...interest; 4. To facilitate and regulate the movement of workers in conformity with the national interest; 5. To regulate the employment of aliens, including the establishment of a registration and/or work permit system; 6. To strengthen the network of public employment offices and rationalize the participation of the private sector in the recruitment and placement of workers, locally and overseas, to serve national development objectives; 7. To insure careful selection of Filipino workers for overseas employment in order to protect the good name of the Philippines abroad. Title I RECRUITMENT AND PLACEMENT OF WORKERS Chapter I GENERAL PROVISIONS Art. 13. Definitions. 1. "Worker" means any member of the labor force, whether employed or unemployed. 2. "Recruitment and placement" refers to any act of canvassing, enlisting, contracting, transporting, utilizing, hiring or procuring workers, and includes referrals, contract services, promising or advertising for employment, locally or abroad, whether for profit or not: Provided, That any person or entity which, in any manner, offers or promises for a fee, employment to two or more persons shall be deemed engaged in recruitment and placement. 3. "Private fee-charging employment agency" means any person or entity engaged in recruitment and placement of workers for a fee which is...
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...Labor Code: Knowledge Level Among Employees and Managers of Selected Cooperatives in Aklan An Undergraduate Thesis Presented to the Faculty of the College of Business and Management West Visayas State University La Paz, Iloilo City In Partial Fulfillment of the Requirements for the Degree Bachelor in Cooperatives Management by Lady Cristy O. Estanislao Lyzette Z. Zaspa March 2014 Chapter 1 Introduction to the Study Chapter 1 is divided into five parts: (1) Background and Theoretical Framework of the Study, (2) Statement of the Problem and the Hypothesis, (3) Significance of the Study, (4) Definition of Terms, and (5) Delimitation of the Study. Part One, Background and Theoretical Framework of the Study, gives the overview of the research problem and the theories upon which and the research problem is anchored. Part Two, Statement of the Problem and Hypothesis, identifies the main problems, which the study hoped to answer and hypothesis to be tested. Part Three, Significance of the Study, presents the possible contributions and the specific applications and knowledge that will be gained from the results of the study. Part Four, Definition of Terms, contains the conceptual and the theoretical definition of key terms to be used in the study. Part Five, Delimitation of the Study, specifies the scope and coverage of the study. Background and Theoretical Framework of the Study Labor rights is a very broad issue, however it can be simplified as the protection and respect of...
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...SOCIALIST REPUBLIC OF VIET NAM Independence - Freedom - Happiness ---------------- LABOR CODE Pursuant to the Constitution 1992 of the Socialist Republic of Vietnam amended and supplemented under the Resolution No. 51/2001/QH10; The National Assembly promulgates the Labor Code. Chapter I GENERAL PROVISIONS Article 1. Scope of regulation The Labor Code specifies the labor standards; the rights, obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Article 2. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. 2. The employers. 3. Foreign employees working in Vietnam. 4. Other individuals, agencies and organizations directly related to the labor relation. Article 3. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. 2. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts. The individuals must be sufficiently capable of civil acts. 3. The labor collectives are organized collectives of the employees working for one employer...
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...quotas) from their workers. Nike manufacturer’s shoes in different countries on subcontractor basis, Although Nike do not own any manufacturing facilities in those countries it is accused of producing its goods where the workers are exploited. Problems a sweatshop can be described as a workplace where workers are subject to extreme exploitation, including the absence of a living wage or benefits, poor working conditions, and arbitrary discipline, such as verbal and physical abuse. Since sweatshop workers are paid less than their daily expenses, they are never able to save any money to improve their lives. They are trapped in an awful cycle of exploitation.. Nike was faced with anti globalization protesters for the following problems Child labor. As the report published by Global exchange in September, 1997 Workers as young as 13 earned as little as 10 cent an hour and worked unto 17 hours daily in enforced silence. Talking during work was not allowed with a violators fined $1.20 to $3.60. Hazardous working conditions If workers got sick or had something’s to take care of it is impossible to get a sick leave until the workers have made the required quota of the day before they can leave work. Workers with skin or breathing problems had not been transferred to departments free of chemicals and that more than half the workers who dealt with dangerous chemicals did not wear protective masks or glove. This led to workers to be exposed to carcinogens that...
