Thursday, August 11, 2005
Tweet[IWS] NO MESSAGES until 12 September 2005
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
NO MESSAGES will be sent until 12 September 2005
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
NO MESSAGES will be sent until 12 September 2005
_____________________________
This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.
Stuart Basefsky
Director, IWS News Bureau
Institute for Workplace Studies
Cornell/ILR School
16 E. 34th Street, 4th Floor
New York, NY 10016
Telephone: (607) 255-2703
Fax: (607) 255-9641
E-mail: smb6@cornell.edu
****************************************
# posted by SBasefsky : 2:06 PM
[IWS] NSF: SCIENCE & ENG. GRAD. ENROLLMENT UP 2003 DOWN for FOREIGN STUDENTS 1st Time w Temp Visas [10 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
National Science Foundation (NSF)
InfoBrief
Graduate Enrollment in Science and Engineering Programs Up in 2003, but Declines for First-Time Foreign Students [10 August 2005]
http://www.nsf.gov/statistics/infbrief/nsf05317/
or
http://www.nsf.gov/statistics/infbrief/nsf05317/nsf05317.pdf
[full-text, 6 pages]
[excerpts]
Graduate enrollment in science and engineering (S&E) programs reached an all-time high of 474,203 students in fall 2003 (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab1>table 1), a gain of 4 percent over S&E enrollment in 2002 and a gain of 9 percent over 1993. Between 2002 and 2003 S&E graduate enrollment increased by 19,311 students: 18,052 U.S. citizens and permanent visa holders and 1,259 temporary visa holders. U.S. institutions reported 33,685 postdoctoral appointees (postdocs) in S&E fields, also an all-time high.
...
Foreign-Student Enrollment
The number and proportion of foreign students (graduate students with temporary visas) increased every year from 1997 through 2002 (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab3>table 3). Although the number of temporary-visa holders rose in 2003, temporary-visa holders as a proportion of all S&E graduate students declined slightly, from 32 to 31 percent. Between 2002 and 2003 the number of students with temporary visas increased by almost 1,300, compared with increases of over 10,000 in each of the previous 3 years.
In 2003 students with temporary visas were more likely to enroll full time in a graduate S&E program than were U.S. citizens and permanent residents (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab3>table 3). Eighty-six percent of temporary-visa holders were enrolled full time, compared with 65 percent of U.S. citizens and permanent residents. But for the first time since 1994, the growth in full-time enrollment was greater for U.S. citizens and permanent residents (7 percent) than it was for foreign students (less than 1 percent). This trend reversal was also seen in part-time graduate enrollments. Although part-time graduate enrollment for temporary visa holders increased, the gain (3 percent) was less than that of previous years and is below the gain for U.S. citizens and permanent residents (5 percent).
For the second consecutive year, first-time, full-time enrollment declined among students with temporary visas and increased among U.S. citizens and permanent residents. After a decline of 6 percent between 2001 and 2002, first-time, full-time enrollment of students with temporary visas fell 8 percent in 2003. As a result, 20 percent of temporary-visa holders were first-time, full-time students in 2003, compared with 26 percent in 2000. Between 2002 and 2003 the number of full-time, first-time students with temporary visas declined by 2,600, with almost all of the decrease being among male students (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab4>table 4).
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
National Science Foundation (NSF)
InfoBrief
Graduate Enrollment in Science and Engineering Programs Up in 2003, but Declines for First-Time Foreign Students [10 August 2005]
http://www.nsf.gov/statistics/infbrief/nsf05317/
or
http://www.nsf.gov/statistics/infbrief/nsf05317/nsf05317.pdf
[full-text, 6 pages]
[excerpts]
Graduate enrollment in science and engineering (S&E) programs reached an all-time high of 474,203 students in fall 2003 (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab1>table 1), a gain of 4 percent over S&E enrollment in 2002 and a gain of 9 percent over 1993. Between 2002 and 2003 S&E graduate enrollment increased by 19,311 students: 18,052 U.S. citizens and permanent visa holders and 1,259 temporary visa holders. U.S. institutions reported 33,685 postdoctoral appointees (postdocs) in S&E fields, also an all-time high.
...
Foreign-Student Enrollment
The number and proportion of foreign students (graduate students with temporary visas) increased every year from 1997 through 2002 (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab3>table 3). Although the number of temporary-visa holders rose in 2003, temporary-visa holders as a proportion of all S&E graduate students declined slightly, from 32 to 31 percent. Between 2002 and 2003 the number of students with temporary visas increased by almost 1,300, compared with increases of over 10,000 in each of the previous 3 years.
In 2003 students with temporary visas were more likely to enroll full time in a graduate S&E program than were U.S. citizens and permanent residents (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab3>table 3). Eighty-six percent of temporary-visa holders were enrolled full time, compared with 65 percent of U.S. citizens and permanent residents. But for the first time since 1994, the growth in full-time enrollment was greater for U.S. citizens and permanent residents (7 percent) than it was for foreign students (less than 1 percent). This trend reversal was also seen in part-time graduate enrollments. Although part-time graduate enrollment for temporary visa holders increased, the gain (3 percent) was less than that of previous years and is below the gain for U.S. citizens and permanent residents (5 percent).
For the second consecutive year, first-time, full-time enrollment declined among students with temporary visas and increased among U.S. citizens and permanent residents. After a decline of 6 percent between 2001 and 2002, first-time, full-time enrollment of students with temporary visas fell 8 percent in 2003. As a result, 20 percent of temporary-visa holders were first-time, full-time students in 2003, compared with 26 percent in 2000. Between 2002 and 2003 the number of full-time, first-time students with temporary visas declined by 2,600, with almost all of the decrease being among male students (< http://www.nsf.gov/statistics/infbrief/nsf05317/#tab4>table 4).
_____________________________
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 : 12:16 PM
[IWS] Towers Perrin: DEFINED BENEFITS PENSIONS 7+ COUNTRIES 2nd Quarter Market Update [11 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
Towers Perrin
Global Capital Markets Update - 2nd Quarter Results of Defined Benefits Pension Plans in Selected Countries [11 August 2005]
http://www.towersperrin.com/hrservices/webcache/towers/United_States/publications/Periodicals/Capital_mkt/2005_08/GCMU2005Q2.pdf
[full-text, 8 pages]
[excerpts]
This Update reviews how global capital market
performance in the second quarter of 2005 affected
pension plans in major retirement markets worldwide. We
cover defined benefit pension plans in Australia, Brazil,
Canada, the Euro-zone, Japan, the U.K. and the U.S.
The impact of capital markets on these pension plans is
twofold:
.. On fund assets as a direct result of investment
performance
.. On plan liabilities (as measured under accepted
international accounting standards) through the effect of
changes in economic assumptions.
The chart below illustrates the changes in funded status of
pension plans worldwide for the second quarter of 2005
and for the year-to-date 2005.
...
Key Quarterly Results
.. It was a weak quarter for defined benefit pension
plans around the world, with most markets
experiencing a fall in funded status.
.. Declines in long-term nominal bond yields were
severe in many markets, forcing discount rates down,
and pension liabilities to increase substantially.
.. Equity market returns were sound, mainly on the back
of improved expectations for corporate earnings and
further solid returns for energy stocks. Fixed interest
investments benefited from lower bond yields and
produced positive results.
