IWS Documented News DAILY POSTINGS

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
________________________________________________________________________

Joint Economic Committee (JEC)

HEARING

28 September 2010

New Evidence on Gender Pay Gap for Women in Management

http://jec.senate.gov/public/index.cfm?p=Hearings&ContentRecord_id=10d3c1d3-ce9e-4dcc-a68f-4c05f4c5eb0b

Washington, D.C. – Are gender pay gaps more prevalent in some industries than others?  Are women in management paying a price for being mothers?  Are families who depend on the wages of Management Moms being penalized?  The U.S. Congress Joint Economic Committee, chaired by Representative Carolyn B. Maloney, will hold a hearing, titled “New Evidence on the Gender Pay Gap for Women and Mothers in Management,” on Tuesday, September 28, 2010, at 10:00 A.M. that will explore these questions.  At the hearing, the Government Accountability Office (GAO) will present their findings of a comprehensive industry-by-industry assessment of wage differences between men and women managers.  This report will also, for the first time, take an in-depth look at the impact of motherhood on the wage gap among managers and its impact on family incomes.

###

The Joint Economic Committee, established under the Employment Act of 1946, was created by Congress to review economic conditions and to analyze the effectiveness of economic policy.
 www.jec.senate.gov

Related Files:

________________________________________________________________________

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                  
****************************************

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
________________________________________________________________________

United States Senate Committee on Finance

Committee Hearing

Tuesday, September 28, 2010

Do Private Long-Term Disability Policies Provide the Protection They Promise?

http://finance.senate.gov/hearings/hearing/?id=1c1bd578-5056-a032-5237-4dd9283e52ed

Max Baucus
(D-MT)

Download Statement [465.3 KB]

Chuck Grassley
(R-IA)

Download Statement [7.9 KB]

Ronald Leebove, C.R.C., DABFC, Scottsdale, AZ

Download Testimony

Mark DeBofsky, Attorney, Daley, DeBofsky, & Bryant, Chicago, IL

Download Testimony

The Honorable William M. Acker, Jr., Senior United States District Court Judge, Northern District of Alabama, Birmingham, AL

Download Testimony

David Rust, Deputy Commissioner for Retirement and Disability Policy, Social Security Administration, Baltimore, MD

Download Testimony

Paul Graham, Senior Vice President, Insurance Regulation and Chief Actuary, American Council of Life Insurers, Washington, DC

Download Testimony

________________________________________________________________________

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                  
****************************************

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
________________________________________________________________________

Measuring Green Jobs
http://www.bls.gov/green/

The Bureau of Labor Statistics (BLS) received funding beginning in Fiscal Year 2010 to develop and implement the collection of new data on green jobs. These activities are being conducted through the Quarterly Census of Employment and Wages and Occupational Employment Statistics programs. This web page provides information on the BLS green jobs initiative, the status of survey development, the BLS green jobs definition, a link to career information for selected green jobs, and other information.

On This Page

________________________________________________________________________

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                  
****************************************

IWS Documented News Service
_______________________________
Institute for Workplace Studies----------------- Professor Samuel B. Bacharach
School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor---------------------- Stuart Basefsky
New York, NY 10016 -------------------------------Director, IWS News Bureau
________________________________________________________________________

European Foundation for the Improvement of Living and Working Conditions (Dublin Foundation)

Measures for social inclusion of the elderly: The case of volunteering - Working paper [30 September 2010]

http://www.eurofound.europa.eu/publications/htmlfiles/ef1055.htm

or

http://www.eurofound.europa.eu/pubdocs/2010/55/en/1/EF1055EN.pdf

[full-text, 43 pages]



Author:
Naegele, Gerhard; Schnabel, Eckart; van de Maat, Jan Willem; Kubicki, Pawel; Chiatti, Carlos; Rostgaard, Tine

Summary:
Europe is facing unprecedented demographic change including a previously unknown ageing of the population. In view of these demographic and societal changes, social inclusion of the elderly is of growing importance. In searching for measures to promote the social inclusion of the older population, EU policies give special attention to encouraging volunteering. This working paper looks at experiences in 5 EU countries (Denmark, Germany, Italy, the Netherlands and Poland) and draws some interim conclusions.