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...the manufacturing sector, primarily in backwards nations, has once again become synonymous with labor rights violations. This phenomenon is largely due to globalization, a movement that has led multinational corporations (MNCs) to invest in cheap labor available in emerging economies. The possibility of this investment has spurred local government to ease regulatory measures on labor rights to lure MNCs as well as pitted local manufacturers against each other in the spirit of competitive pricing. These actions have led to diminished standards in factories that have translated to issues like insufficient wages, forced overtime, suppression of free speech and a hazardous working environment. Some proponents of sweatshop labor argue that sweatshops bring about economic prosperity, even going so far as to say that the “simplest way to help the poorest Asians would be to buy more from sweatshops, not less” (Kershner). Increasingly, however, the consensus has shifted in support of the fact that employing the poor for “near subsistence wages...generates little self-sustaining economic development” (Moberg). The light that has been shed on cases of abuse and mistreatment of laborers in Indonesia, Vietnam and Pakistan has mobilized various labor rights organizations and university student groups to take a stance against the exploitation of third world citizens. Groups like Campaign for Labor Rights and...
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...THE FUTURE OF EMPLOYMENT: HOW SUSCEPTIBLE ARE JOBS TO COMPUTERISATION?∗ Carl Benedikt Frey† and Michael A. Osborne‡ September 17, 2013 . Abstract We examine how susceptible jobs are to computerisation. To assess this, we begin by implementing a novel methodology to estimate the probability of computerisation for 702 detailed occupations, using a Gaussian process classifier. Based on these estimates, we examine expected impacts of future computerisation on US labour market outcomes, with the primary objective of analysing the number of jobs at risk and the relationship between an occupation’s probability of computerisation, wages and educational attainment. According to our estimates, about 47 percent of total US employment is at risk. We further provide evidence that wages and educational attainment exhibit a strong negative relationship with an occupation’s probability of computerisation. Keywords: Occupational Choice, Technological Change, Wage Inequality, Employment, Skill Demand JEL Classification: E24, J24, J31, J62, O33. We thank the Oxford University Engineering Sciences Department and the Oxford Martin Programme on the Impacts of Future Technology for hosting the “Machines and Employment” Workshop. We are indebted to Stuart Armstrong, Nick Bostrom, Eris Chinellato, Mark Cummins, Daniel Dewey, David Dorn, Alex Flint, Claudia Goldin, John Muellbauer, Vincent Mueller, Paul Newman, Seán Ó hÉigeartaigh, Anders Sandberg, Murray Shanahan, and Keith ...
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...Journal of Economic Perspectives—Volume 29, Number 3—Summer 2015—Pages 3–30 Why Are There Still So Many Jobs? The History and Future of Workplace Automation† David H. Autor T here have been periodic warnings in the last two centuries that automation and new technology were going to wipe out large numbers of middle class jobs. The best-known early example is the Luddite movement of the early 19th century, in which a group of English textile artisans protested the automation of textile production by seeking to destroy some of the machines. A lesser-known but more recent example is the concern over “The Automation Jobless,” as they were called in the title of a TIME magazine story of February 24, 1961: The number of jobs lost to more efficient machines is only part of the problem. What worries many job experts more is that automation may prevent the economy from creating enough new jobs. . . . Throughout industry, the trend has been to bigger production with a smaller work force. . . . Many of the losses in factory jobs have been countered by an increase in the service industries or in office jobs. But automation is beginning to move in and eliminate office jobs too. . . . In the past, new industries hired far more people than those they put out of business. But this is not true of many of today’s new industries. . . . Today’s new industries have comparatively few jobs for the unskilled or semiskilled, just the class of workers whose jobs are being eliminated...
