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

________________________________________________________________________

METROPOLITAN AREA EMPLOYMENT AND UNEMPLOYMENT -- SEPTEMBER 2012 [30 October 2012]

http://www.bls.gov/news.release/metro.nr0.htm

or

http://www.bls.gov/news.release/pdf/metro.pdf

[full-text, 23 pages]

and

Supplemental Files Table of Contents

http://www.bls.gov/web/metro.supp.toc.htm

Unemployment rates were lower in September than a year earlier in 345

of the 372 metropolitan areas, higher in 22 areas, and unchanged in 5

areas, the U.S. Bureau of Labor Statistics reported today. Two areas

recorded jobless rates of at least 15.0 percent, while 41 areas

registered rates of less than 5.0 percent. Two hundred sixty-seven

metropolitan areas reported over-the-year increases in nonfarm payroll

employment, 94 reported decreases, and 11 had no change. The national

unemployment rate in September was 7.6 percent, not seasonally

adjusted, down from 8.8 percent a year earlier.

Metropolitan Area Unemployment (Not Seasonally Adjusted)

In September, 35 metropolitan areas reported jobless rates of at least

10.0 percent, down from 84 areas a year earlier, while 171 areas posted

rates below 7.0 percent, up from 92 areas in September of last year.

Yuma, Ariz., and El Centro, Calif., recorded the highest unemployment

rates in September, 29.7 and 28.5 percent, respectively. Bismarck,

N.D., registered the lowest unemployment rate, 2.2 percent. A total of

217 areas recorded September unemployment rates below the U.S. figure

of 7.6 percent, 146 areas reported rates above it, and 9 areas had

rates equal to that of the nation. (See table 1.)

The largest over-the-year unemployment rate decreases in September were

registered in El Centro, Calif., and Elkhart-Goshen, Ind. (-3.1 and

-3.0 percentage points, respectively). Thirty-six additional areas had

decreases of 2.0 percentage points or more. Kennewick-Pasco-Richland,

Wash., reported the largest over-the-year jobless rate increase

(+1.2 percentage points), followed by Elmira, N.Y. (+1.0 point).

Among the 49 metropolitan areas with a Census 2000 population of 1

million or more, the highest unemployment rates in September were

registered in Riverside-San Bernardino-Ontario, Calif., and Las Vegas-

Paradise, Nev., 11.6 and 11.5 percent, respectively. The lowest jobless

rate among the large areas was recorded in Oklahoma City, Okla., 4.6

percent. Forty-six large areas reported over-the-year unemployment rate

decreases, two registered increases, and one had no change. Las Vegas-

Paradise, Nev., experienced the largest unemployment rate decline from

September 2011 (-2.5 percentage points). Five other large areas

reported rate decreases of at least 2.0 percentage points. Buffalo-

Niagara Falls, N.Y., recorded the largest unemployment rate increase

(+0.7 percentage point).

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.

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

________________________________________________________________________

Organisation for Economic Co-operation and Development (OECD) and the Agence Française de Développement (AFD)

CONNECTING WITH EMIGRANTS: A GLOBAL PROFILE OF DIASPORAS [5 October 2012]

http://www.oecd-ilibrary.org/content/book/9789264177949-en

or

http://www.oecd-ilibrary.org/social-issues-migration-health/connecting-with-emigrants_9789264177949-en

or

http://www.oecd-ilibrary.org/connecting-with-emigrants_5k9bfql34rs5.pdf;jsessionid=2196jqalfo89c.epsilon?contentType=/ns/Book&itemId=/content/book/9789264177949-en&containerItemId=/content/book/9789264177949-en&accessItemIds=&mimeType=application/pdf

[full-text, 407 pages]

The potential of diasporas as a source of economic and social development in origin countries and whether diasporas could help foster development depend on their characteristics, such as size, composition, skill levels and degree of concentration, but also on the degree of integration into the destination countries and the economic, political and social environment in origin countries. Governments of origin and destination countries can indeed facilitate the involvement of diasporas, by supporting networks, by facilitating communication channels with the country of origin, by creating an enabling environment, or – more directly – by easing skill mobility and use. In this regard, the capacity to characterise the profile of diasporas is instrumental.

