...Book I - Pre employment BOOK ONE PRE-EMPLOYMENT Art. 12. Statement of objectives. It is the policy of the State: 1. To promote and maintain a state of full employment through improved manpower training, allocation and utilization; 2. To protect every citizen desiring to work locally or overseas by securing for him the best possible terms and conditions of employment; 3. To facilitate a free choice of available employment by persons seeking work in conformity with the national 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...
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...a hypercompetition period. I analyzed the characteristics and the transformation of Korean companies’ HRM as well as the core value system of Confucian familism. I suggest that a successful transformation of HRM in Korean companies requires an interplay between two factors. First is the genetic factor based on traditional Confucian culture of Korea (i.e., the DNA of Korean HRM), of which its advantages must be respected and preserved. Second factor is an adaptation ability, which modifies its own core competency and routine through an interaction with the environment. Korean HRM stands at a turning point now. The Korean economy is facing a hyper-competition in the global market. To survive, Korean companies have to improve their competitiveness. Also they must solve the problem of seniority-based HRM of Confucian values that hinders their competitiveness. To confront an inevitable transformation of the management system, Korean companies tried to solve the problem by bringing in a rapid growth process of North American HRM practices. But, unanticipated side effect has occurred in this process. As American HRM was uniformly adopted, traditional teamwork, organizational loyalty, and the advantages of traditional Korean companies were damaged. So many companies have shown a problem of decreased organizational effectiveness. In the case of employment relations, the rapid layoff and an increase of temporary workers via organizational restructuring have * Professor of Human Resource...
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...a dramatic decline in company positions available for prospective high school and university graduates. This was the start to an end of a favorable situation for the young Japanese job seekers, which had prevailed for a long time; and presented a great opportunity for most of these young job seekers to acquire permanent employment. During the same period, there was a great increase in the number of young people engaging in various unstable forms of employment, for instance, temporary part time workers referred to as “freeters.” “Freeters” is an expression in Japanese; for people who lack full time employment with the exception of students and housewives. These freeters earn their income from low skilled thus low paid jobs. In 1982, japan had approximately 0.5 million freeters, by 1987 the number had risen to 0.8 million, and 1.01 million in 1992. The estimates for 1997 were 1.5 million, 4.17 in 2001, and 2 million in 2002. Between the years 2000 and2009, there was a rapid increase in the number of freeters. If the trend continues, there will be more than 10 million freeters in japan by the year 2014. From a survey conducted by the Japanese institute of labor, Freeters work in supermarkets and food stores, some are self-employed, and others work online from their homes in this era of internet. An average freeter earns approximately 139,000 yen...
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...1 National Employment Policy and Strategy of Ethiopia November 2009 Addis Ababa ii Acronyms AIDS ART CETU CSA EEF EPRDF ERP FDI GDP HERQA HICES HIV ICT IHDP IMF M&E MDG MFI MOFED MSE NEC NEPS NES NGO PASDEP PSNP TVET UEAP Acquired Immunity Deficiency Syndrome Anti-retroviral Therapy Confederation of Ethiopian Trade Unions Central Statistical Agency Ethiopian Employers’ Federation Ethiopian People’s Revolutionary Democratic Front Economic Reform Program Foreign Direct Investment Gross Domestic Product Higher Education Relevance and Quality Agency Household Income and Consumption Expenditure Survey Human Immunodeficiency Virus Information and Communication Technology Integrated Housing Development Program International Monetary Fund Monitoring and Evaluation Millennium Development Goals Micro-finance Institutions Ministry of Finance and Economic Development Micro and Small Enterprises National Employment Council National Employment Policy and Strategy National Employment Secretariat Non-governmental Organization Plan for Accelerated and Sustainable Development to End Poverty Productive Safety Net Program Technical and Vocational Education and Training Universal Electricity Access Program iii Table of Contents Foreword ............................................................................................................................ iv PART ONE Background ......................................................................................................
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...between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource (or personnel) management, employee relations, and union-management (or labor) relations. Since the mid-twentieth century, however, the term has increasingly taken on a narrower, more restricted interpretation that largely equates it with unionized employment relationships. In this view, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers. Both meanings of the term coexist in the twenty-first century, although the latter is the more common. ORIGINS The term "industrial relations" came into common usage in the 1910s, particularly in 1912 upon the appointment by President William Taft of an investigative committee titled the Commission on Industrial Relations. The commission's charge was to investigate the causes of widespread, often violent labor conflict and make recommendations regarding methods to promote greater cooperation and harmony among employers and employees. Shortly thereafter, the term gained even greater saliency in the public mind due to the wave of strikes, labor unrest, and agitation for "industrial democracy" that accompanied the economic and political disturbances...
