This paper places in a social context the physical protection measures which have become increasingly important for the operation of nuclear installations and describes the way such measures affect the rights of the personnel concerned. It reviews possible areas of conflict between safeguarding national interests (non-proliferation issues and international obligations of the Federal Republic of Germany) and the personal rights of employees. (NEA) [fr
This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...
... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...
... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...
... TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-18 Interests of employees' relatives. The interest of a spouse, minor child, or other members of an employee's immediate household is... 49 Transportation 7 2010-10-01 2010-10-01 false Interests of employees' relatives. 805.735-18...
... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...
... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...
... protected activities. An employee's engagement in protected activities does not automatically render him or... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR REGULATORY COMMISSION DOMESTIC LICENSING OF SOURCE MATERIAL General Provisions § 40.7 Employee protection. (a...
.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 71.9 Section 71.9 Energy NUCLEAR... § 71.9 Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an...
.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 76.7 Section 76.7 Energy NUCLEAR... Employee protection. (a) Discrimination by the Corporation, a contractor, or a subcontractor of the...
... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 19.20 Section 19.20 Energy NUCLEAR... Employee protection. Employment discrimination by a licensee, a holder of a certificate of compliance... as delineated in § 19.2(a), against an employee for engaging in protected activities under this part...
... DEPARTMENT OF TRANSPORTATION Office of the Secretary 14 CFR Part 314 RIN 2105-AD94 Employee... Employee Protection Program. These regulations are removed because the underlying program was repealed by... Employee Protection Program, to be administered by the U.S. Department of Transportation. Section 43 of the...
This paper reviews how to align the interests of employees and of owners of businesses and directs attention to policy issues that are critical to the attainment of this noble objective. It demonstrates that Tax Incentives and Reforms are necessary and offers recommendations on how to promote equity incentives in Nigeria.
...; Preventing Personal Conflicts of Interest for Contractor Employees Performing Acquisition Functions AGENCY... approve a new information collection requirement regarding Preventing Personal Conflicts of Interest for... Conflicts of Interest for Contractor Employees Performing Acquisition Functions by any of the following...
Full Text Available The principal of protecting employees is traditionally present in labor law. Particular categories of employees, also traditionally, enjoy special protection (young people, women, the disabled. However, the issue of protection of moral integrity of the employees has only recently been addressed. That makes the general principle of the protection of employees in labor relations very current, and it is from that perspective that this paper points out to certain standards of protection of employees in light of international, European and domestic law.
Full Text Available This paper deals with researching negative consequences of allocation of economic (virtual gains made as a result of conventional accounting concept by facing current income with historical expenses and necessity to promote additional stimulating instruments that are at disposal by the state in order to eliminate these negative consequences. one of them is certainly protective interest as a relatively new active fiscal instrument of capital protection and recognition of price of invested owner's equity in business ventures, i.e. a specific form of compensation by the state for invested capital bearing in mind, that no source is free, including ones own sources. We also showed mechanisms of protective interest which, together with other measures of macroeconomic policy, should contribute to the protection of real purchasing power of company equity and increase of net gain, left on company's disposal for new investments, new work places, more money in the budget, protection of actual assets against taxing in the conditions of inflation, etc.
Employee silence constitutes a significant threat to organizational success. This article argues that silence is a by-product of a structural Conflict of Interest (COI) between employees and their employers. This argument turns on the claim, also defended here, that employees are in a privileged position vis-à-vis knowledge of their work and that leaders-whether they recognize it or not-are dependent on their employees for reliable information about the work they are doing. Employee voice, therefore, is an organizational necessity. It is also a moral achievement as it involves risking one's personal interests for the sake of the organization. Leaders must take steps to mitigate COI and encourage employee voice; this article provides several strategies for doing exactly that.
Jovanović Predrag P.
Full Text Available The employed women, the youth and the disabled enjoy special protection at work. Such a protection is stipulated by legal documents of the international and our labour law. The protection of women is provided for three reasons: the need to emancipate women and their equalisation with all the rights as men have; the protection due to women's physical constitution; the protection due to women's role in biological reproduction of the population (pregnancy, childbirth and maternity. The youth enjoy protection due to their young age and accordingly their adequate psychophysical and mental maturity. By youth, children and people under 18 are implied, because the minimum age for entering into labour relations is 15. This refers to the minors that are exposed to the adverse effect of the working conditions where certain more damaging and more difficult jobs can leave severe and lethal consequences on the youth's development. The disabled are people with a reduced working ability, and thus the odds of them finding a suitable job and keep it are significantly reduced, as opposed to other people. Therefore, the reasons of their special protection lie in the need to bring them to equal terms as others to achieve their socio-economic rights at work and connected with work.