This joint OECD/AFD publication includes 140 country notes summarising diaspora sizes, including the number of children of migrants born in the destination countries; the characteristics of emigrant populations (gender, age, education, labour market outcomes); the numbers and main destinations of international students; recent migrant flows to OECD countries; and information on the desire to emigrate of different population groups. The country note information is grouped into six regions: Asia and Oceania; Latin America and the Caribbean; OECD countries; Non-OECD Europe and Central Asia; Middle East and North Africa; and Sub-Saharan Africa. The situation in each region is introduced by a separate chapter, which looks at historical migration trends, the main characteristics of diasporas originating from the region, and likely future developments and challenges.

________________________________________________________________________

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.

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 Consumers League (NCL)

SEASONAL WORKERS: AVOID WAGE THEFT THIS HOLIDAY SEASON [29 October 2012]

http://nclnet.org/worker-rights/148-wage-theft/589-seasonal-workers-avoid-wage-theft-this-holiday-season

[Click on parts highlighted in yellow]

‘Tis the season of temporary holiday work. As unemployment continues to hover around nine percent, many Americans will be on the lookout for seasonal work this year. But before starting any new job, workers need to familiarize themselves with the potential pitfalls of seasonal or temporary employment to avoid becoming a victim of wage theft.

One of the most important things new hires need be aware of is their worker classification–whether they are labeled as an employee or an independent contactor in their job description and tax forms. A worker classified as an independent contractor is not entitled to employee rights under the Fair Labor Standards Act (FLSA). FLSA rights include the right to the minimum wage, the highest rate available between the federal ($7.25 per hour), state, city, and county minimum wages, anti-discrimination protections, workers compensation, and overtime pay. During tax time, an independent contractor receives a 1099 tax form in place of a W-2 form. Employers don’t pay payroll taxes for independent contractors, so contractors are on the hook for the back taxes to both the IRS and the state tax board.

According to the FLSA, full-time employees are legally entitled to overtime after working more than 40 hours a week for the same employer; overtime compensation is defined as 1½ times the regular hourly rate. By federal law, the workday begins immediately upon entering the workplace and includes the time it takes to don a uniform or set-up. Work time ends when one leaves the workplace and includes the time it takes to clean up or restock inventory.

Knowing the law and keeping proper records is critical for workers to ensure that they are being paid the amount they are owed. Workers should save any and all payroll stubs and double-check that the number of hours worked, rate of pay, paycheck deductions and that the official/legal name of the employer is correct. To help American workers calculate how much they should be earning, the U.S. Department of Labor has created a free app for smartphones to help track workers track their hours and determine the exact amount employers owe.  The tool is exceptionally useful when there are any paycheck discrepancies.

Remember this holiday season that it’s important to arm oneself with as much information and tools as possible to ensure that one does not become a victim of wage theft. For more information on ways to prevent wage theft please visit the National Consumers League’s Wage Theft Web pages, the U.S. Department of Labor Wage & Hour Division, one’s state labor department or a local workers’ center.

________________________________________________________________________

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.

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

________________________________________________________________________

WorldatWork (Total Rewards Association)

SALARY STRUCTURE POLICIES AND PRACTICES [29 October 2012]

A report by WorldatWork and Deloitte Consulting LLP

October 2012

http://www.worldatwork.org/waw/adimLink?id=65885

[full-text, 40 pages]

This report summarizes the results of a July/August 2012 survey of WorldatWork members and nonmembers to gather information about current trends in salary structure policies and practices. The focus of this research is to better understand the types of salary structures as well as the designs and common practices in administration used by employers today.

Key findings and trends:

• Market-based salary structures are the most predominant type of salary structure used by survey participants (64%). While traditional and broadband structures have been more popular in the past1

• Variation in salary structure practices is infrequent, but not uncommon for organizations: , the use of traditional and broadband structures in organizations today is low in comparison (23% and 12%, respectively).

o Job level and geographic location are the most popular triggers for variation in structure type.

o Competitive positioning most frequently varies by job function and job level.

o Frequency of adjustment most commonly varies by job function and job level.