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...Labor law in Spain. Amira Hassanaly BLAW 225 Labor law in Spain. Amira Hassanaly BLAW 225 Outline I. Introduction II. Employment contract a) Permanent contract or fixed contract b) Temporary contract c) Training contract d) Work experience contract e) Part time contract III. Working Conditions a) Salary b) Working time c) Rest time d) Overtime e) Working day and family f) Holidays and leaves g) Unpaid leaves h) Maternity and paternity leave i) Dismissal IV. Employee’s rights V. Social Securities VI. Unions VII. Conclusion I. Introduction As is the case almost in all European countries, Spanish labor law is very understandable and ensure protection for employees. According to the definition labor law is a body of law that govern the employer-employee relation, including employment contract. The relationship between employer and employee is more than the exchange of labor for money it is also covers workplace rights and a large group of regulation on issues such as protection from discrimination, wages hours and health and safety. Labor law also deals with individual and collective relationships between employees and employers. The economic crisis of 2008 showed that the Spanish labor model was not working out. The labor legislation change in 2012 in order to be more suitable in a time of crisis within the labor market, the legislation modifies the institutional...
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...NBER WORKING PAPER SERIES THE U.S. HEALTH CARE SYSTEM AND LABOR MARKETS Brigitte C. Madrian Working Paper 11980 http://www.nber.org/papers/w11980 NATIONAL BUREAU OF ECONOMIC RESEARCH 1050 Massachusetts Avenue Cambridge, MA 02138 January 2006 Written for the Federal Reserve Bank of Boston 50th Economic Conference, “Wanting It All: The Challenge of Reforming the U.S. Health Care System,” June 15-17, 2005, Chatham, MA. This paper draws quite extensively on three previously written papers: “Health Insurance Portability, Labor Supply, and Job Mobility,” July 2004, written for the Inter-American Conference on Social Security; “Health Insurance and the Labor Market,” in Huizhong Zhou, ed., The Political Economy of Health Care Reforms (Kalamazoo, MI: Upjohn Institute for Employment Research, 2001), and “Health, Health Insurance and the Labor Market” (with Janet Currie) in Orley Ashenfelter and David Card, eds., Handbook of Labor Economics, Volume 3 (Amsterdam: Elsevier-North Holland, 1999). The views expressed herein are those of the author(s) and do not necessarily reflect the views of the National Bureau of Economic Research. ©2006 by Brigitte C. Madrian. All rights reserved. Short sections of text, not to exceed two paragraphs, may be quoted without explicit permission provided that full credit, including © notice, is given to the source. The U.S. Health Care System and Labor Markets Brigitte C. Madrian NBER Working Paper No. 11980 January 2006 JEL No. I10, J3, J6 ABSTRACT ...
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...The process of work is at the core of social structure. The technological and managerial transformation of labor, and of production relationships, in and around the emerging network enterprise is the main lever by which the informational paradigm and the process of globalization affect society at large. In this chapter I shall analyze this transformation on the basis of available evidence, while attempting to make sense of contradictory trends observed in the changes of work and employment patterns over the past decades. I shall first address the classic question of secular transformation of employment structure that underlies theories of post-industrialism, by analyzing its evolution in the main capitalist countries between 1 920 and 2005. Next, to reach beyond the borders of OEeD countries, I shall consider the arguments on the emergence of a global labor force. I shall then turn to analyze the specific impact of new information technologies on the process of work itself, and on the level of employment, trying to assess the widespread fear of a jobless society. Finally, I shall treat the potential impacts of the transformation of work and employment on the social structure by focusing on processes of social polarization that have been associated with the emergence of the informational para- digm. In fact, I shall suggest an alternative hypothesis that, while acknowledging these trends, will place them in the broader framework of a more fundamental transformation:...