Contents

1. EU overview and conceptual framework

2. Research objectives and methods

3. National background papers and selected case studies

4. Interim lessons to be learnt

References

________________________________________________________________________

This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

****************************************
Stuart Basefsky                   
Director, IWS News Bureau                
Institute for Workplace Studies 
Cornell/ILR School                        
16 E. 34th Street, 4th Floor             
New York, NY 10016                        
                                   
Telephone: (607) 255-2703                
Fax: (607) 255-9641                       
E-mail: smb6@cornell.edu                  
****************************************

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
________________________________________________________________________

Hewitt

Press Release 29 September 2010

Hewitt Survey Shows Strategic Importance of Total Rewards in Successful M&A Transactions

http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=9125

Rewarding Employees Through Both Monetary and Non-Monetary Means is a Key Lever in Driving Deal Success

LINCOLNSHIRE, Ill.—As corporate merger and acquisition activity continues to increase around the world, a new survey by Hewitt Associates, a global human resources consulting and outsourcing company, found that how companies leverage their compensation and benefits programs during these transactions plays a critical role in retaining key talent and ensuring the overall success of the deal.

Findings from Hewitt's July M&A survey of 103 companies around the world showed that just 44 percent of organizations that participate in M&A activity met or exceeded their stated transaction goals. Hewitt's survey also revealed that total rewards—which include compensation and benefits programs—is one of the main levers that organizations can use to drive deal success. In fact, of the companies in Hewitt's survey that exceeded their transaction goals, almost all exhibited four key characteristics for how they approached their total rewards strategies:

Focusing on Liabilities in Due Diligence

According to Hewitt's analysis, companies that exceeded their transaction goals ("Overachievers") gave extra attention to total rewards elements in due diligence that are most likely to create liabilities. These areas included employment contracts, change-in-control and severance agreements (95 percent); executive compensation (90 percent); defined benefit retirement plans (79 percent); and executive benefits and perquisites (74 percent).

"During a transaction, Overachiever companies have a laser-like focus on total rewards liabilities and leadership, while organizations that fail to meet their goals spread their attention across a variety of due diligence topics," said Elizabeth Fealy, global leader of Hewitt's Corporate Transactions and Transformation Consulting practice. "Overachiever companies are simply better at evaluating their total rewards pre- and post-merger, mitigating potential risks and leveraging the cost savings they uncover."

Looking at Total Rewards in Aggregate

During the purchase agreement stage, Hewitt's survey found that more than two-thirds (67 percent) of successful organizations provided compensation and benefits similar to those of the acquired company for a set time after close. This broad commitment helped ensure employees didn't experience a loss in the value of their rewards because of the acquisition—a core concern of most employees. These organizations were also more likely to make similar commitments for their employees in a divestiture situation (69 percent).

Most successful companies (63 percent) also examined compensation and benefits together and as part of a larger reward strategy after the deal closes. These companies looked for tradeoffs that enabled increases in some areas of benefits and compensation to be offset by decreases in other areas.

Being Deliberate About Talent Retention

According to Hewitt's survey, more than three-quarters (77 percent) of all companies identified retention packages among the most effective tools in retaining top talent during a transaction. However, successful companies typically developed packages that were contingent upon the achievement of post-closing metrics and in all instances, the retention bonuses were payable within three years. These packages were also often offered much deeper within the organization—below the senior executive level. Beyond specialized retention packages, our survey shows that companies that exceeded their deal objectives also paid more attention to areas such as role selection and identification of high-potential talent.

"Overachieving companies understand that retaining key talent is critical to the success of the company post-deal," said Dave Kompare, North American leader of Hewitt's Corporate Transactions and Transformation Consulting practice. "But they also recognize that there's more to a retention strategy than pay—they structure their retention programs in a way that employees are rewarded not just for staying, but also for contributing."

Being Well Equipped, Highly Focused and Effective

More than half (58 percent) of companies that exceeded their deal objectives had highly capable, globally experienced teams that were especially adept at executing effective total rewards initiatives in transactions. Most importantly, these organizations were very effective at retention planning, addressing retirement benefits and addressing executive compensation plans.

"Bottom line, companies that are successful in exceeding their transaction goals are simply smarter about managing their money," adds Fealy. "They are saving money in due diligence by identifying liabilities within their total rewards programs and by implementing performance driven, cost-based program designs. At the same time, they are spending money on well-designed, timely, 'stay and play' retention approaches. This approach leads to a retention rate and transaction success that is materially higher than their competition."