• Traditional structure range spreads appear to have increased over time and midpoint progressions have increased.

Table of Figures

Introduction 2

Types of Salary Structures 4

Figure 1: Type of Salary Structure(s) Used for U.S.-based Employees 4

Table 1: Type of Structure by Industry 5

Table 2: Type of Structure by Organization Size 5

Table 3: Range Spread and Midpoint Progression by Structure 6

Table 4: Average Range Spread by Industry by Structure Type 7

Table 5: Average Range Spread by Company Size 8

Figure 10a: Type of Variances in Global Structures 10

Competitive Positioning 11

Figure 12: Consistency of Midpoints Tied to a Single Competitive Percentile 11

Figure 13: Distribution of Midpoints Tied to a Single Competitive Percentile 12

Frequency of Adjustment 13

Figure 18: Consistency in Frequency of Adjusting Salary Ranges 13

Figure 18a: Frequency of Adjusting Salary Ranges 13

Salary Structure Tools 15

Figure 24: System(s) of Record for Salary Range Data 16

Figure 25: Type(s) of Systems/Tools Used to Communicate Salary Ranges to Internal Customers 17

Conclusion 18

Appendix 1: Tables and Figures 19

Appendix 2: Type of Salary Structure Definitions 38

________________________________________________________________________

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.

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

________________________________________________________________________

University of Florida

George A Smathers Libraries

Special and Area Studies Collections

Leonard Carpenter Panama Canal Collection

http://ufdc.ufl.edu/lcpcc

See FINDING AID

http://web.uflib.ufl.edu/spec/manuscript/guides/panama_lc.htm

The Leonard Carpenter Panama Canal Collection primarily consists of photographs of Panama and the Panama Canal Zone during construction, beginning in 1914. The photographs show dredging and construction operations, workers, military personnel and camps, ships such as the U.S.S. Ohio, the dam at Pedro Miguel, an hydroelectric plant, locks, the Steamship Cristobal, Paraiso Yard, and a U.S. Navy dirigible. Several photos have captions identifying the persons, places and events shown. Most of the collection, particularly the photographs and items dated 1914 to 1929, originally were created or collected by Walter E. Boyd. He appears in a small number of the photographs, and two of the publications in the collection were mailed to him.

Collection Contents

·         Canal Interoceanique de Panama notice regarding a system for transporting dredged rubble from the Canal (in French, with translation). 1887

·         Guide: My Trip Through the Panama Canal from the Atlantic to the Pacific. 1929

·         Miscellaneous Memorabilia, Notes and Publications regarding the Panama Canal. 1927 and n.d.

·         Official Handbook of the Panama Canal.1915

·         Photographs: Assorted uncaptioned photos, Panama Canal. ca. 1920s

·         Photographs: Miscellaneous Military Base Camp Photos, Panama Canal. ca. 1920s

·         Photographs: Miscellaneous Photos and Negatives, Panama Canal. ca. 1914-1928

·         Photographs: Dredging, Soldiers, and Ships. ca. 1914

·         Photographs: U.S. Military Personnel, Panama Canal. ca. 1920s

·         Photographs: U.S. Soldiers (Unidentified), Panama Canal. ca. 1920s

·         Photographs: Views of Panama and the Canal. ca. 1928

·         Photographs: Workers (Unidentified) and Work Camp, Panama Canal. ca. 1920s

·         Publication: The Canal Diggers in Panama 1904 to 1928 (by the Panama Canal Retirement Association). 1928

·         Publication: Panama Canal Review Special Edition. 1973

·         Publication: The Panama Canal: Twenty-fifth Anniversary. 1939

·         Spike (Metal) from the Pacific Coast railroad (with a note on envelope reading: "Brought from France by W.E. Boyd in 1919") n.d.

________________________________________________________________________

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.

