governments for between the competent government agencies is not cooperation based on industrial laws and establish a regional council consisting of sufficient. -
Nber Working Paper Series Why Was There Mandatory
NBER WORKING PAPER SERIES WHY WAS THERE MANDATORY RETIREMENT? OR THE IMPOSSIBILITY OF EFFICIENT BONDING CONTRACTS Kevin Lang Working Paper No. 2199 NATIONAL BUREAU OF ECONOMIC RESEARCH 1050 Massachusetts Avenue Cambridge, MA 02138 March 1987 This research was supported by an Olin Fellowship at the National Bureau of Economic Research. Many of the ideas in this paper were generated in the èourse of conversations with Shulamit Kahn concerning a related paper (Kahn and Lang, 1986). I am grateful fo Larry Katz for pointing out a significant oversight in the previous draft and to Bob Gibbons, Alan Krueger, Edward Lazear, and Larry Summers for helpful discussions. The research reported here is part of the NBER's research program in Labor Studies. Any opinions expressed are those of the author and not those of the National Bureau of Economic Research. NBER Working Paper #2199 March 1987 Why Was There Mandatory Retirement? or the Impossiblity of Efficient Bonding Contracts ABSTRACT Lazear has argued that hours constraints, in general, and mandatory retirement, in particular, form part of an efficient labor market contract designed to increase output by inhibiting worker shirking. Since the contract is efficient, legislative interference is welfare reducing. However, in any case where bonding is costly, the hours constraints will not be chosen optimally. Although it is theoretically possible that bonding is costless, in this case the earnings profile is indeterminate and we should never observe monitoring aimed at reducing shirking. It therefore appears that bonding should be modelled as costly. If so, the role of policy depends on the source of bonding costs, the set of feasible contracts and the policy options which are available to government. -
31.07 Retirement
31.07 Retirement Revised April 11, 2019 (MO -2019) Next Scheduled Review: April 11, 2024 Click to view Revision History. Policy Summary The Texas A&M University System (system) abides by the applicable laws in providing for voluntary and mandatory retirement under several situations. This policy addresses the situations under which retirement may or must be offered and taken through the system; specifically including mandatory retirement, disability retirement or retirement under the Teacher Retirement System (TRS) or the Optional Retirement Program (ORP), through a combination of age and years of service. Policy 1. Employment with any member is predicated at all times upon each individual's mental and physical abilities to perform satisfactory service in normal and expected assignments. Retirement from employment with the system will occur when an employee: (a) elects retirement under the provisions of the TRS or ORP; (b) reaches the mandatory retirement age as described below; or (c) meets the conditions for disability retirement. The chancellor or designee is authorized to establish regulations for the implementation of this policy. 2. Mandatory Retirement Age System employees may not be forced to retire except under the following conditions: 2.1 An employee who is in a bona fide executive or high policymaking position for the two-year period immediately before retirement and who is entitled to an immediate nonforfeitable annual retirement benefit which equals at least $44,000 may be retired at the end of the fiscal year in which that employee’s 65th birthday occurs or anytime thereafter at the option of the system Board of Regents (board). -
Japanese Workplace Harassment Against Women and The
Japanese Workplace Harassment Against Women and the Subsequent Rise of Activist Movements: Combatting Four Forms of Hara to Create a More Gender Equal Workplace by Rachel Grant A THESIS Presented to the Department of Japanese and the Robert D. Clark Honors College in partial fulfillment of the requirements for the degree of Bachelor of Arts June 2016 An Abstract of the Thesis of Rachel Grant for the degree of Bachelor of Arts in the Department of Japanese to be taken June 2016 Title: Japanese Workplace Harassment Against Women and the Subsequent Rise of Activist Movements Approved: {1 ~ Alisa Freedman The Japanese workplace has traditionally been shaped by a large divide between the gender roles of women and men. This encompasses areas such as