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...Amended By Presidential Decrees Nos. 570-A, 626, 643, 823, 819, 856-A, 891, 1367, 1368, 1391, 1412, 1641, 1691, 1692, 1693, 1920, 1921 Mga Batas Pambansa Blg. 32, 70, 130 and 227 Executive Orders Nos. 47, 111, 126, 179, 180, 203, 247, 251, 252, 307 and Republic Acts Nos. 6640, 6657, 6715, 6725 and 6727 A DECREE INSTITUTING A LABOR CODE, THEREBY REVISING AND CONSOLIDATING LABOR AND SOCIAL LAWS TO AFFORD PROTECTION TO LABOR, PROMOTE EMPLOYMENT AND HUMAN RESOURCES DEVELOPMENT AND ENSURE INDUSTRIAL PEACE BASED ON SOCIAL JUSTICE. Preliminary Title Chapter 1 EMANCIPATION OF TENANTS Article 7. Statement of objectives. Inasmuch as the old concept of land ownership by a few has spawned valid and legitimate grievances that gave rise to violent conflict and social tension and the redress of such legitimate grievances being one of the fundamental objectives of the New Society, it has become imperative to start reformation with the emancipation of the tiller of the soil from his bondage. Article 8. Transfer of lands to tenant workers. Being a vital part of the labor force, tenant-farmers on private agricultural lands primarily devoted to rice and corn under a system of share crop or lease tenancy whether classified as landed estate or not shall be deemed owner of a portion constituting a family size farm of five hectares if not irrigated and three hectares if irrigated. In all cases, the landowner may retain an area of not more than seven hectares if such landowner is cultivating such area...
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...Chapter 01 Contemporary Labor Relations: Objectives, Practices, and Challenges Answer Key True / False Questions 1. (p. 4) Fundamentally, a labor union is a group of workers who join together to influence the nature of their employment. TRUE Difficulty: Easy 2. (p. 4) The widening gap between the richest and poorest individuals in the U.S. is in part due to the weakened position of labor unions. TRUE Difficulty: Easy 3. (p. 5) When an employer uses an employee suggestion box to gather ideas and concerns from its employees, it is primarily addressing the labor relations goal of efficiency. FALSE Difficulty: Moderate 4. (p. 5) The goals of efficiency, equity, and voice in the workplace rarely conflict with one another. FALSE Difficulty: Easy 5. (p. 6) A key role of unions is to negotiate work rules and practices that ensure fair treatment of employees by their managers and employers. TRUE Difficulty: Easy 6. (p. 6-7) In the United States, employees have broad protections against arbitrary dismissal such that employers must provide a good, business related reason for firing someone. FALSE Difficulty: Moderate 7. (p. 6) The official policy of the Unites States is to protect workers’ rights to act together for mutual aid and protection in the workplace and to promote collective bargaining as a way to resolve workplace conflict. TRUE Difficulty: Moderate 8. (p. 7) In the U.S., workers can generally...
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...Connecting to Work: How ICTs Are Expanding Job Opportunities Worldwide September 10, 2013 * * ------------------------------------------------- Top of Form Bottom of Form * * * Information and communication technologies are creating new job opportunities for workers and employers around the world. STORY HIGHLIGHTS * Information and communication technologies (ICTs) are transforming the world of work, creating new job opportunities and making labor markets more innovative, inclusive, and global. * Three trends are driving this shift: greater connectivity, the ability to telecommute and outsource work, and globalization of skills. * A new paper looks at ways policymakers can maximize the positive impact of ICTs on employment. RELATED WORLD BANK * Policy Note: Connecting to Work: How Information and Communication Technologies Could Help Expand Employment Opportunities * Website: World Bank ICT * Website: Jobs Knowledge Platform MULTIMEDIA Video Connecting to Work: ICTs & Jobs When Gopal Maharjan, a young engineering graduate in Nepal, started looking for a job in Kathmandu he did not get a great response. Then he heard about online jobs with CloudFactory, a “microwork” platform. He and some friends formed a group and applied online. They were accepted and given part-time jobs doing work such as digitizing old, hand-written data, tracking supermarket receipts, or even medical transcription. The group meets regularly with CloudFactory staff...