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

________________________________________________________________________

AFL-CIO

Know Your Rights: State Laws on Employee Time Off to Vote

By Kenneth Quinnel

http://www.aflcio.org/Blog/In-The-States/Know-Your-Rights-State-Laws-on-Employee-Time-Off-to-Vote

Federal law does not require that employers allow their workers time off to vote, but the majority of states have at least some level of protection for employees who want to leave work to engage in their civic duty. The specifics vary by state, but in each state, the rules apply to almost every type of workplace. Employers are required to know what the laws are and to provide adequate accommodations, according to the rules of that state. Nearly all of the states allow employers to refuse time off to vote for those employees who have two or three hours off during the time the polls are open (the number of hours varies by state). 

Alabama: Workers are allowed up to one hour off to vote.

Alaska: Time off is required, but no specific limit is listed as long as the time available is "sufficient" time to vote.

Arizona: Time off is required, but no specific limit is listed as long as the time available is "sufficient" time to vote.

Arkansas: Time off is required, but no specific limit is listed as long as the time available is "sufficient" time to vote.

California: Employers must pay for up to two hours of leave for voting.

Colorado: Employers must pay for up to two hours of leave for voting.

Connecticut: Does not require employers to give employees leave to vote.

Delaware: Does not require employers to give employees leave to vote.

District of Columbia: Does not require employers to give employees leave to vote.

Florida: The state does not address the issue, but many local ordinances do.

Georgia: Employees get time off to vote, but their boss determines when.

Hawaii: Workers are allowed up to two hours to vote. (Source.)

Idaho: Only state workers are required to receive paid leave to vote and only when work interferes with being able to get to the polls.

Illinois: Workers are allowed up to two hours to vote. (Source.)

Indiana: Does not require employers to give employees leave to vote.

Iowa: Workers are allowed up to three hours off to vote.

Kansas: Employees get time off to vote, but their boss determines when.

Kentucky: Workers are allowed up to four hours off to vote.

Louisiana: Does not require employers to give employees leave to vote.

Maine: Does not require employers to give employees leave to vote.

Maryland: Employers must pay for up to two hours of leave for voting.

Massachusetts: Workers are allowed up to two hours off to vote. (Source.)

Michigan: Does not require employers to give employees leave to vote.

Minnesota: Time off is required, but no specific limit is listed as long as the time available is "sufficient" time to vote.

Mississippi: Employers cannot give workers more time to vote than is necessary.

Missouri: Workers are allowed up to three hours off to vote.

Montana: Does not require employers to give employees leave to vote.

Nebraska: Workers are allowed up to two hours off to vote. (Source.)

Nevada: Workers are paid for up to one hour off to vote, or more depending on the distance to the polling location.

New Hampshire: Does not require employers to give employees leave to vote.

New Jersey: Does not require employers to give employees leave to vote.

New Mexico: Employees get time off to vote, but their boss determines when.

New York: Employers must pay for up to two hours of leave for voting.

North Carolina: Does not require employers to give employees leave to vote.

North Dakota: Does not require employers to give employees leave to vote, but recommends it.

Ohio: Time off is required, but no specific limit is listed as long as the time available is "sufficient" time to vote.

Oklahoma:  Workers are allowed up to two hours off to vote, or more depending on the distance to the polling location.

Oregon: Does not require employers to give employees leave to vote.

Pennsylvania: Does not require employers to give employees leave to vote.

Rhode Island: Does not require employers to give employees leave to vote.

South Carolina: Does not require employers to give employees leave to vote.

South Dakota: Employees get time off to vote, but their boss determines when.

Tennessee: Workers are allowed up to three hours off to vote.

Texas: Time off is required, but no specific limit is listed as long as the time available is "sufficient" time to vote.

Utah: Employees get time off to vote, but their boss determines when.

Vermont: There is no requirement for leave to vote, but a law allowing time off for attending town meetings can be applied to voting, giving up to four hours for time off to vote.

Virginia: Only requires unpaid leave for employees who are also poll workers.

Washington: No time off is necessary, the state is entirely vote-by-mail.

West Virginia: Workers can have time off to vote provided they notify employers at least three days in advance.

Wisconsin: Workers are allowed up to three hours off to vote.