.. Overall, the rise in pension liabilities far outweighed
the improvement in asset values in the second
quarter. The PBO funded ratios in most markets are
only within a few percentage points of the lows
experienced in 2003.
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
Towers Perrin
Global Capital Markets Update - 2nd Quarter Results of Defined Benefits Pension Plans in Selected Countries [11 August 2005]
http://www.towersperrin.com/hrservices/webcache/towers/United_States/publications/Periodicals/Capital_mkt/2005_08/GCMU2005Q2.pdf
[full-text, 8 pages]
[excerpts]
This Update reviews how global capital market
performance in the second quarter of 2005 affected
pension plans in major retirement markets worldwide. We
cover defined benefit pension plans in Australia, Brazil,
Canada, the Euro-zone, Japan, the U.K. and the U.S.
The impact of capital markets on these pension plans is
twofold:
.. On fund assets as a direct result of investment
performance
.. On plan liabilities (as measured under accepted
international accounting standards) through the effect of
changes in economic assumptions.
The chart below illustrates the changes in funded status of
pension plans worldwide for the second quarter of 2005
and for the year-to-date 2005.
...
Key Quarterly Results
.. It was a weak quarter for defined benefit pension
plans around the world, with most markets
experiencing a fall in funded status.
.. Declines in long-term nominal bond yields were
severe in many markets, forcing discount rates down,
and pension liabilities to increase substantially.
.. Equity market returns were sound, mainly on the back
of improved expectations for corporate earnings and
further solid returns for energy stocks. Fixed interest
investments benefited from lower bond yields and
produced positive results.
.. Overall, the rise in pension liabilities far outweighed
the improvement in asset values in the second
quarter. The PBO funded ratios in most markets are
only within a few percentage points of the lows
experienced in 2003.
_____________________________
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 : 11:17 AM
[IWS] BLS: EXTENDED MASS LAYOFFS IN THE SECOND QUARTER OF 2005 [11 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
EXTENDED MASS LAYOFFS IN THE SECOND QUARTER OF 2005 [11 August 2005]
http://www.bls.gov/news.release/mslo.nr0.htm
or
http://www.bls.gov/news.release/pdf/mslo.pdf
[full-text, 21 pages]
In the second quarter of 2005, 1,056 mass layoff actions were taken
by employers that resulted in the separation of 211,009 workers from
their jobs for at least 31 days, according to preliminary figures re-
leased by the U.S. Department of Labor's Bureau of Labor Statistics.
Both the total number of layoff events and the number of separations
were sharply lower than in April-June 2004. Both figures were at their
lowest levels for any second quarter since 2000. (See table A.) The
declines over the year were most notable in administrative and support
services, transit and ground passenger transportation, and food manu-
facturing. Extended mass layoffs that involve the movement of work with-
in the same company or to a different company, domestically or outside
the U.S., occurred in 11 percent of the nonseasonal layoff events and
worker separations. (See table B.) Among employers who anticipated
recalling laid-off workers, 49 percent expected to extend the offer to
all laid-off workers. This is a lower proportion than a year earlier.
The completion of seasonal work accounted for 41 percent of all events
and resulted in 111,931 separations during the period--the highest share
and second highest level of private nonfarm seasonal separations for any
second quarter since the program began in the second quarter of 1995. Lay-
offs due to internal company restructuring (bankruptcy, business ownership
change, financial difficulty, and reorganization) represented 14 percent of
events and resulted in 25,927 separations, the lowest level for any second
quarter. Permanent closure of worksites occurred in 10 percent of all events
and affected 20,565 workers, the fewest number of separations due to perma-
nent closures for any second quarter.
In the second quarter of 2005, the national unemployment rate was 5.0 per-
cent, not seasonally adjusted; a year earlier it was 5.5 percent. Private
nonfarm payroll employment, not seasonally adjusted, increased by 1.8 percent
or about 2 million jobs from April-June 2004 to April-June 2005.
AND MUCH MORE...including TABLES....
_____________________________
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
________________________________________________________________________
EXTENDED MASS LAYOFFS IN THE SECOND QUARTER OF 2005 [11 August 2005]
http://www.bls.gov/news.release/mslo.nr0.htm
or
http://www.bls.gov/news.release/pdf/mslo.pdf
[full-text, 21 pages]
In the second quarter of 2005, 1,056 mass layoff actions were taken
by employers that resulted in the separation of 211,009 workers from
their jobs for at least 31 days, according to preliminary figures re-
leased by the U.S. Department of Labor's Bureau of Labor Statistics.
Both the total number of layoff events and the number of separations
were sharply lower than in April-June 2004. Both figures were at their
lowest levels for any second quarter since 2000. (See table A.) The
declines over the year were most notable in administrative and support
services, transit and ground passenger transportation, and food manu-
facturing. Extended mass layoffs that involve the movement of work with-
in the same company or to a different company, domestically or outside
the U.S., occurred in 11 percent of the nonseasonal layoff events and
worker separations. (See table B.) Among employers who anticipated
recalling laid-off workers, 49 percent expected to extend the offer to
all laid-off workers. This is a lower proportion than a year earlier.
The completion of seasonal work accounted for 41 percent of all events
and resulted in 111,931 separations during the period--the highest share
and second highest level of private nonfarm seasonal separations for any
second quarter since the program began in the second quarter of 1995. Lay-
offs due to internal company restructuring (bankruptcy, business ownership
change, financial difficulty, and reorganization) represented 14 percent of
events and resulted in 25,927 separations, the lowest level for any second
quarter. Permanent closure of worksites occurred in 10 percent of all events
and affected 20,565 workers, the fewest number of separations due to perma-
nent closures for any second quarter.
In the second quarter of 2005, the national unemployment rate was 5.0 per-
cent, not seasonally adjusted; a year earlier it was 5.5 percent. Private
nonfarm payroll employment, not seasonally adjusted, increased by 1.8 percent
or about 2 million jobs from April-June 2004 to April-June 2005.
AND MUCH MORE...including TABLES....
_____________________________
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 : 11:06 AM
Wednesday, August 10, 2005
Tweet[IWS] BLS DATA on UNIONS [10 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
BLS DATA on UNIONS [10 August 2005]
http://www.bls.gov/bls/blsuniondata.htm
This is a newly modified page on the BLS Web Site.
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
BLS DATA on UNIONS [10 August 2005]
http://www.bls.gov/bls/blsuniondata.htm
This is a newly modified page on the BLS Web Site.
_____________________________
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 : 4:46 PM
[IWS] ILO: CHINA Working Time in Transition STANDARDIZATION & FLEXIBILIZATION [2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
INTERNATIONAL LABOUR OFFICE GENEVA
Conditions of Work and Employment Programme
Conditions of Work and Employment Series No. 11
Working time in transition: The dual task of standardization and flexibilization in China
Xiangquan Zeng, Liang Lu, Saad Umar Idris
School of Labor and Human Resources
Renmin University of China
http://www.ilo.org/public/english/protection/condtrav/pdf/11cws.pdf
[full-text, 41 pages]
[excerpt]
This report is part of our global research project which aims to improve our understanding of working time in developing countries. The result of this project will be published in early 2006. In addition, the ILO has collected national laws and practices on working time and made them more accessible to ILO constituents by providing a searchable database ( http://www.ilo.org/travail/database/index.htm). Research work based on this database is currently under way. It is hoped that this report will stimulate discussions and debates on working time in China, thereby contributing to improving working time policies in this country. We thank Professor Zeng of the Renmin University and his colleagues for their excellent work and Kristine Falciola for her professional editing.