Christopher J. Wynveen; Robert D. Bixler; William E. Hammitt
It is widely accepted that criminal activity negatively impacts visitors? recreation experiences in the nation?s parks and forests (Fletcher 1983). To further understand how law enforcement can effectively manage criminal activity in protected areas, this study was designed to describe law enforcement and non-law enforcement rangers? perceptions of a range of law...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How does USERRA protect an employee's pension... REEMPLOYMENT RIGHTS ACT OF 1994 Reemployment Rights and Benefits Pension Plan Benefits § 1002.259 How does USERRA protect an employee's pension benefits? On reemployment, the employee is treated as not having a...
Copenhaver, E.D.; Houser, B.S.
Radiation protection training for the general employee at the Oak Ridge National Laboratory has undergone a great deal of restructuring in the last two years. The number of personnel totally dedicated to nuclear facilities is less than a fifth of our employees and the percentage of contracted employees who are dedicated radiation workers is much smaller. However, the aging of our facilities and increasing emphasis on environmental control means that everyone needs to understand the basics of radiation protection. In accordance with changing DOE guidelines and internal ORNL policies, greater emphasis has been placed on keeping training focused on current issues, training the total workforce, and requiring some type of testing or feedback mechanism. This report describes efforts to instill respect, but not fear, of radiation in the work environment. Flexible tools are being developed to meet this objective for several diverse general employee populations. Continuing efforts include consideration of computer-based training for retraining, developing additional modules for specialized groups and jobs, and testing/documentation appropriate to each population segment. 6 refs
Frey, Gunild; Schuster, Michael; Oberlinner, Christoph; Queier-Wahrendorf, Annette; Lang, Stefan; Yong, Mei
To assess whether a structured employee protection program for pregnant workers at a chemical company has an impact on pregnancy outcomes. Reported pregnancies (n = 1402) between 2003 and 2010 and their outcomes were documented using questionnaires at the time of pregnancy report, end of pregnancy, and 1 year later. Potential maternal exposures were assessed using job histories, workplace inspections, and questionnaires. Participation was 86% overall and was consistently high across subgroups.Pregnancy losses (10.9%), pregnancy complications, and preterm births (8.1%) were in agreement with rates in the general population and were independent of type of work and maternal exposure category. Pregnancy complication rates in this chemical company are not statistically elevated than that in the general population, as suggested in a previous study. The protection program may play a role in preventing complications that may have occurred.
... a conflict of interest. (c) Business associates and family members. All transactions with business... their immediate family member may receive any compensation or benefit, directly or indirectly, in... incentive or bonus to an employee, other than a senior management employee or paid official, in connection...
... Regulations; Exempted Senior Employee Positions AGENCY: Office of Government Ethics (OGE). ACTION: Final rule... notice of the revocation of certain regulatory exemptions of senior employee positions at the Securities... employee'' for a period of one year from knowingly making, with the intent to influence, any communication...
Terry, Louise M; Campbell, Anne
At a time when designer babies have been created to act as cord blood donors to sick siblings, ethical debate has focused predominantly on the extent to which it is acceptable to create one human being to assist another. However, children are frequently used this way, by their families and doctors who extract their bone marrow, to try to save the life of another, usually a sibling. With any life-threatening illness, there is the possibility that the urgency of the sick sibling's need means that the short-term welfare of the donor child receives less attention than it should by parents and doctors. This article suggests ways to protect the interests of such children and empower them within the decision-making process and concludes that the drive to save life must be tempered by recognition of the intrinsic worth of donor children and their rights not to be exploited.
Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.
A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between…
... discontinued. Moreover, GAP commented that ``[t]he regulations must specify that investigators pay particular... by October 9, 2007. In response, two organizations--the Government Accountability Project (``GAP... employee's protected activity rather than as a result of an employee's characteristics (e.g., race, gender...
Flu season is in full swing, bringing a host of symptoms like congestion, coughs, fever, chills, muscle aches, and fatigue. To help NCI at Frederick employees stay healthy this year, Occupational Health Services (OHS) is offering two types of flu vaccines for free.