Wyoming: Workers paid for up to one hour off to vote.

Information derived from state government and other reliable publicly available sources, but not guaranteed.  This is not legal advice.

________________________________________________________________________

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.

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 Commission>Research & Innovation>Information Centre

Press Release 26 October 2012

Women in science alarmingly low

http://ec.europa.eu/research/infocentre/article_en.cfm?id=/research/headlines/news/article_12_10_26_en.html&item=Science%20in%20society&artid=27733&caller=AllHeadlines

A new study has revealed some alarming figures showing that the number of women in engineering, physics and computer science are alarmingly low in the world's leading economies and are on the decline in others. Conducted by experts in international gender, science and technology issues from Women in Global Science & Technology and the Organization for Women in Science for the Developing World, and funded by the Elsevier Foundation, the study maps the opportunities and obstacles faced by women in science across Brazil, the EU, India, Indonesia, Korea, South Africa and the United States.

see

Women in Global Science & Technology (WIGSAT or WISAT)

http://www.wigsat.org/

National Assessments on Gender and Science, Technology and Innovation (STI)

Scorecard on Gender Equality in the Knowledge Society

Overall Results, Phase One September 2012

http://archive.wigsat.org/GEKS/GEKS_Scorecard-Complete.pdf

[full-text, 15 pages]

Press Release 3 October 2012

New Gender Benchmarking Study Finds Numbers of Women in Science and

Technology Fields Alarmingly Low in Leading Economies

Numbers of Women in Engineering, Physics and Computer Science Are On the Decline

http://archive.wigsat.org/GEKS/OWSD_WISAT_ElsevierFoundation_FINAL.pdf

New York, October 3, 2012 – In the first study of its kind, researchers have found that numbers of

women in the science, technology and innovation fields are alarmingly low in the world’s leading

economies, and are actually on the decline in others, including the United States. The study maps the

opportunities and obstacles faced by women in science across the US, EU, Brazil, South Africa, India,

Korea and Indonesia. It was conducted by experts in international gender, science and technology

issues from Women in Global Science & Technology and the Organization for Women in Science for

the Developing World, and funded by the Elsevier Foundation.

Despite efforts by many of these countries to give women greater access to science and technology

education, research shows negative results, particularly in the areas of engineering, physics and

computer science. Women remain severely under-represented in degree programs for these fields—

less than 30% in most countries. In addition, the numbers of women actually working in these fields

are declining across the board. Even in countries where the numbers of women studying science and

technology have increased, it has not translated into more women in the workplace.

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.

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

________________________________________________________________________

PERSONAL INCOME AND OUTLAYS: SEPTEMBER 2012 [29 October 2012]

http://www.bea.gov/newsreleases/national/pi/pinewsrelease.htm

or

http://www.bea.gov/newsreleases/national/pi/2012/pdf/pi0912.pdf

[full-text, 11 pages]

or

http://www.bea.gov/newsreleases/national/pi/2012/xls/pi0912.xls

[spreadsheet]

and

Highlights

http://www.bea.gov/newsreleases/national/pi/2012/pdf/pi0912_fax.pdf

Personal income increased $48.1 billion, or 0.4 percent, and disposable personal income (DPI)

increased $43.0 billion, or 0.4 percent, in September, according to the Bureau of Economic Analysis.

Personal consumption expenditures (PCE) increased $87.9 billion, or 0.8 percent.  In August,

personal income increased $17.8 billion, or 0.1 percent, DPI increased $15.1 billion, or 0.1 percent,

and PCE increased $59.9 billion, or 0.5 percent, based on revised estimates.

Real disposable income decreased less than 0.1 percent in September, compared with a decrease

of 0.3 percent in August.  Real PCE increased 0.4 percent, compared with an increase of 0.1 percent.

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.