occupational expectations, job duties, work hours, work pay, work status, and years of work. Part of this struggle stems from the pressure exerted by different sides of society, pushing women to fulfill the motherly home-life role, the dedicated career woman role, or a merge of the two. Along with these demands lie other stressors in the workplace, such as harassment Power harassment, age discrimination, sexual harassment, and maternity harassment, cause strain and anxiety to many Japanese businesswomen. There have been governmental refonns put in place, such as proposals made by the Prime Minister of Japan, in an attempt to combat this behavior. More recently, there have been various activist grassroots groups that have emerged to try to tackle the issues surrounding harassment against women. In this thesis, I make the argument that these groups are an essential component in the changing Japanese workplace, where women are gaining a more equal balance to men. -
Insiders, Outsiders, and Involuntary Unemployment: Sexual Harassment Exacerbates Gender Inequality
INSIDERS, OUTSIDERS, AND INVOLUNTARY UNEMPLOYMENT: SEXUAL HARASSMENT EXACERBATES GENDER INEQUALITY Daniel L. Chen and Jasmin Sethi∗ Abstract Is labor market gender inequality due to physiological differences, labor market choices, or discrim- ination? Using novel data on all workplace sexual harassment appellate precedent from 1982-2002 and randomly assigned judges, we find that pro-plaintiff sexual harassment precedent reduced gender inequality and spurred the adoption of sexual harassment human resources policies. The effects were comparable to the Equal Employment Opportunity Act’s impact on black employment share, greatest in the heavily-litigated construction industry and where male sexism was highest, and explains one-third of the adoption of sexual harassment human resources policies. Our results are consistent with an insider-outsider theory of involuntary unemployment. Keywords: Sexual harassment, Gender discrimination, Gender Inequality, Insider-Outsider Model JEL codes: J71, J16, K38 ∗Daniel L. Chen, [email protected], Toulouse School of Economics, Institute for Advanced Study in Toulouse, University of Toulouse Capitole, Toulouse, France; Jasmin Sethi, Sethi Clarity Advisers, jas- [email protected]. First draft: July 2007. Current draft: October 2018. Latest version available at: http://nber.org/∼dlchen/papers/Insiders_Outsiders_and_Involuntary_Unemployment.pdf. We thank research as- sistants and numerous colleagues at several universities and conferences. Work on this project was conducted while Chen received financial support from the European Research Council (Grant No. 614708), Swiss National Science Foundation (Grant Nos. 100018-152678 and 106014-150820), Agence Nationale de la Recherche, Ewing Marion Kauff- man Foundation, Petrie Flom Center, Harvard Law School Summer Academic Fellowship, and Templeton Foundation (Grant No. 22420). We also acknowledge joint financial support from the John M. -
International Trading Companies: Building on the Japanese Model Robert W
Northwestern Journal of International Law & Business Volume 4 Issue 2 Fall Fall 1982 International Trading Companies: Building on the Japanese Model Robert W. Dziubla Follow this and additional works at: http://scholarlycommons.law.northwestern.edu/njilb Part of the International Law Commons Recommended Citation Robert W. Dziubla, International Trading Companies: Building on the Japanese Model, 4 Nw. J. Int'l L. & Bus. 422 (1982) This Article is brought to you for free and open access by Northwestern University School of Law Scholarly Commons. It has been accepted for inclusion in Northwestern Journal of International Law & Business by an authorized administrator of Northwestern University School of Law Scholarly Commons. Northwestern Journal of International Law & Business International Trading Companies: Building On The Japanese Model Robert W. Dziubla* Passageof the Export Trading Company Act of 1982provides new op- portunitiesfor American business to organize and operate general trading companies. Afterpresenting a thorough history and description of the Japa- nese sogoshosha, Mr. Dziubla gives several compelling reasonsfor Ameri- cans to establish export trading companies. He also examines the changes in United States banking and antitrust laws that have resultedfrom passage of the act, and offers suggestionsfor draftingguidelines, rules, and regula- tionsfor the Export Trading Company Act. For several years, American legislators and businessmen have warned that if America is to balance its international trade-and in particular offset the cost of importing billions of dollars worth of oil- she must take concrete steps to increase her exporting capabilities., On October 8, 1982, the United States took just such a step when President Reagan signed into law the Export Trading Company Act of 1982,2 which provides for the development of international general trading companies similar to the ones used so successfully by the Japanese. -