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...What is the difference between recruiting and retaining skilled labour and unskilled manual labour ? Skilled Labor Skilled labor refers to labor that requires workers who have specialized training or a learned skill-set to perform the work. These workers can be either blue-collar or white-collar workers, with varied levels of training or education. Very highly skilled workers may fall under the category of professionals, rather than skilled labor, such as doctors and lawyers. Examples of skilled labor occupations are: electricians, law enforcement officers, computer operators, financial technicians, and administrative assistants. Some skilled labor jobs have become so specialized that there are worker shortages. Unskilled Labor Unskilled labor does not require workers to have special training or skills. The jobs that require unskilled labor are continually shrinking due to technological and societal advances. Jobs that previously required little or no training now require training. For example, labor that was once done manually now may be assisted by computers or other technology, requiring the worker to have technological skills. Examples of remaining unskilled labor occupations generally include farm laborers, grocery clerks, hotel maids, and general cleaners and sweepers. Unskilled Manual Labour Unskilled Manual labour is physical work done by people, most especially in contrast to that done by machines, and also to that done by working animals. It is most literally...
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...of a field experiment in which a random subsample of older workers was given information about key Social Security provisions, while a control group was not. The experiment was designed to examine whether it is possible to affect individual behavior using a relatively inexpensive informational intervention about the provisions of a public program and to explore what mechanisms underlie the behavior change. We find that our relatively mild intervention (sending an informational brochure and an invitation to a webtutorial) significantly increased labor force participation one year later and that this effect is driven by female subjects. The information intervention increased the perceived returns to working longer, especially among female respondents, which suggests that the behavioral response can be attributed at least in part to updated information about Social Security. Key words: Social Security Incentives; Field Experiment; Labor Force Participation; Knowledge; Expectations; Retirement; Benefit Claim Age, Earnings Test. * Liebman: Harvard Kennedy School and NBER. Luttmer: Economics Department at Dartmouth College, and NBER. Corresponding author: Erzo Luttmer, Erzo.FP.Luttmer@Dartmouth.Edu. We thank John Geanakoplos, David Laibson, Annamaria Lusardi, Brigitte Madrian, Susann Rohwedder, and Stephen Zeldes for helpful comments. We thank Kate Mikels, Abdul Tariq, and Victoria Levin for superb research assistance. This research was supported by the U.S. Social Security...
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...Introduction [pic] Company Background LeanEco was founded in December 2007 by Klaus Moth. The founder has a background in both market and technology gained from his positions as research director for a global UPS supplier 2000-2007, following 10 years as VP, R&D in a global company offering high-reliability power electronics for launchers and satellites. LeanEco offers cost-effective, sustainable, 24/7 Mission Critical Power Solutions for server farms, datacenters and other business critical applications. LeanEco develops, manufactures and sells an innovative, all-in-one no -break power solution. Mission /Securing Business Uptime. Vision/ LeanEco the obvious choice. Problem Statement LeanEco wants to expand to other markets to establish a great business and to differentiate from the competitors. The two main markets in Europe for UPS are Germany and UK. They counted for 18% and 22% looking at the total European market. (source: Henrik Raunkjær, CEO). Is the German market Attractive to LeanEco? Limitation The Leaneco is interesting firm, but getting the access information is not easy to find. During the presentation the Ceo Henrik Raunkjær only give brief information & the lecture is so quick that can’t even enough to write down (taking notes). Leaneco website is not enough information to support this project. Porters Diamond of National Advantage (Denmark) 1. Factor Conditions The basic factors that the Denmark is no. 6 in the infrastructure...