RAJA RAZIFF RAJA SHAHARUDDIN
Full Text Available Issues relating to the rights and protection accorded to employees throughout their employment with the employers is a matter that has been given much attention and treated with utmost priority in any organization, be it in the public or the private sector. It is an undeniable fact that the success story of any organization in the generation of profits in its enterprise or the smooth running in achieving the organization's desired objectives is much attributed to having a reliable, skilled and efficient workforce. Today, employees have been regarded as one of the most valuable assets of any organization. In pursuant thereto, apart from having various employment packages, laws regulating employment were enacted as protective measures in guiding both employers and employees. At the international level, rights and protections to employees have been embedded in the Universal Declaration of Human Rights. Comparatively, under the Shariah, though a similar concept has been forwarded, the notion of employment has been elevated to the status of ‘ibadah. Islam places importance of adhering to the Shari`ah principles in dealing with protection accorded to employees. As employment is regarded as ‘ibadah’ the employees are required and enjoined to observe full dedication, sincerity and commitment to their tasks. It is the responsibility of the employers, on the other hand, to ensure that the welfare of their employees is well protected. This paper attempts to outline the concept of employment under the Shari’ah and civil perspectives and to provide a comparative understanding on the rights and protection accorded to employees.
...) Construction Manager; (7) Senior Architect/Planner; (8) Chief, Real Estate Operations; (9) Any Contracting Officer of the Corporation; and (10) Any employee classified as a GS-13 or above whose duties and...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Does the employee pay interest when he or she makes up missed contributions or elective deferrals? 1002.263 Section 1002.263 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER THE UNIFORMED SERVICES...
Mohd Salleh Noor Akma
Full Text Available Poverty has always been the main concern globally as it alienates and distresses particular groups of citizen that affects their emotion and psychological behaviour, and may have impact on the socio-economic aspect of the country. Hence, it is critical for the government to address the poverty problem, as this would lead to inequality. One way to minimise income inequality is through the provision of social protection to maintain the basic consumption and living standard of the needed members of the society. The government highlights the importance of increasing involvement of the private sector to improve social protection through their CSR programmes. Thus, the main purpose of this paper is to unearth the concept of social protection and its role in minimising inequality in the society as well as to develop an instrument to measure the social protection dimension of companies’ CSR activities.
... 101.1 Foreign Relations DEPARTMENT OF STATE ECONOMIC AND OTHER FUNCTIONS ECONOMIC AND COMMERCIAL... and interests of the United States in its international agricultural, commercial, and financial... citizens in matters relating to commerce and navigation which are based on custom, international law, or...
Canabes, Marcela Ahumada
The Human Cloning, both therapeutic and full birth cloning, involves and affects women in a special way. The United Nation's Declaration on the Cloning of Human Beings includes a special clause referred to them. Also the Spanish law does it. This works pretend to analyse the meaning of the inclusion of women's interests in this document. At the same time, I will consider the foundations and the importance of the reference to the women.
On April 30, 2002, the Toronto Environmental Alliance (TEA) called for a moratorium on the sale of Ontario's electricity system and called for new policies to protect the environment. The TEA is critical of the government's plan to privatise and deregulate the province's electricity system, given the experience with restructuring in the United States and Europe. The TEA argues that the plan to deregulate will promote the production of more electricity from polluting coal-fired power plants and nuclear power generating stations, increasing health risks. It was also argued that restructuring creates barriers to introducing green power from renewable resources such as wind and solar energy. The government's plan to restructure will create markets that are easily manipulated by large private power companies to increase profits and eliminate small green power providers. It was also suggested that once electric power generation is privatised, it will be subjected to the rules of the North American Free Trade Agreement (NAFTA), which prioritize profits over environmental protection. This report presents some environmental policies of other jurisdictions that have proven to save consumers money, provide security and jobs, while doing so in an environmentally sustainable manner. 29 refs
... Antidiscrimination Laws and Whistleblower Protection Laws sections. Disciplinary Actions Under the existing laws... existing laws or permits an agency to take unfounded disciplinary action against a federal employee or to... Commission. ACTION: No FEAR Act Notice. SUMMARY: The National Indian Gaming Commission (NIGC) is publishing...
... activities or law enforcement activities. 551.541 Section 551.541 Administrative Personnel OFFICE OF... activities or law enforcement activities. (a) An employee engaged in fire protection activities or law enforcement activities (as described in §§ 551.215 and 551.216, respectively) who receives compensation for...
... Internet site, Social Security Online, at http://www.socialsecurity.gov . SUPPLEMENTARY INFORMATION... SOCIAL SECURITY ADMINISTRATION 20 CFR Parts 404 and 416 [Docket No. SSA-2011-0008] RIN 0960-AH29 Protecting the Public and Our Employees in Our Hearing Process AGENCY: Social Security Administration. ACTION...