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

________________________________________________________________________

Korea Labor Institute (KLI)

Working Paper 216

e-Labor News No.126

Issue paper

NON-PROFESSIONAL FOREIGN WORKERS' POLIICY OF KOREA: STATUS AND CHALLENGES {28 September 2012]

(Dr. Kyu-Yong Lee, Research Fellow, Korea Labor Institute)

http://www.kli.re.kr/kli_ehome/work/vew.ehome-200004?pageNo=&condition=&keyword=&rowNum=&year=&firstClass=&seq=349&listNum=216#none

[full-text, 22 pages]

[excerpt]

The purpose of this paper is to review the status and issues of the non-professional

foreign-labor supply regime in Korea and to present areas for improvement. The supply

regime is discussed from three perspectives: the problems of the inflow scale and destination

industries (problem of quantity), the skill level of the foreign workers (productivity), and the

inflow process (foreign-worker delivery system). Because they are related to the policy

principles and institutional administration regarding foreign workers, there will be a review

of policies and institutions as well, followed by some suggestions for improvement.

________________________________________________________________________

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.

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

________________________________________________________________________

Korea Labor Institute (KLI)

LABOR ISSUES IN KOREA 2011 [15 June 2012]

http://www.kli.re.kr/kli_ehome/publication/vew.ehome-100006?pageNo=&condition=&keyword=&year=&studyFieldSeq=&ifEnDataExist=&dataLanguage=1&seq=7090

[full-text, 223 pages]

Abstract

After experiencing compressed industrialization, the Korean economy underwent rapid opening and changes in its industrial structure, a process that is ongoing today. These changes are obviously affecting a host of labor issues that emerged as the income gap grew worse. The late 1990s and early 2000s saw an increase in non-regular jobs, more outsourcing, relocation in the manufacturing sector, and the growing share of the service sector as a result of the policy of reform and flexibility in the labor market. Ultimately, these factors have led to labor market dualization and a shortage of decent jobs. Meanwhile, the social insurance program provides some guarantee of income, but its application leaves much to be desired, as many people remain uncovered.

The Korea Labor Institute has been analyzing these issues and recommending policy options, and offers a part of the results in English. This book, which introduces the study results of 2010, includes one or two papers on each of the following topics: employment structure and wages, labor??management relations, and social security.

Chapter 1 (Soo-Mi Eun) introduces the growing trend of in-house subcontracting, analyzes the cause, and offers some possible solutions. Chapter 2 (Jin-Ho Jeong) examines how the adoption of and increase in the minimum wage affect the wage distribution of all workers, not only those receiving the minimum wage. Chapter 3 (Jae-Ho Keum) looks into the trends in the gender wage gap since the 1997 Asian financial crisis and discusses the reasons why it has persisted instead of shrinking. Chapter 4 (Hoon Kim and Jong-Hee Park) reviews the employee representation system as an alternative to fill the gap in the role of unions left by the continuing decrease in Korea’s organization rate. Chapter 5 (Byung-Hee Lee) reviews the insurance premium subsidies program as a policy tool to fully expand social insurance coverage and increase formal employment. Chapter 6 (Sung-Hee Lee) presents an overview of Korea’s industrial relations landscape after the introduction of multiple trade unions in July 2010.

The studies in this book not only introduce the latest labor issues in Korea but also review new trends and evaluate policy performance in related areas. It is humbly wished that the book will help readers in and outside of Korea further their understanding of recent changes in employment and welfare in the country. Your continued interest and encouragement will be most appreciated.

- Table of Contents -

1) In-House Subcontracting in Korea and Reasons for Its Use (Soo-Mi Eun) 1
2) The Wage-Distribution Effect of the Minimum Wage (Jin-Ho Jeong) 38
3) Study of the Phenomenon and Cause of the Gender Wage Gap (Jae-Ho Keum) 67
4) Rebuilding the Employee Representation System: Necessity and Basic Direction (Hoon Kim and Jong-Hee Park) 105
5) Promoting Registration for Social Insurance through Insurance Premium Subsidies (Byung-Hee Lee) 140
6) Empirical Study on the Impact of Multiple Trade Unions on Industrial Relations (Sung-Hee Lee) 165

________________________________________________________________________

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.