Contents
Page
Preface.................................................................................................................................... v
Section 1. Introduction..................................................................................................................... 1
Socio-economic context.......................................................................................................... 2
Social discussions and debates................................................................................................ 3
Section 2. Working hours: Towards a 40-hour workweek?.............................................................. 7
Laws and regulations.............................................................................................................. 7
Regulations on daily and weekly hours........................................................................ 7
Overtime work.............................................................................................................. 8
Rest breaks, rest days and paid holidays....................................................................... 9
Working hours in practice....................................................................................................... 10
Weekly working hours.................................................................................................. 10
Overtime hours............................................................................................................. 15
Annual paid leave ......................................................................................................... 17
Section 3. Working time arrangements: Farewell to standard working time?.................................. 19
Legal and policy framework concerning working time arrangements: Standardization versus flexibilization................ 19
Working time arrangements in practice: Challenges for standard working time.................... 20
Unsocial working hours................................................................................................ 20
Flexible working time arrangements............................................................................ 22
Part-time work.............................................................................................................. 23
Workers evaluations.................................................................................................... 25
Section 4. Conclusions and prospects............................................................................................... 27
References........................................................................................................................................ 29
Annex............................................................................................................................................... 31
Descriptive statistics: The employee survey (2003-2004)...................................................... 31
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
INTERNATIONAL LABOUR OFFICE GENEVA
Conditions of Work and Employment Programme
Conditions of Work and Employment Series No. 11
Working time in transition: The dual task of standardization and flexibilization in China
Xiangquan Zeng, Liang Lu, Saad Umar Idris
School of Labor and Human Resources
Renmin University of China
http://www.ilo.org/public/english/protection/condtrav/pdf/11cws.pdf
[full-text, 41 pages]
[excerpt]
This report is part of our global research project which aims to improve our understanding of working time in developing countries. The result of this project will be published in early 2006. In addition, the ILO has collected national laws and practices on working time and made them more accessible to ILO constituents by providing a searchable database ( http://www.ilo.org/travail/database/index.htm). Research work based on this database is currently under way. It is hoped that this report will stimulate discussions and debates on working time in China, thereby contributing to improving working time policies in this country. We thank Professor Zeng of the Renmin University and his colleagues for their excellent work and Kristine Falciola for her professional editing.
Contents
Page
Preface.................................................................................................................................... v
Section 1. Introduction..................................................................................................................... 1
Socio-economic context.......................................................................................................... 2
Social discussions and debates................................................................................................ 3
Section 2. Working hours: Towards a 40-hour workweek?.............................................................. 7
Laws and regulations.............................................................................................................. 7
Regulations on daily and weekly hours........................................................................ 7
Overtime work.............................................................................................................. 8
Rest breaks, rest days and paid holidays....................................................................... 9
Working hours in practice....................................................................................................... 10
Weekly working hours.................................................................................................. 10
Overtime hours............................................................................................................. 15
Annual paid leave ......................................................................................................... 17
Section 3. Working time arrangements: Farewell to standard working time?.................................. 19
Legal and policy framework concerning working time arrangements: Standardization versus flexibilization................ 19
Working time arrangements in practice: Challenges for standard working time.................... 20
Unsocial working hours................................................................................................ 20
Flexible working time arrangements............................................................................ 22
Part-time work.............................................................................................................. 23
Workers evaluations.................................................................................................... 25
Section 4. Conclusions and prospects............................................................................................... 27
References........................................................................................................................................ 29
Annex............................................................................................................................................... 31
Descriptive statistics: The employee survey (2003-2004)...................................................... 31
_____________________________
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 : 3:34 PM
[IWS] ILO: WORKING TIME LAWS: A GLOBAL PERSPECTIVE [2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
International Labour Office -- Geneva
WORKING TIME LAWS: A GLOBAL PERSPECTIVE [2005]
Findings from the ILO's Conditions of Work and Employment Database
Deirdre McCann
http://www.ilo.org/public/english/protection/condtrav/pdf/wtwo-dm-05.pdf
[full-text, 85 pages]
[excerpt]
The report draws on the Working Time Database, a searchable online
database covering laws on working time ( www.ilo.org/travdatabase).1 The
Database and this report are intended to make information on working time laws
easily accessible; raise awareness of what is being done to improve working time
arrangements in different countries; and, by permitting valid and accurate
comparisons of regulations at the national level, advance national and international
debates about how working time should be regulated.
The report builds on our recent publication on Working Time and Workers'
Preferences in Industrialized Countries,2 which drew on the experience of these
countries to make a set of suggestions for designing working time policies that
can advance 'decent working time'. For the future, the data compiled for this
report will be drawn on as part of our current programme of research on working
time trends, laws and policy developments in developing and transition countries,
the results of which we intend to publish next year.
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
International Labour Office -- Geneva
WORKING TIME LAWS: A GLOBAL PERSPECTIVE [2005]
Findings from the ILO's Conditions of Work and Employment Database
Deirdre McCann
http://www.ilo.org/public/english/protection/condtrav/pdf/wtwo-dm-05.pdf
[full-text, 85 pages]
[excerpt]
The report draws on the Working Time Database, a searchable online
database covering laws on working time ( www.ilo.org/travdatabase).1 The
Database and this report are intended to make information on working time laws
easily accessible; raise awareness of what is being done to improve working time
arrangements in different countries; and, by permitting valid and accurate
comparisons of regulations at the national level, advance national and international
debates about how working time should be regulated.
The report builds on our recent publication on Working Time and Workers'
Preferences in Industrialized Countries,2 which drew on the experience of these
countries to make a set of suggestions for designing working time policies that
can advance 'decent working time'. For the future, the data compiled for this
report will be drawn on as part of our current programme of research on working
time trends, laws and policy developments in developing and transition countries,
the results of which we intend to publish next year.
_____________________________
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 : 3:21 PM
[IWS] ILO: SEXUAL HARASSMENT National & International RESPONSES [2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
INTERNATIONAL LABOUR OFFICE GENEVA
Conditions of Work and Employment Programme
Conditions of Work and Employment Series No. 2
Sexual harassment at work: National and international responses [2005]
Deirdre McCann
http://www.ilo.org/public/english/protection/condtrav/pdf/2cws.pdf
[full-text, 74 pages]
[excerpt]
Sexual harassment is a hazard encountered in workplaces across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations. For the International Labour Organization, workplace sexual harassment is a barrier towards its primary goal of promoting decent working conditions for all workers.
This report contributes to the ILOs activities in this area by providing an overview of what is being done to prevent and combat workplace sexual harassment at international level and in countries across the world. It reviews international standards and national legislation; the activities of governments, employers and workers organizations, and NGOs; and workplace policies and programmes. The report does not provide an exhaustive account of these measures, but instead attempts to identify the main approaches being taken, to highlight dominant trends and to single out best practices.
It finds that in countries in which research has been conducted, workplace sexual harassment is relatively widespread. Moreover, although it has male victims, sexual harassment is overwhelmingly directed at women, especially those in less-powerful positions in the labour market. It has also become apparent that it can impose substantial costs on both its victims and their employers.