Fidell, E.R.; Marcoux, W.C.
Legislation enacted by Congress in 1978 to provide protection for those employed in the construction or operation of civil nuclear projects who express concerns to employers or others about the propriety of procedures in their places of employment from the standpoint of safety is summarized. The authors describe some recent and anticipated developments in the implementation of the law and offer practical suggestions for the avoidance of particular problems under the law. They counsel that the prudent utility company or other firm involved with nuclear energy will see the statute as another reason for facilitating the flow of bona fide safety concerns rather than as a vehicle for the expression of generalized complaints by malcontents and a convenient shield for substandard performers in the work force
This paper explains why the province of Alberta decided to deregulate its electricity sector. In the early 1990s, electricity rates were reasonable in Alberta, there was no utility debt, and electricity costs were low. In 1994 California's open access transmission system suggested that open markets would result in lower electricity rates and attract new economic activity. The government of Alberta also believed that competitive markets would set prices with no need for economic regulation. In the initial transition to competition, regulated electricity rates were offered to customers who were not ready to switch to the new competitive market. The RRO rate was set by the Alberta Energy and Utilities Board (EUB). The rates included the forecasted cost of purchasing energy from markets, cost of system access, and retail service costs. The end of the RRO rate was scheduled for 2005 when the market was expected be well developed. This paper also describes other protection mechanisms for consumers. Alberta's new electricity policy (NEP) eliminates generator participant costs related to transmission. EUB's zonal interconnection charges are also overruled along with the EUB-approved 50/50 division of transmission costs. Under the NEP, the ISO is to build transmission in anticipation of new generation. Consumers will fund the total cost to build new transmission capacity for exports and imports. This new transmission policy is a complete change from the original government policy which allocated some transmission costs to generators. The sudden change in policy was due to pressure from oil sands producers and oil sands co-generation developers. The claimed benefit to Albertans is a 25 per cent reduction in pool price and greater system reliability. However, the author cautioned that government interference with competitive electricity markets will cripple the electric power industry in the foreseeable future because it interferes with market prices
This study investigates the extent of interest among middle and high school students in environmental protection issues along with the sources of their interests and factors that impact their interests, namely people with whom they interact and courses that they take related to the environment, science and technology. In addition, it is confirmed…
Sellers, Katie; Leider, Jonathon P; Harper, Elizabeth; Castrucci, Brian C; Bharthapudi, Kiran; Liss-Levinson, Rivka; Jarris, Paul E; Hunter, Edward L
Public health practitioners, policy makers, and researchers alike have called for more data on individual worker's perceptions about workplace environment, job satisfaction, and training needs for a quarter of a century. The Public Health Workforce Interests and Needs Survey (PH WINS) was created to answer that call. Characterize key components of the public health workforce, including demographics, workplace environment, perceptions about national trends, and perceived training needs. A nationally representative survey of central office employees at state health agencies (SHAs) was conducted in 2014. Approximately 25,000 e-mail invitations to a Web-based survey were sent out to public health staff in 37 states, based on a stratified sampling approach. Balanced repeated replication weights were used to account for the complex sampling design. A total of 10,246 permanently employed SHA central office employees participated in PH WINS (46% response rate). Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics. Although the majority of staff said they were somewhat or very satisfied with their job (79%; 95% confidence interval [CI], 78-80), as well as their organization (65%; 95% CI, 64-66), more than 42% (95% CI, 41-43) were considering leaving their organization in the next year or retiring before 2020; 4% of those were considering leaving for another job elsewhere in governmental public health. The majority of public health staff at SHA central offices are female (72%; 95% CI, 71-73), non-Hispanic white (70%; 95% CI, 69-71), and older than 40 years (73%; 95% CI, 72-74). The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health. PH WINS represents the first nationally representative survey of SHA employees. It holds significant potential to help answer previously unaddressed questions in public health
... regardless of how the employee's time is divided between the two activities. However, all time spent in... spends the majority of work time during the work period. ... 29 Labor 3 2010-07-01 2010-07-01 false Public agency employees engaged in both fire protection and...