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

________________________________________________________________________

Korea Labor Institute (KLI)

e-Labor News No. 127

Issue paper

Working Conditions in Culture and the Arts: Theater [Translated October 2012]

by Charnim Park

http://www.kli.re.kr/kli_ehome/zine/vew.ehome-zine?seq=143&subSeq=490

or

http://www.kli.re.kr/kli/html_eng/08_mail/webzineboard/upfile/e_127.pdf

[full-text, 16 pages]

This paper is a summary of the survey on working conditions in theater production,

conducted to collect the basic data to design the industrial accident insurance program for artists.

________________________________________________________________________

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.

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

________________________________________________________________________

Asian Development Bank (ADB)

Growing Beyond the Low-Cost Advantage: How the People's Republic of China can Avoid the Middle-Income Trap [27 October 2012]

http://www.adb.org/publications/growing-beyond-low-cost-advantage-how-prc-can-avoid-middle-income-trap

or

http://www.adb.org/sites/default/files/pub/2012/growing-beyond-prc-avoid-middle-income-trap.pdf

[full-text, 94 pages]

Press Release 27 October 2012
PRC Could Be High-Income Economy Before 2030 with Right Steps - ADB Report
http://www.adb.org/news/prc-could-be-high-income-economy-2030-right-steps-adb-report

BEIJING, PEOPLE'S REPUBLIC OF CHINA –  The People's Republic of China (PRC) could achieve high income status before 2030 if it adopts an economic strategy which fosters innovation, upgrading, inclusivity and green growth, says a new report by the Asian Development Bank (ADB) and Peking University.

"Tilting the balance of the economy from low cost to high value production, from relying on government to relying on markets, from investment to consumption and from external to domestic demand will allow PRC to grow beyond its current middle income status," said Juzhong Zhuang, report co-author and ADB Deputy Chief Economist. "Under such a scenario, the economy could grow 8% a year from 2010 to 2020, and 6% from 2020 to 2030."

The report, Growing beyond the Low Cost Advantage: How the People's Republic of China can Avoid the Middle Income Trap, says despite its spectacular growth over the past 30 years, PRC is now at a critical juncture where a new development model is urgently needed to lift the economy to a higher level. With the right strategy, that could still be achieved before 2030.

The low-cost, factory-driven growth model, aided by massive foreign investment, has helped transform PRC into the world's second largest economy. However, with wages rising fast and the population aging, its cost advantage is declining. The need for a new approach has been given added urgency by the slump in demand for exports from Europe and the US, an alarming rise in domestic inequality, and increasing environmental stress.

The report acknowledges change will not be easy, with many economies such as Brazil, Colombia, Mexico, and South Africa still stuck at middle income level after decades of slow and volatile growth. However, there are successful Asian economies which offer role models, including Hong Kong, China; Japan; Republic of Korea; Singapore; and Taipei,China.

The ingredients for turning PRC into a high-income economy include policy steps to encourage more innovation and industrial upgrading. Deepening reforms of enterprises, the labor and land markets, the financial sector, and the fiscal system is key. Increasing support for education, developing high-value services, managing urbanization effectively, and creating conditions for 'greener growth', are other crucial elements of a healthier development model, the report says.

________________________________________________________________________

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.

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

________________________________________________________________________

Bureau of Laobr Statistics

Reprot 1038

HIGHLIGHTS OF WOMEN'S EARNINGS IN 2011 [26 October 2012]

http://www.bls.gov/cps/cpswom2011.pdf

[full-text, 91 pages]

[excerpt]

In 2011, women who were full-time wage and salary workers had median usual weekly earnings of $684, about 82 percent of median earnings for male full-time

wage and salary workers ($832). In 1979, the first year for which comparable earnings data are available, women earned 62 percent of what men earned.