The report shows that sexual harassment has been the subject of a broad range of measures since the late 1970s. At the international level, it has been addressed as both an aspect of gender discrimination and as a form of violence against women. Governments in all regions have enacted legislation to prohibit it, mainly over the period since 1995. In this regard, the report identifies signs of an emerging trend towards enacting specific laws against sexual harassment which draw on both civil and criminal law approaches; of imposing duties on employers and holding them liable for the actions of their employees, and of tailoring enforcement procedures so that they do not discourage individuals from bringing claims. The role of laws in encouraging employers to introduce workplace policies is also increasingly influencing their content.
In addition to legal measures, many governments, employers and workers organizations, and other bodies are using a range of techniques to prevent sexual harassment and help its victims. It is common, for example, for governments to issue guidance on how to design anti-sexual harassment measures and to offer counselling to workers who have been targeted. Workers and employers organizations are producing model policies and collective agreement clauses, issuing guidance on complying with laws, conducting research and providing training. At the workplace level, growing numbers of employers are introducing sexual harassment policies and complaints procedures, particularly in industrialized countries; and there are signs of awareness of the need for these policies in a number of countries in which they have, until now, been relatively rare. Moreover, there appears to be an emerging consensus around what workplace policies should contain and the steps to be taken to implement them, which can be drawn on by those employers who have yet to take action.
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
INTERNATIONAL LABOUR OFFICE GENEVA
Conditions of Work and Employment Programme
Conditions of Work and Employment Series No. 2
Sexual harassment at work: National and international responses [2005]
Deirdre McCann
http://www.ilo.org/public/english/protection/condtrav/pdf/2cws.pdf
[full-text, 74 pages]
[excerpt]
Sexual harassment is a hazard encountered in workplaces across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations. For the International Labour Organization, workplace sexual harassment is a barrier towards its primary goal of promoting decent working conditions for all workers.
This report contributes to the ILOs activities in this area by providing an overview of what is being done to prevent and combat workplace sexual harassment at international level and in countries across the world. It reviews international standards and national legislation; the activities of governments, employers and workers organizations, and NGOs; and workplace policies and programmes. The report does not provide an exhaustive account of these measures, but instead attempts to identify the main approaches being taken, to highlight dominant trends and to single out best practices.
It finds that in countries in which research has been conducted, workplace sexual harassment is relatively widespread. Moreover, although it has male victims, sexual harassment is overwhelmingly directed at women, especially those in less-powerful positions in the labour market. It has also become apparent that it can impose substantial costs on both its victims and their employers.
The report shows that sexual harassment has been the subject of a broad range of measures since the late 1970s. At the international level, it has been addressed as both an aspect of gender discrimination and as a form of violence against women. Governments in all regions have enacted legislation to prohibit it, mainly over the period since 1995. In this regard, the report identifies signs of an emerging trend towards enacting specific laws against sexual harassment which draw on both civil and criminal law approaches; of imposing duties on employers and holding them liable for the actions of their employees, and of tailoring enforcement procedures so that they do not discourage individuals from bringing claims. The role of laws in encouraging employers to introduce workplace policies is also increasingly influencing their content.
In addition to legal measures, many governments, employers and workers organizations, and other bodies are using a range of techniques to prevent sexual harassment and help its victims. It is common, for example, for governments to issue guidance on how to design anti-sexual harassment measures and to offer counselling to workers who have been targeted. Workers and employers organizations are producing model policies and collective agreement clauses, issuing guidance on complying with laws, conducting research and providing training. At the workplace level, growing numbers of employers are introducing sexual harassment policies and complaints procedures, particularly in industrialized countries; and there are signs of awareness of the need for these policies in a number of countries in which they have, until now, been relatively rare. Moreover, there appears to be an emerging consensus around what workplace policies should contain and the steps to be taken to implement them, which can be drawn on by those employers who have yet to take action.
_____________________________
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 : 3:14 PM
[IWS] ILO: CAMBODIA'S GARMENT SECTOR WORKING CONDITIONS 12th Synthesis Report [8 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
INTERNATIONAL LABOUR ORGANIZATION (ILO)
BETTER FACTORIES CAMBODIA
KINGDOM OF CAMBODIA
TWELFTH SYNTHESIS REPORT ON THE WORKING CONDITIONS IN CAMBODIA'S GARMENT SECTOR
8 AUGUST 2005
http://www.betterfactories.org/content/documents/1/12th%20Synthesis%20Report%20(En).pdf
[full-text, 42 pages]
[excerpt]
1.3 This synthesis report
This twelfth synthesis report is the first of its kind to assess the progress made by factories in
improving working conditions determined during a third follow-up visit. Thus, this synthesis
report examines the progress made by 26 factories between their second and third followup
visits in implementing suggestions made by the project. There were originally 30
factories in this group, however, 4 have closed. This twelfth synthesis report covers the
same factories included in the first synthesis report (initial monitoring visits) of November
2001, the third synthesis report of June 2002 (first follow-up visits), and the sixth synthesis
report of June 2003 (second follow-up visits). At the time of the third follow-up visits, these
factories employed 21,729 workers, of whom 19,981 were women and 1748 were men.
While the report indicates the levels of compliance across a wide range of issues, the key
findings for the 26 factories covered by this report are listed below. The factories covered
in this report have a higher level of compliance with labour standards than those factories
covered in the Eleventh Synthesis Report, which contained findings made during initial
monitoring visits. This difference is likely due to the fact that factories tend to improve
working conditions with successive monitoring visits.
Key Findings in the Twelfth Synthesis Report
.. There is no evidence of forced labour.
.. Two factories that had been altering the contractual status of workers
when they returned from maternity leave have discontinued this
practice. However, in another factory, management required workers
to take an additional 3 months of maternity leave over that provided by
law. The additional 3 months leave was unpaid.
.. No underage workers were found in any of the factories.
.. About one third of the factories monitored do not comply with
minimum wage requirements for casual workers.
.. More than two thirds of the factories monitored ensure that overtime
work is voluntary. However, in most of the factories monitored,
overtime work is not exceptional or limited to two hours per day.
.. Regarding freedom of association, one factory terminated several union
leaders and union members after a strike, accusing them of inciting
other workers to go on strike and of committing various serious
offences. The Arbitration Council ordered the factory to re-hire these
workers, but the factory objected to this award, and has appealed it in
court.
.. None of the six strikes that took place during the 12 months preceding
the monitoring visits were organized in conformity with legal
requirements, but all of the strikes were peaceful.
.. Progress in meeting health and safety standards was mixed. Most of the
factories provide personal protective equipment to workers; however,
workers in about 80% of the factories fail to use it. More than half of
the factories also have failed to install safety guards on machines.