Policing in Federal States
NEPAL STEPSTONES PROJECTS Policing in Federal States Philipp Fluri and Marlene Urscheler (Eds.) Policing in Federal States Edited by Philipp Fluri and Marlene Urscheler Geneva Centre for the Democratic Control of Armed Forces (DCAF) www.dcaf.ch The Geneva Centre for the Democratic Control of Armed Forces is one of the world’s leading institutions in the areas of security sector reform (SSR) and security sector governance (SSG). DCAF provides in-country advisory support and practical assis- tance programmes, develops and promotes appropriate democratic norms at the international and national levels, advocates good practices and makes policy recommendations to ensure effective democratic governance of the security sector. DCAF’s partners include governments, parliaments, civil society, international organisations and the range of security sector actors such as police, judiciary, intelligence agencies, border security ser- vices and the military. 2011 Policing in Federal States Edited by Philipp Fluri and Marlene Urscheler Geneva, 2011 Philipp Fluri and Marlene Urscheler, eds., Policing in Federal States, Nepal Stepstones Projects Series # 2 (Geneva: Geneva Centre for the Democratic Control of Armed Forces, 2011). Nepal Stepstones Projects Series no. 2 © Geneva Centre for the Democratic Control of Armed Forces, 2011 Executive publisher: Procon Ltd., <www.procon.bg> Cover design: Angel Nedelchev ISBN 978-92-9222-149-2 PREFACE In this book we will be looking at specimens of federative police or- ganisations. As can be expected, the federative organisation of such states as Germany, Switzerland, the USA, India and Russia will be reflected in their police organisation, though the extremely decentralised approach of Switzerland with hardly any central man- agement structures can hardly serve as a paradigm of ‘the’ federal police organisation. -
Recommendations of the Advisory Panel on Communications
Recommendations of the Advisory Panel on Communications Concerning Territorial Integrity For Practical Initiatives to Strengthen Communication Based on Changes in the Domestic and Overseas Environment Advisory Panel on Communications Concerning Territorial Integrity July 29, 2019 Table of Contents Ⅰ Recommendations 3 Ⅱ Reviews by the Advisory Panel 1 Background and Development of Events 8 2 Needs and Objectives of Holding this Session of the Advisory Panel 11 3 Reviews in the Respective Policy Areas (1) Overseas Communications 13 (2) Domestic Awareness 16 (3) National Museum of Territory and Sovereignty 19 (4) Material Research 23 4 Integrative Promotion of Measures in the Respective Policy Areas 27 Reference Members of the Advisory Panel on Communications Concerning Territorial Integrity 28 Meetings of the Advisory Panel on Communications Concerning Territorial Integrity 29 2 Ⅰ Recommendations 1 Background and Challenges Related to the Initiatives on Domestic and Overseas Communications Concerning Territorial Integrity Since the first appointment of a Minister in charge of Territorial Issues in December 2012, the Government of Japan has been taking initiatives to strengthen domestic and overseas communications concerning territorial integrity with regard to Takeshima and the Senkaku Islands, in addition to the Northern Territories, which was already being addressed under a cross-governmental framework. In July 2013 and June 2015, the Advisory Panel submitted a report and recommendations on such initiatives to the Minister in charge of Territorial Issues. Taking into consideration the direction of policies suggested in these documents, the Government has taken measures related to overseas communications, domestic awareness and material research. In January 2018, the National Museum of Territory and Sovereignty was established as an institutional hub for public communication, both domestically and internationally.