________________________________________________________________________

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                  
****************************************

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
________________________________________________________________________

Challenger, Gray & Christmas, Inc.

CONTACTS  

James K. Pedderson, Director of Public Relations

Office: 312-422-5078

Mobile: 847-567-1463

jamespedderson@challengergray.com

Colleen Madden, Media Relations Manager

Office: 312-422-5074

colleenmadden@challengergray.com

Fantasy Football Is Not Killing the Economy

Survey finds that fantasy football is not sapping productivity

CHICAGO, September 30, 2010 – With three weeks of the NFL season in the books, the big question is whether fantasy football leagues are sapping the nation’s workplace productivity.  According to human resource professionals from around the country, the answer is a resounding NO.

In a survey by global outplacement consultancy Challenger, Gray & Christmas, Inc., the majority of respondents said fantasy football had little to no impact on productivity.  Ranking the level of distraction on a scale of 1 to 10, with 1 being no noticeable impact, nearly 70 percent said four or lower.  Less than eight percent of respondents said the level of distraction rated a 7 or 8 and none of the respondents felt the phenomenon deserved a 9 or 10.

“Other surveys show that people are indeed managing their fantasy teams from work.  However, what we are hearing from the human resources community is that this is not at all affecting the level of output workers are expected to deliver,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

The Challenger survey found that about one in five employers block access to sports and fantasy football websites.  However, many simply look the other way with nearly half (46.2 percent) saying they do not care if employees spend part of their workday on fantasy football, as long as the quality and quantity of output does not decline.  About 22 percent said they merely ask workers to limit fantasy football and other personal activities to lunch and other break times.

“It is difficult for companies to take a hard-line stance against fantasy football.  The internet technology that helped fuel the rapid growth of fantasy football participation and makes it possible to manage teams from one’s desk also makes it possible for employees to attend to work duties during their personal time,” said Challenger. 

Fantasy football is becoming so popular it may be difficult for employers to stop it, even if they wanted to.  A 2008 study by the Fantasy Sports Trade Association estimated that 27.1 million Americans participate in fantasy sports, with 75 percent of those or roughly 20.3 million playing fantasy football.  That was up from 17 million fantasy sports participants and 13.6 million fantasy football players estimated by the Association just a couple of years prior.

          Meanwhile, other studies from the Fantasy Sports Trade Association indicate that fantasy sports participants spend about three to four hours on the Internet per week, with nearly 1.2 hours of that time at the office.

“Managers should only crack down on those whose work is clearly suffering from the added distraction.  An across-the-board ban on all fantasy football or sports websites could backfire in the form of reduced morale and loyalty.  The result could be far worse than the loss of productivity caused by 10 to 20 minutes of team management each day,” said Challenger.

            “Companies that not only allow workers to indulge in fantasy football, but actually encourage it by organizing a company leagues are likely to see significant benefits in morale as well as productivity,” Challenger said. “In the long run, this may lead to increased employee retention.”

          A 2006 Ipsos Survey, 40 percent of respondents said fantasy sports participation was a positive influence in the workplace.  Another 40 percent said it increases camaraderie among employees.  One in five said their involvement in fantasy sports enabled them to make a valuable business contact.

          Despite these impressive figures, less than eight percent of the Challenger survey participants said their companies “embrace” fantasy football participation as a morale-boosting activity and none of the employers represented officially organized leagues. 

          The Challenger survey was conducted online among approximately 100 respondents from the end of August through late-September.  Interestingly, about 65 percent of those polled said they participate in fantasy football leagues, either with co-workers, friends outside of work or both. 

# # #                

2010 FANTASY FOOTBALL SURVEY

On a scale of 1 to 10, please rate the level of distraction or impact on the workplace productivity resulting from employee participation in fantasy football leagues.

(1 being no noticeable impact at all and 10 being an obvious or measurable impact)

Does your company take any steps to discourage employees from partaking in fantasy football activities at the office?

Does your company formally organize a fantasy football league for workers?

Do you participate in a fantasy football league, either with co-workers or friends outside of work?