For earlier reports, see --
http://www.betterfactories.org/ILO/resources.aspx?z=7&c=1
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
INTERNATIONAL LABOUR ORGANIZATION (ILO)
BETTER FACTORIES CAMBODIA
KINGDOM OF CAMBODIA
TWELFTH SYNTHESIS REPORT ON THE WORKING CONDITIONS IN CAMBODIA'S GARMENT SECTOR
8 AUGUST 2005
http://www.betterfactories.org/content/documents/1/12th%20Synthesis%20Report%20(En).pdf
[full-text, 42 pages]
[excerpt]
1.3 This synthesis report
This twelfth synthesis report is the first of its kind to assess the progress made by factories in
improving working conditions determined during a third follow-up visit. Thus, this synthesis
report examines the progress made by 26 factories between their second and third followup
visits in implementing suggestions made by the project. There were originally 30
factories in this group, however, 4 have closed. This twelfth synthesis report covers the
same factories included in the first synthesis report (initial monitoring visits) of November
2001, the third synthesis report of June 2002 (first follow-up visits), and the sixth synthesis
report of June 2003 (second follow-up visits). At the time of the third follow-up visits, these
factories employed 21,729 workers, of whom 19,981 were women and 1748 were men.
While the report indicates the levels of compliance across a wide range of issues, the key
findings for the 26 factories covered by this report are listed below. The factories covered
in this report have a higher level of compliance with labour standards than those factories
covered in the Eleventh Synthesis Report, which contained findings made during initial
monitoring visits. This difference is likely due to the fact that factories tend to improve
working conditions with successive monitoring visits.
Key Findings in the Twelfth Synthesis Report
.. There is no evidence of forced labour.
.. Two factories that had been altering the contractual status of workers
when they returned from maternity leave have discontinued this
practice. However, in another factory, management required workers
to take an additional 3 months of maternity leave over that provided by
law. The additional 3 months leave was unpaid.
.. No underage workers were found in any of the factories.
.. About one third of the factories monitored do not comply with
minimum wage requirements for casual workers.
.. More than two thirds of the factories monitored ensure that overtime
work is voluntary. However, in most of the factories monitored,
overtime work is not exceptional or limited to two hours per day.
.. Regarding freedom of association, one factory terminated several union
leaders and union members after a strike, accusing them of inciting
other workers to go on strike and of committing various serious
offences. The Arbitration Council ordered the factory to re-hire these
workers, but the factory objected to this award, and has appealed it in
court.
.. None of the six strikes that took place during the 12 months preceding
the monitoring visits were organized in conformity with legal
requirements, but all of the strikes were peaceful.
.. Progress in meeting health and safety standards was mixed. Most of the
factories provide personal protective equipment to workers; however,
workers in about 80% of the factories fail to use it. More than half of
the factories also have failed to install safety guards on machines.
For earlier reports, see --
http://www.betterfactories.org/ILO/resources.aspx?z=7&c=1
_____________________________
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 : 3:00 PM
[IWS] ILO: Informal Economy, Undeclared Work & Labour Administration [June 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
International Labour Office - Geneva
Social Dialogue, Labour Law and Labour Administration Department
Informal Economy, Undeclared Work and Labour Administration
José Luis Daza June 2005
http://www.ilo.org/public/english/dialogue/ifpdial/downloads/papers/informal.pdf
[full-text, 73 pages]
[excerpts
This research document was validated at an Experts meeting on Undeclared work, informal economy and labour administration which was held in Turin on 4-6 May 2005. The workshop key objective was to show how labour administration can contribute to extending decent work to those categories of workers deprived of rights, either because they are undeclared by their employers, or are considered excluded from the application of labour and social security laws.
...
With a view to establishing a basis for a technical discussion, this working paper will attempt:
1. To describe the evolution of the terminology;
2. To describe what is meant by informal economy in industrialized and developing countries, taking labour legislation as a starting point;
3. To explain which activities by persons or enterprises are not covered by labour laws;
4. To highlight the decent work deficit in the informal economy in terms of the legal situation of those employed in it and suggest a concept of labour informality with which labour administrations can work;
5. To propose key elements for action by labour administrations in the framework of a global and integrated strategy to facilitate the transition from the informal to the formal economy.
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
International Labour Office - Geneva
Social Dialogue, Labour Law and Labour Administration Department
Informal Economy, Undeclared Work and Labour Administration
José Luis Daza June 2005
http://www.ilo.org/public/english/dialogue/ifpdial/downloads/papers/informal.pdf
[full-text, 73 pages]
[excerpts
This research document was validated at an Experts meeting on Undeclared work, informal economy and labour administration which was held in Turin on 4-6 May 2005. The workshop key objective was to show how labour administration can contribute to extending decent work to those categories of workers deprived of rights, either because they are undeclared by their employers, or are considered excluded from the application of labour and social security laws.
...
With a view to establishing a basis for a technical discussion, this working paper will attempt:
1. To describe the evolution of the terminology;
2. To describe what is meant by informal economy in industrialized and developing countries, taking labour legislation as a starting point;
3. To explain which activities by persons or enterprises are not covered by labour laws;
4. To highlight the decent work deficit in the informal economy in terms of the legal situation of those employed in it and suggest a concept of labour informality with which labour administrations can work;
5. To propose key elements for action by labour administrations in the framework of a global and integrated strategy to facilitate the transition from the informal to the formal economy.
_____________________________
This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.
Stuart Basefsky
Director, IWS News Bureau
Institute for Workplace Studies
Cornell/ILR School
16 E. 34th Street, 4th Floor
New York, NY 10016
Telephone: (607) 255-2703
Fax: (607) 255-9641
E-mail: smb6@cornell.edu
****************************************
# posted by SBasefsky : 2:45 PM
[IWS] Watson Wyatt: CHINA's Yuan Revaluation & MULTINATIONALS [August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
Watson Wyatt [August 2005]
Asia Pacific - China
The yuan revaluation: what does it mean for your China business?
http://www.watsonwyatt.com/news/globalnews2.asp?ID=14909&nm=Asia%20Pacific%20-%20China
After months of speculation and political wrangling, Beijing recently announced a revaluation of the yuan and an end of its decade-old peg to the U.S. dollar. Certainly, there is no shortage of commentary on this event from economists, investors and political pundits alike. But what are the practical implications for multinationals particularly U.S. multinationals operating in China?
The 2.1% revaluation on July 21 may not seem like a significant change at first glance, but even a small percentage can have a considerable impact in real dollar terms. But more important than the revaluation is the decision to shift the yuan peg away from the dollar to a basket of currencies. Although China has not relaxed its capital controls, these changes could herald the beginning of a long-term strengthening of the yuan against the U.S. dollar.
Watson Wyatt has identified the following implications for multinationals operating in China:
Measuring Results in China.
U.S. multinationals (MNCs) operating in China are already hard-pressed to turn a profit. These changes will further raise the bar for success. MNCs will need to take this into account when looking at people costs and comparing offshoring options.
Expatriate Costs in China.
The issue of expatriate pay is quite complicated, as the impact on business depends on which entity China operations or the U.S. headquarters is paying the salaries, and in which currency the salaries are denominated. Expatriates compensated on U.S. dollar packages may argue for an increase in their cost of living allowances as the purchasing power of their U.S. dollars in China will be reduced by the revaluation. Expatriates on yuan-based packages paid for by the local operation will not experience any change in their purchasing power in China, and may have a windfall when repatriating their savings back to the U.S.
Manufacturing Costs.
Importing and assembling component parts in China will become cheaper with the yuan revaluation. However, in U.S. dollar terms, the value-added in China (e.g., labor, parts procured in China) becomes more expensive, so the overall price of the export to the U.S. will likely be higher if global competition allows. The extent of the cost increases depends largely on the MNCs industry labor-intensive export industries are likely to experience higher cost increases than capital-intensive industries and whether its focus is on selling within China or exporting back to the U.S.