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...Economic Forecast Paper The discussion in this paper is about Economic Forecast. The different places that are discussed will be The Bureau of Labor Statistics, The Economic Report of the President, The Federal Reserve System, and The United States Census Bureau. Over the course of this paper we will see how each department is important in our economy and what each department does in order to help or hinder the economy. The Bureau of Labor Statistics The Bureau of Labor Statistics (BLS) was established on June 27, 1884 as a division of the Department of the Interior. President Chester Arthur appointed Carroll Wright as the first Commissioner of Labor. Many studies, reports, and statistical ideas developed under Wright’s tenure, “but perhaps his greatest accomplishment was the establishment of the principle that the Bureau would be devoted to ‘the fearless publication of the facts without regard to the influence those facts may have upon any party's position or any partisan's views’” (“History of BLS”, 2013). As the fundamental fact finders for the Federal Government in the area of labor economics and statistics, the BLS collects data from various sources. It processes and analyzes the data before publishing essential statistics for use by the American public; federal, state, and local governments; and businesses. “BLS data must satisfy a number of criteria, including relevance to current social and economic issues, timeliness in reflecting today’s rapidly changing economic...
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...article shows the so-called “Danish job miracle”, or the drastic decline in unemployment that happened in Denmark in the last twenty years after a hectic period of reforms in the early 90s. During this period the Danish labor market has changed radically becoming more flexible and dynamic but always with much attention paid to social security. The Danish model is an “hybrid” because it comes from the Scandinavian one, the archetype, but with essential differences. The Danish system has, on the one hand, a level of flexibility very similar to liberal countries (e.g. Canada, USA, Ireland) but, on the other hand, resembles the Scandinavian countries through social security and active labor market policy. For these reasons, when we speak of Denmark is often used the term “Flexicurity” that characterizes this successful combination of flexibility related to dynamism and a solidaristic welfare system. The success of the Danish model has stimulated ideas on the actual presence of a new model of the employment system, explained in general through the so-called “Golden Triangle” of flexicurity. Generous Welfare System Active LMP Flexible Labor Market Analyzing the corners of the golden triangle and specially the relationships, we can really understand how the Danish labor market works. Concerning the Job Mobility, Denmark presents very high level of turnover, about 30 per cent; this is due to the ease with which employers can dismiss or hire new workers, indeed if we analyze the data...
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...Advanced Manufacturing Competency Model Updated April 2010 Employment and Training Administration United States Department of Labor 1 www.doleta.gov Updated April 2010 Advanced Manufacturing Competency Model Table of Contents About the Model 3 Tier One: Personal Effectiveness Competencies 4 Interpersonal Skills 4 Integrity 4 Professionalism 4 Initiative 4 Dependability & Reliability 4 Lifelong Learning 4 Tier Two: Academic Competencies 6 Science 6 Basic Computer Skills 6 Mathematics 7 Reading 7 Writing 7 Communication—Listening and Speaking 8 Critical & Analytical Thinking 8 Information Literacy 8 Tier Three: Workplace Competencies 10 Business Fundamentals 10 Teamwork 10 Adaptability/Flexibility 11 Marketing and Customer Focus 11 Planning and Organizing 12 Problem Solving and Decision Making 12 Working with Tools and Technology 13 Checking, Examining, and Recording 13 Sustainable Practices 14 Tier Four: Industry-Wide Technical Competencies 15 Entry-Level 15 Manufacturing Process Design/Development 15 Production 15 Maintenance, Installation, and Repair 17 Supply Chain Logistics 17 Quality Assurance and Continuous Improvement 18 Sustainable and Green Manufacturing 19 Health, Safety, Security, and Environment 19 Technician Level 21 Manufacturing Process Design/Development 21 Production...
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...DISCUSSION & ANALYSIS 12 Factors Contributing to the Change of Industrial Relations in the Region 12 Labor Reform Policies: 12 Globalization : 13 Economic integration 14 Change in Technology 14 Changes in Labor Law and Attitude towards Unions 15 Decentralization of Bargaining 15 Management Alteration 16 Conclusion: 17 The End . INTRODUCTION: Industrial relations today by many accounts, is in crisis. In academia, its traditional positions are threatened on one side by the dominance of mainstream economics and organizational behavior, and on the other by postmodernism. In policy-making circles, the industrial relations emphasis on institutional intervention is trumped by a neoliberal emphasis on the laissez faire promotion of free markets. In practice, labor unions are declining and fewer companies have industrial relations functions. The number of academic programs in industrial relations is therefore shrinking, and scholars are leaving the field for other areas, especially human resource management and organizational behavior. The importance of work, however, is stronger than ever, and the lessons of industrial relations remain vital. The challenge for industrial relations is to re-establish these connections with the broader academic, policy, and business worlds (Whalen, Charles J. (2008). This search is prompted because of the need to establish an IR system relevant to the emerging business environment .Identify several...
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