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...ISBN 978-92-64-04632-0 OECD Employment Outlook © OECD 2008 Chapter 3 The Price of Prejudice: Labour Market Discrimination on the Grounds of Gender and Ethnicity Despite some progress, there is still evidence of discrimination on the grounds of gender and ethnic or racial origins in OECD labour markets. Field experiments show pervasive ethnic discrimination in many countries. Indirect evidence shows that on average at least 8% of the gender employment gap and a larger proportion of the gender wage gap can be attributed to discrimination. Virtually all OECD countries have enacted anti-discrimination laws in recent decades, and evaluations as well as cross-country analysis suggest that, if well-designed, these laws can be effective in reducing disparities in labour market outcomes. However, enforcement of antidiscrimination legislation is essentially based on victims’ willingness to claim their rights. Thus, public awareness of legal rules and their expected consequences (notably, victims’ costs and benefits of lodging complaints) is a crucial element of an effective policy strategy to establish a culture of equal treatment. Moreover, legal rules are likely to have more impact if the enforcement is not exclusively dependent on individuals. In this respect, specific agencies may play a key role. 139 3. THE PRICE OF PREJUDICE: LABOUR MARKET DISCRIMINATION ON THE GROUNDS OF GENDER AND ETHNICITY Introduction Employment outcomes are far from being evenly distributed...
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...Human Resource Management Project Report on Expectations of Foreign Investors in terms of Labor Laws India, like other countries worldwide, is experiencing the effects of globalization. In order to make conditions friendlier for investors, there is a need for adaptability. Labor legislation, such as the Indian Disputes Act and Contract Labor (Regulation and Abolition) Act, are now under debate, along with issues concerning special economic zones. Submitted by: Introduction There has been a steady expansion of foreign investment in recent decades. The upward trend is particularly strong for less developed countries, signifying the increased importance for these countries of FDI, as well as the increased presence of multinational firms. Alongside the expansion of FDI have risen concerns regarding competition between countries or regions to attract FDI. After adopting new economic policy by government of India in July 1991 many foreign investors came in the Indian economic scene because the government of India gave many incentives to the foreign investors. So it is clear that government opened the doors of Indian market to foreign investors. With more companies operating internationally, the impact on various business functions and labour laws in India is becoming more pronounced. Globalization...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken: | |CIPD Membership No: | |Unit code(s): |3MER | |Unit title(s): |Supporting Good Practice in Managing Employee Relations | |Unit tutor: |Mr. Kevin | |Date due for assessment: |08-05-2016 |Date submitted: |05-05-2016 | |Word Count: |3490 | |State number of word used | | |Candidate declaration: ...
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...------------------------------------------------- Child labour From Wikipedia, the free encyclopedia A succession of laws on child labour, the so-calledFactory Acts, were passed in Britain in the 19th century. Children younger than nine were not allowed to work, those aged 9-16 could work 16 hours per day per Cotton Mills Act. In 1856, the law permitted child labour past age 9, for 60 hours per week, night or day. In 1901, the permissible child labour age was raised to 12.[1][2] Child labour refers to the employment of children in any work that deprives children of their childhood, interferes with their ability to attend regular school, and that is mentally, physically, socially or morally dangerous and harmful.[3] This practice is considered exploitative by manyinternational organisations. Legislations across the world prohibit child labour.[4][5] These laws do not consider all work by children as child labour; exceptions include work by child artists, supervised training, certain categories of work such as those by Amish children, and others.[6][7] Child labour was employed to varying extents through most of history. Before 1940, numerous children aged 5–14 worked in Europe, the United States and various colonies of European powers. These children worked in agriculture, home-based assembly operations, factories, mining and in services such as newsies. Some worked night shifts lasting 12 hours. With the rise of household income, availability of schools and passage of...
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... ICD-9 has approximately 13,000 codes that are V.S. ICD-10 has about 68,000 codes and are 3 3 to 5 digits. to 7 digits long. ICD-9 first digit is either E or V or numeric ICD-10 first digit is alpha; 2nd and 3rd are numeric; 4th thru 7th are either ICD-9 lacks detail...
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