Second Generation Offshoring.
If the yuan continues to strengthen over time, investment decisions at the margin will be effected. The cost of building and maintaining a factory in China will increase. While a stronger yuan in itself may not spark a wholesale relocation of production capacity (assuming China can climb its way up the production value chain, as Japan and Taiwan have done), companies could rethink their industrial strategies in China. As Taiwanese companies have offshored the low-end portion of their production to China, the next step may be for companies operating in China to offshore part of their operations to less developed countries such as Vietnam and Bangladesh.
Chinese Buyers of U.S. Assets.
The yuan revaluation will become an enabler in a broader trend: the purchasing of U.S. companies by Chinese companies. As its economy develops, China will seek investments abroad. A significant yuan revaluation will lower the cost of U.S. assets and encourage the acquisition of foreign companies by Chinese entities. The addition of Chinese global companies to an already fierce and tough trading marketplace will require MNCs to compete more effectively.
August, 2005
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
Watson Wyatt [August 2005]
Asia Pacific - China
The yuan revaluation: what does it mean for your China business?
http://www.watsonwyatt.com/news/globalnews2.asp?ID=14909&nm=Asia%20Pacific%20-%20China
After months of speculation and political wrangling, Beijing recently announced a revaluation of the yuan and an end of its decade-old peg to the U.S. dollar. Certainly, there is no shortage of commentary on this event from economists, investors and political pundits alike. But what are the practical implications for multinationals particularly U.S. multinationals operating in China?
The 2.1% revaluation on July 21 may not seem like a significant change at first glance, but even a small percentage can have a considerable impact in real dollar terms. But more important than the revaluation is the decision to shift the yuan peg away from the dollar to a basket of currencies. Although China has not relaxed its capital controls, these changes could herald the beginning of a long-term strengthening of the yuan against the U.S. dollar.
Watson Wyatt has identified the following implications for multinationals operating in China:
Measuring Results in China.
U.S. multinationals (MNCs) operating in China are already hard-pressed to turn a profit. These changes will further raise the bar for success. MNCs will need to take this into account when looking at people costs and comparing offshoring options.
Expatriate Costs in China.
The issue of expatriate pay is quite complicated, as the impact on business depends on which entity China operations or the U.S. headquarters is paying the salaries, and in which currency the salaries are denominated. Expatriates compensated on U.S. dollar packages may argue for an increase in their cost of living allowances as the purchasing power of their U.S. dollars in China will be reduced by the revaluation. Expatriates on yuan-based packages paid for by the local operation will not experience any change in their purchasing power in China, and may have a windfall when repatriating their savings back to the U.S.
Manufacturing Costs.
Importing and assembling component parts in China will become cheaper with the yuan revaluation. However, in U.S. dollar terms, the value-added in China (e.g., labor, parts procured in China) becomes more expensive, so the overall price of the export to the U.S. will likely be higher if global competition allows. The extent of the cost increases depends largely on the MNCs industry labor-intensive export industries are likely to experience higher cost increases than capital-intensive industries and whether its focus is on selling within China or exporting back to the U.S.
Second Generation Offshoring.
If the yuan continues to strengthen over time, investment decisions at the margin will be effected. The cost of building and maintaining a factory in China will increase. While a stronger yuan in itself may not spark a wholesale relocation of production capacity (assuming China can climb its way up the production value chain, as Japan and Taiwan have done), companies could rethink their industrial strategies in China. As Taiwanese companies have offshored the low-end portion of their production to China, the next step may be for companies operating in China to offshore part of their operations to less developed countries such as Vietnam and Bangladesh.
Chinese Buyers of U.S. Assets.
The yuan revaluation will become an enabler in a broader trend: the purchasing of U.S. companies by Chinese companies. As its economy develops, China will seek investments abroad. A significant yuan revaluation will lower the cost of U.S. assets and encourage the acquisition of foreign companies by Chinese entities. The addition of Chinese global companies to an already fierce and tough trading marketplace will require MNCs to compete more effectively.
August, 2005
_____________________________
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 : 1:56 PM
[IWS] UK: Survey HR's role in Mergers & Acquisitions [8 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
Mercer
Survey - HRs involvement in mergers and acquisitions
United Kingdom
London, 8 August 2005
http://www.mercerhr.com/pressrelease/details.jhtml/dynamic/idContent/1188905;jsessionid=HEH0FXQHSM03SCTGOUGCHPQKMZ0QYI2C
Despite the expected increase in merger and acquisition (M&A) activity, one in five HR functions (21%) would not be ready to provide support if their business became involved in a deal, according to a survey by Mercer Human Resource Consulting.
The survey of over 200 HR professionals found the biggest challenge posed by a merger or acquisition is communicating effectively with employees cited by 39% of respondents. Managing the people issues, such as retaining key employees and identifying suitable roles, was deemed to be the most challenging aspect by 35% of respondents, while the rest (26%) said it was harmonising employees pay and benefits.
Organisations rely heavily on their HR departments during mergers and acquisitions as the way employee issues are handled is crucial to the success of a deal. All the signs show that M&A activity is on the increase, so HR needs to step up to the plate, said Peter Wallum, European Partner at Mercer.
He added: Uncertainty surrounding deals can make employees anxious, so regular communication is paramount. If insufficient information is provided, employees will draw their own conclusions and companies risk losing key staff.
The survey found that 24% of organisations involve HR at the strategy and deal planning stage of a merger or acquisition. Forty per cent of companies engage HR at the due diligence phase, while 36% wait until deal implementation when the two organisations integrate.
HR has a valuable contribution to make in an M&A situation, so the function should be involved as early as possible, Mr Wallum commented.
Notes: The survey was conducted prior to a European web-briefing called Getting HR ready for a merger or acquisition.
M&A activity is expected to increase this year. A recent survey by The Association for Corporate Growth and Thomson Financial found that the percentage of dealmakers who view the current M&A environment as good or excellent jumped to 85% from 72% at the end of 2004, and 45% at the end of 2003.
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
Mercer
Survey - HRs involvement in mergers and acquisitions
United Kingdom
London, 8 August 2005
http://www.mercerhr.com/pressrelease/details.jhtml/dynamic/idContent/1188905;jsessionid=HEH0FXQHSM03SCTGOUGCHPQKMZ0QYI2C
Despite the expected increase in merger and acquisition (M&A) activity, one in five HR functions (21%) would not be ready to provide support if their business became involved in a deal, according to a survey by Mercer Human Resource Consulting.
The survey of over 200 HR professionals found the biggest challenge posed by a merger or acquisition is communicating effectively with employees cited by 39% of respondents. Managing the people issues, such as retaining key employees and identifying suitable roles, was deemed to be the most challenging aspect by 35% of respondents, while the rest (26%) said it was harmonising employees pay and benefits.
Organisations rely heavily on their HR departments during mergers and acquisitions as the way employee issues are handled is crucial to the success of a deal. All the signs show that M&A activity is on the increase, so HR needs to step up to the plate, said Peter Wallum, European Partner at Mercer.
He added: Uncertainty surrounding deals can make employees anxious, so regular communication is paramount. If insufficient information is provided, employees will draw their own conclusions and companies risk losing key staff.