Charts, Statistical Tables, and Technical Note

Charts

1. Women’s earnings as a percent of men’s, full-time wage and salary workers, 1979–2011 annual averages................6

2 Median usual weekly earnings of full-time wage and salary workers by sex, race, and Hispanic or Latino ethnicity, 2011 annual averages….....................................6

3. Percent change in constant-dollar median usual weekly earnings, by educational attainment and sex,1979–2011.......................................................7

4. Distribution of full-time wage and salary employment, by sex and major occupation group,2011 annual averages..........................................................7

Statistical Tables

1. Median usual weekly earnings of full-time wage and salary workers, by selected characteristics, 2011 annual averages.................................................8

2. Median usual weekly earnings of full-time wage and salary workers, by detailed occupation and sex, 2011 annual averages.....................................10

3. Median usual weekly earnings of full-time wage and salary workers, by state and sex, 2011 annual averages.........36

4. Median usual weekly earnings of part-time wage and salary workers, by selected characteristics, 2011 annual averages.......................................38

5. Median usual weekly earnings of wage and salary workers, by hours usually worked and sex, 2011 annual averages.............................................40

6. Quartiles and selected deciles of usual weekly earnings of full-time wage and salary workers, by selected characteristics, 2011 annual averages......................42

7. Distribution of full-time wage and salary workers, by usual weekly earnings and selected characteristics, 2011 annual averages..............................................43

8. Median usual weekly earnings of full-time wage and salary workers, by sex, marital status, and presence and age of own children under 18 years old, 2011 annual averages......................45

9. Median hourly earnings of wage and salary workers paid hourly rates, by selected characteristics,2011 annual averages..................................................................46

10. Distribution of wage and salary workers paid hourly rates, by hourly earnings and selected characteristics, 2011 annual averages...........................................................48

11. Wage and salary workers paid hourly rates with earnings at or below the prevailing federal minimum wage, by selected characteristics, 2011 annual averages......................50

12. Wage and salary workers paid hourly rates with earnings at or below the prevailing federal minimum wage, by sex, 1979–2011 annual averages......................................52

13. Women’s earnings as a percent of men’s, by age, for full-time wage and salary workers, 1979–2011.......................55

14. Women’s earnings as a percent of men’s, by race and Hispanic or Latino ethnicity, for full-time wage and salary workers, 1979–2011....................................................56

15. Women’s earnings as a percent of men’s, by educational attainment, for full-time wage and salary workers25 years and older, 1979–2011..........................................57

16. Women’s earnings as a percent of men’s, by age, for wage and salary workers paid hourly rates,1979–2011.............................................................................58

17. Women’s earnings as a percent of men’s, by race and Hispanic or Latino ethnicity, for wage and salaryworkers paid hourly rates, 1979–2011......................................59

18. Median usual weekly earnings of full-time wage and salary workers, in constant (2011) dollars, by sex and age, 1979–2011 annual averages................................................60

19. Median usual weekly earnings of full-time wage and salary workers, in constant (2011) dollars, by sex,race, and Hispanic or Latino ethnicity, 1979–2011 annual averages.............................63

20. Median usual weekly earnings of full-time wage and salary workers 25 years and older, in constant (2011) dollars, by sex and educational attainment, 1979–2011 annual averages...................66

21. Median hourly earnings of wage and salary workers paid hourly rates, in constant (2011) dollars, by sex and age, 1979–2011 annual averages..............................................69

22. Median hourly earnings of wage and salary workers paid hourly rates, in constant (2011) dollars, by sex, race, and Hispanic or Latino ethnicity, 1979–2011 annual averages.....................72

23. Median usual weekly earnings of full-time wage and salary workers, in current dollars, by sex and age,1979–2011 annual averages...........................................................................75

24. Median usual weekly earnings of full-time wage and salary workers, in current dollars, by sex, race,and Hispanic or Latino ethnicity, 1979–2011 annual averages.....................78

25. Median usual weekly earnings of full-time wage and salary workers 25 years and older, in current dollars,by sex and educational attainment, 1979–2011 annual averages..........................81

26. Median hourly earnings of wage and salary workers paid hourly rates, in current dollars, by sexand age, 1979–2011 annual averages.................................................84

27. Median hourly earnings of wage and salary workers paid hourly rates, in current dollars, by sex, race, andHispanic or Latino ethnicity, 1979–2011 annual averages...................87

Technical Note......................................................................................................................................................................90

________________________________________________________________________

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.