Source: Challenger, Gray & Christmas, Inc.^©   

________________________________________________________________________

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                  
****************************************

IWS Documented News Service
_______________________________
Institute for Workplace Studies----------------- Professor Samuel B. Bacharach
School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor---------------------- Stuart Basefsky
New York, NY 10016 -------------------------------Director, IWS News Bureau
________________________________________________________________________

The Institute for the Study of Labor (IZA)

IZA Press Statement - September 30, 2010

IZA Prize in Labor Economics goes to Francine D. Blau

German-based Institute for the Study of Labor honors Cornell (ILR) economist

http://www.iza.org/files/BlauIZAPrizeEN.pdf

Francine D. Blau (Cornell University) has been selected as this year’s recipient of the IZA Prize in Labor Economics. Worth 50,000 euros, the prestigious award recognizes Professor Blau’s seminal contributions to the analysis of labor market inequality. She has written extensively on the role of women in the labor market and on gender differences in pay. Her work has profoundly shaped the view of scholars and policymakers on the causes and consequences of gender differences in economic outcomes, and on policies for advancing women’s labor market position and well-being.

AND MUCH MORE....

See brief bio at -- http://www.ilr.cornell.edu/directory/fdb4/

Cornell Press Release 30 September 2010

Policy Influence, Internationally

Blau receives top labor economics award for work in labor market inequality and other research

http://www.ilr.cornell.edu/news/FranBlau_093010.html

Francine D. Blau, credited with changing the way scholars and policymakers think about gender's role in pay and other economic issues, is the 2010 winner of the prestigious IZA Prize in Labor Economics.

The announcement was made today in Bonn, Germany, by the Institute for the Study of Labor, an international think tank. The honor carries a prize of 50,000 euros, which converts to about $67,000.

Blau, the Frances Perkins Professor of Industrial and Labor Relations and Labor Economics at Cornell, "laid the foundation for more equality and equity in the labor market," according to the institute, which established the annual award in 2002.

The first woman to receive the recognition, Blau will accept the honor Jan. 8 at the Allied Social Science Associations in Denver, Colo. 

The prize is "an enormous honor," she said.

It is especially gratifying to be recognized for work on gender issues, considered risky professional territory -- particularly for women -- in the 1970s, Blau said.

Women received only seven percent of doctorates in economics when Blau earned hers from Harvard University; studying gender could have compromised her career in a field with many untested corners for women academics, she said.

Blau was not dissuaded from her interest; all around her, careers were segregated by gender. The medical and legal fields were dominated by men. Elementary schools and libraries were staffed primarily by women.

"Occupational segregation was all around me. It suggested to me the importance of the issue," she said in an interview this week.

Gender and labor economics proved fertile research ground; Blau has published key pieces of the field's foundational literature.

"Francine Blau's work is highly relevant for decision makers in politics and business because it shows that we need to significantly improve the labor market integration of women in order to meet the challenges of an aging labor force and growing skills shortages," said Klaus F. Zimmermann, director of the institute. IZA, its acronym, is drawn from the German translation of the institute's name.

The award, he said, recognizes Blau's seminal contributions to the analysis of labor market inequality.

Through pioneering use of detailed micro-level data, Blau assessed potential causes for gender pay differentials, such as qualification differences, Zimmerman said. 

Blau's research, spanning four decades, has revealed patterns of change and identified areas where answers are still lacking, he said. For instance, her work shows that the overall gender pay gap has decreased, but that the remaining gap is no longer mainly explained by differences in qualifications and skills.

Instead, labor market discrimination and the fact that women are still primarily responsible for child care and housework duties lowers labor market attachment and limits employment opportunities, Blau found.

Improved integration of family and work is key to achieving labor market equity and efficiency, according to findings by Blau, whose work has also influenced labor economists' thinking on migration and racial discrimination.

Blau, whose talent for economics was first identified by professors while she was an ILR undergraduate, served on the faculty at the University of Illinois, Urbana-Champaign, before coming to Cornell in 1994.

A former vice president of the American Economic Association, Blau served as chair of its Committee on the Status of Women in the Economics Profession. She is a former president of the Society of Labor Economists and of the Labor and Employment Relations Association.

Blau, a National Bureau of Economic Research associate, has published important research with ILR Professor Larry Kahn. Kahn and Blau are married.

A collection of Blau's key research findings will be part of the IZA Prize Book Series published by Oxford University Press.

________________________________________________________________________

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                  
****************************************