The survey found that 24% of organisations involve HR at the strategy and deal planning stage of a merger or acquisition. Forty per cent of companies engage HR at the due diligence phase, while 36% wait until deal implementation when the two organisations integrate.
HR has a valuable contribution to make in an M&A situation, so the function should be involved as early as possible, Mr Wallum commented.
Notes: The survey was conducted prior to a European web-briefing called Getting HR ready for a merger or acquisition.
M&A activity is expected to increase this year. A recent survey by The Association for Corporate Growth and Thomson Financial found that the percentage of dealmakers who view the current M&A environment as good or excellent jumped to 85% from 72% at the end of 2004, and 45% at the end of 2003.
_____________________________
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 : 1:40 PM
[IWS] BLS: JOB OPENINGS AND LABOR TURNOVER: JUNE 2005 [10 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
JOB OPENINGS AND LABOR TURNOVER: JUNE 2005 [10 August 2005]
http://www.bls.gov/news.release/jolts.nr0.htm
or
http://www.bls.gov/news.release/pdf/jolts.pdf
[full-text, 13 pages]
The job openings, hires, and total separations rates were all
essentially unchanged in June, the Bureau of Labor Statistics of the U.S.
Department of Labor reported today. This release includes estimates of the
number and rate of job openings, hires, and separations for the total
nonfarm sector by industry and geographic region.
Job Openings
On the last business day of June 2005, there were 3.5 million job
openings in the United States, and the job openings rate was 2.6 percent.
(See table 1.) The job openings rate was little changed in June, but has
generally trended upward since September 2003. In June, the job openings
rate was little changed in all industries and regions except in the West,
where it increased.
Hires and Separations
The hires rate was little changed at 3.5 percent in June. (See table
2.) Hires are any additions to the payroll during the month. In June, the
hires rate was little changed in each region, and changed significantly
only in the leisure and hospitality industry, where it increased.
The total separations, or turnover, rate was little changed at 3.3
percent in June. (See table 3.) Separations are terminations of em-
ployment that occur at any time during the month. In June, the total
separations rate did not change significantly in any industry or region.
Total separations include quits (voluntary separations), layoffs and
discharges (involuntary separations), and other separations (including
retirements). The quits rate, which can serve as a barometer of workers'
ability to change jobs, remained at 1.9 percent in June. (See table 4.)
The quits rate did not change significantly in any industry in June. In
the regions, the quits rate changed only in the West, where it increased.
The other two components of total separations--layoffs and discharges,
and other separations--are not seasonally adjusted. From June 2004 to June
2005, the layoffs and discharges rate was unchanged at 1.1 percent, but the
other separations rate decreased to 0.2 percent. (See tables 9 and 10.)
AND MORE...including TABLES and CHARTS....
_____________________________
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
________________________________________________________________________
JOB OPENINGS AND LABOR TURNOVER: JUNE 2005 [10 August 2005]
http://www.bls.gov/news.release/jolts.nr0.htm
or
http://www.bls.gov/news.release/pdf/jolts.pdf
[full-text, 13 pages]
The job openings, hires, and total separations rates were all
essentially unchanged in June, the Bureau of Labor Statistics of the U.S.
Department of Labor reported today. This release includes estimates of the
number and rate of job openings, hires, and separations for the total
nonfarm sector by industry and geographic region.
Job Openings
On the last business day of June 2005, there were 3.5 million job
openings in the United States, and the job openings rate was 2.6 percent.
(See table 1.) The job openings rate was little changed in June, but has
generally trended upward since September 2003. In June, the job openings
rate was little changed in all industries and regions except in the West,
where it increased.
Hires and Separations
The hires rate was little changed at 3.5 percent in June. (See table
2.) Hires are any additions to the payroll during the month. In June, the
hires rate was little changed in each region, and changed significantly
only in the leisure and hospitality industry, where it increased.
The total separations, or turnover, rate was little changed at 3.3
percent in June. (See table 3.) Separations are terminations of em-
ployment that occur at any time during the month. In June, the total
separations rate did not change significantly in any industry or region.
Total separations include quits (voluntary separations), layoffs and
discharges (involuntary separations), and other separations (including
retirements). The quits rate, which can serve as a barometer of workers'
ability to change jobs, remained at 1.9 percent in June. (See table 4.)
The quits rate did not change significantly in any industry in June. In
the regions, the quits rate changed only in the West, where it increased.
The other two components of total separations--layoffs and discharges,
and other separations--are not seasonally adjusted. From June 2004 to June
2005, the layoffs and discharges rate was unchanged at 1.1 percent, but the
other separations rate decreased to 0.2 percent. (See tables 9 and 10.)
AND MORE...including TABLES and CHARTS....
_____________________________
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 : 1:39 PM
Tuesday, August 09, 2005
Tweet[IWS] EBRI: FACTORS THREATENING RETIREMENT SECURITY [9 August 2005]
IWS Documented News Service
_______________________________
Institute for Workplace Studies Professor Samuel B. Bacharach
School of Industrial & Labor Relations Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor Stuart Basefsky
New York, NY 10016 Director, IWS News Bureau
________________________________________________________________________
Employee Benefit Research Institute (EBRI)
EBRI NOTES, August 2005, Vol. 26, No. 8
Retirement Income Security: A Look at Social Security, Employment-Based Retirement Plans, and Health Savings Accounts
http://www.ebri.org/pdf/EBRI_Notes_08-2005.pdf
[full-text, 12 pages]
A variety of factors, including rising health care costs, increasingly suggest that individuals who are trying to plan for a secure retirement face a gathering storm, speakers told about 100 participants at the Employee Benefit Research Institute's spring policy forum. EBRI researchers and nearly a dozen other experts examined the different forces at work that threaten Americans' economic security in retirement as they discussed three topics: Social Security overhaul, 401(k) enrollment and accumulations, and health savings accounts.
See PRESS RELEASE - 9 August 2005
EBRI Policy Forum:
Experts Examine Factors Threatening Retirement Security
http://www.ebri.org/pdf/PR_711_9Aug05.pdf
_____________________________
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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
Employee Benefit Research Institute (EBRI)
EBRI NOTES, August 2005, Vol. 26, No. 8
Retirement Income Security: A Look at Social Security, Employment-Based Retirement Plans, and Health Savings Accounts
http://www.ebri.org/pdf/EBRI_Notes_08-2005.pdf
[full-text, 12 pages]
A variety of factors, including rising health care costs, increasingly suggest that individuals who are trying to plan for a secure retirement face a gathering storm, speakers told about 100 participants at the Employee Benefit Research Institute's spring policy forum. EBRI researchers and nearly a dozen other experts examined the different forces at work that threaten Americans' economic security in retirement as they discussed three topics: Social Security overhaul, 401(k) enrollment and accumulations, and health savings accounts.
See PRESS RELEASE - 9 August 2005
EBRI Policy Forum:
Experts Examine Factors Threatening Retirement Security
http://www.ebri.org/pdf/PR_711_9Aug05.pdf
_____________________________
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 : 11:45 AM
[IWS] INDIA Changing Face of AMERICAN BUSINESS (Conference Board)
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
________________________________________________________________________
Conference Board
Across the Board® Article
The Indians Are Coming
How management thinkers from India are changing the face of American business.
By Des Dearlove , Stuart Crainer
http://www.conference-board.org/articles/atb_article.cfm?id=313
or
http://www.conference-board.org/articles/articlepdf.cfm?ID=313
[full-text, 5 pages]
[excerpt]
"The thinkers are often first-generation immigrants to the West. Almost all have had firsthand experience working in typically chaotic Indian businesses," says Gita Piramal, founder and managing editor of the Indian management magazine The Smart Manager. "Some, like Sumantra Ghoshal, worked in the public sector. C.K.'s first job was at Union Carbide's battery factory in Chennai, and he also worked in a company making pistons. Ram Charan was born and brought up as part of an extended family of thirteen that ran a shoe shop. All pulled themselves out of India, and many have a Harvard link."
Just below the established luminaries is a group of up-and-coming stars. The faculty rolls of the world's most prestigious B-schools contain an increasing number of academics with Indian roots. They include Rakesh Khurana, Nitin Nohria, and Krishna Palepu at Harvard Business School; Jagdish Bhagwati at Columbia; Deepak Jain and Mohanbir Sawhney at Northwestern's Kellogg School; and Raj Reddy at Carnegie Mellon.
Considering the rising Indian enrollment in the world's MBA programs, more will undoubtedly follow. And this is not just an American phenomenon: This year, for the first time, INSEAD's biggest national contingent is Indian, and the Swiss school IMD has seen the number of Indian MBA students more than double since 2001. At the Barcelona B-school ESADE, Indian enrollment has quadrupled in the last four years.
AND MUCH 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 *
****************************************
Tweet
_______________________________
Institute for Workplace Studies
School of Industrial & Labor Relations
Cornell University
16 East 34th Street, 4th floor
New York, NY 10016
________________________________________________________________________
Conference Board
Across the Board® Article
The Indians Are Coming
How management thinkers from India are changing the face of American business.
By Des Dearlove , Stuart Crainer
http://www.conference-board.org/articles/atb_article.cfm?id=313
or
http://www.conference-board.org/articles/articlepdf.cfm?ID=313
[full-text, 5 pages]
[excerpt]
"The thinkers are often first-generation immigrants to the West. Almost all have had firsthand experience working in typically chaotic Indian businesses," says Gita Piramal, founder and managing editor of the Indian management magazine The Smart Manager. "Some, like Sumantra Ghoshal, worked in the public sector. C.K.'s first job was at Union Carbide's battery factory in Chennai, and he also worked in a company making pistons. Ram Charan was born and brought up as part of an extended family of thirteen that ran a shoe shop. All pulled themselves out of India, and many have a Harvard link."
Just below the established luminaries is a group of up-and-coming stars. The faculty rolls of the world's most prestigious B-schools contain an increasing number of academics with Indian roots. They include Rakesh Khurana, Nitin Nohria, and Krishna Palepu at Harvard Business School; Jagdish Bhagwati at Columbia; Deepak Jain and Mohanbir Sawhney at Northwestern's Kellogg School; and Raj Reddy at Carnegie Mellon.
Considering the rising Indian enrollment in the world's MBA programs, more will undoubtedly follow. And this is not just an American phenomenon: This year, for the first time, INSEAD's biggest national contingent is Indian, and the Swiss school IMD has seen the number of Indian MBA students more than double since 2001. At the Barcelona B-school ESADE, Indian enrollment has quadrupled in the last four years.
AND MUCH 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 : 11:21 AM
[IWS] National Council on DISABILITY AUGUST 2005 Publications
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
________________________________________________________________________
National Council on Disability AUGUST 2005 Publications
http://www.ncd.gov/newsroom/publications/2005/publications.htm
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
________________________________________________________________________
National Council on Disability AUGUST 2005 Publications
http://www.ncd.gov/newsroom/publications/2005/publications.htm
- August 2, 2005 - Information Technology and Americans with Disabilities: An Overview of Innovation, Laws, Progress and Challenges
- http://www.ncd.gov/newsroom/publications/2005/innovation.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/innovation.pdf
- [full-text, 31 pages]
- August 2, 2005 - Enjoyment of the Right to Participation in Political and Public Life by Persons with Disabilities - Illustrations of Implementation from the United States
- http://www.ncd.gov/newsroom/publications/2005/enjoyment.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/enjoyment.pdf
- [full-text, 19 pages]
- August 2, 2005 - Access to Transportation by People with Disabilities Illustrations of Implementation from the United States
- http://www.ncd.gov/newsroom/publications/2005/transportation.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/transportation.pdf
- [full-text, 17 pages]
- August 2, 2005 - The Right to Participate in Political and Public Life by Persons with Disabilities - Illustrations of Implementation from the United States - Quick Reference
- http://www.ncd.gov/newsroom/publications/2005/participate.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/participate.pdf
- [full-text, 2 pages]
- August 2, 2005 - Access to Information Technology by People with Disabilities Illustrations of Implementation from the United States - Quick Reference
- http://www.ncd.gov/newsroom/publications/2005/technology.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/technology.pdf
- [full-text, 3 pages]
- August 2, 2005 - Living Independently and in the Community: Implementation Lessons from the United States - Quick Reference Guide
- http://www.ncd.gov/newsroom/publications/2005/implementation.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/implementation.pdf
- [full-text, 2 pages]
- August 2, 2005 - Living Independently and in the Community: Implementation Lessons from the United States
- http://www.ncd.gov/newsroom/publications/2005/livingindependently.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/livingindependently.pdf
- [full-text 19 pages]
- August 2, 2005 - The Right to Health: Fundamental Concepts and The American Disability Experience - Quick Reference Guide
- http://www.ncd.gov/newsroom/publications/2005/concepts.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/concepts.pdf
- [full-text, 2 pages]
- August 2, 2005 - The Right to Health: Fundamental Concepts and The American Disability Experience
- http://www.ncd.gov/newsroom/publications/2005/righttohealth.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/righttohealth.pdf
- [full-text, 21 pages]
- August 2, 2005 - The Experience of the United States with Employment and Right to Work Protections - Quick Reference Guide
- http://www.ncd.gov/newsroom/publications/2005/righttowork.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/righttowork.pdf
- [full-text, 3 pages]
- August 2, 2005 - An Overview of the Experience of the United States with Employment and Right to Work Protections
- http://www.ncd.gov/newsroom/publications/2005/overview.html
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/overview.pdf
- [full-text, 38 pages]
- August 2, 2005 - Access to Education by People with Disabilities Illustrations of Implementation from the United States - Quick Reference Guide
- http://www.ncd.gov/newsroom/publications/2005/access2education.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/access2education.pdf
- [full-text, 3 pages]
- August 2, 2005 - Lessons for All of Us: Protecting the Right to Education for Persons with Disabilities
- http://www.ncd.gov/newsroom/publications/2005/lessons.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/lessons.pdf
- [full-text, 20 pages]
- August 2, 2005 - Access to Transportation by People with Disabilities Illustrations of Implementation from the United States - Quick Reference
- http://www.ncd.gov/newsroom/publications/2005/quickreference.htm
- or
- http://www.ncd.gov/newsroom/publications/2005/pdf/quickreference.pdf
- [full-text, 3 pages]
- http://www.ncd.gov/newsroom/publications/2005/innovation.htm
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 : 10:55 AM