Олег Степанович Ткачук
Full Text Available The article is devoted to the problems of alternative civil dispute resolution and understanding of this phenomenon in western legal tradition and through the national paradigm of forms of protection of civil rights, freedoms and interests. The conception of “alternative dispute resolution” was analyzed by foreign and national scholars, such as M. Cappelletti, B. Garth, F. Sander, E. I. Nosyreva, O. M. Spektor, V. V. Komarov and others. The main objective of the paper is to analyse the essence of alternative dispute resolution as an order of protection and as a form of protection of civil rights. The author delimits such categories as order of protection and form of protection. From this point of view alternative dispute resolution is considered to be an independent form of protection of civil rights, freedoms and interests as well as judicial, administrative, notarial forms of protection and the protection in European court of human rights. As a result alternative dispute resolution can be understood as a form of protection of civil rights, freedoms and interests which consists of quasi-judicial and consensual methods of resolving civil disputes, based on voluntariness of treatment of persons, who was a participators of dispute, and voluntariness of enforcement of final decision of such procedure, which thought can be enforced coercively in a simplified procedure
Stevens, Leslie Anne
Due to legal uncertainty surrounding the application of key provisions of European and UK data protection law, the public interest in protecting individuals’ informational privacy is routinely neglected, as are the public interests in certain uses of data. Consent or anonymisation are often treated as the paradigmatic example of compliance with data protection law, even though both are unable to attend to the full range of rights and interests at stake in data processing. Curre...
... responsibility who is designated as a senior employee by the designated agency ethics official or the NIH... Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF...) Definitions. For purposes of this section: (1) Senior employee means the Director and the Deputy Director of...
Edlund, Jonas; Grönlund, Anne
Abstract ? The `varieties of capitalism' school argues that firm-specific skills are more common in coordinated than in liberal economies and that appropriate training is facilitated by employment protection legislation. We compare the level of firm-specific skills across 21 countries with different capacities for labour market coordination. The data provide very limited support ...
Full Text Available Workplace bullying is a subtle manifestation of disturbed relationships in the working collective. This form of victimization of employees in the Czech Republic has, according to independent surveys, expanding dimensions. Empirical evidence generally tends to reveal the prevalence, forms and direction of aggression as well as numerous psychological, health and other consequences of victimization, especially in terms of various socio-demographic indicators. The presented study verifies extensive psychological survey on the sample of N = 3746 employees from the private, public and non-profit sectors in the Czech Republic, using a questionnaire of negative acts NAQ (Negative Act Questionnaire and a status questionnaire. The research confirmed a 12, 14% prevalence of bullying in the workplace in the Czech Republic. There is a balanced representation of men and women in the incidence of bullying, while the highest rates of bullying are reported within the state sector. Victimization in the workplace affects mostly ordinary workers, aged around 42 years, with secondary or higher education. The Czech Republic has not yet made workplace bullying an illegal practise, especially in comparison with other industrialized countries, where since 1990, mobbing is considered a criminal offense. Existing laws in the Czech Republic also do not recognise the concept of mobbing or bossing and therefore do not define these concepts closer. The prohibition of bullying in the workplace necessarily derives from the general provisions of the Anti- Discrimination Act, of the Civil Code, the Labour Code and the laws arising from administrative law. Victims of workplace bullying also get protection by some provisions of the Criminal Code, which protects the victim from aggressor offenses. The relevant legal norm is intended to act as a social regulator, partly preventively in terms of taking measures for the successful identification and elimination of conditions of a
Anthony O Nwafor
Full Text Available The quest to maximize profits by corporate administrators usually leaves behind an unhealthy environment. This trend impacts negatively on long term interests of the company and retards societal sustainable development. While there are in South Africa pieces of legislation which are geared at protecting the environment, the Companies Act which is the principal legislation that regulates the operations of the company is silent on this matter. The paper argues that the common law responsibility of the directors to protect the interests of the company as presently codified by the Companies Act should be developed by the courts in South Africa, in the exercise of their powers under the Constitution, to include the interests of the environment. This would guarantee the enforcement of the environmental interests within the confines of the Companies Act as an issue of corporate governance.
... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE... employee under 18 U.S.C. 208—whether by purchase, gift, bequest, marriage, or otherwise, except that with... prospective and current investors or participants, does not indicate the objective or practice of...
... business? 1002.36 Section 1002.36 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS... reemployment rights when the employer acquired the business? Yes. In order to be a successor in interest, it is..., acquisition, or other form of succession. ...
... 25 Indians 2 2010-04-01 2010-04-01 false What types of personal conflicts of interest involving... ASSISTANCE ACT Conflicts of Interest § 900.234 What types of personal conflicts of interest involving tribal... in which that person has a financial or employment interest that conflicts with that of the trust...
... 25 Indians 2 2010-04-01 2010-04-01 false What types of personal conflicts of interest involving...-DETERMINATION AND EDUCATION ACT Conflicts of Interest § 1000.463 What types of personal conflicts of interest... financial or employment interest that conflicts with that of the trust beneficiary, whether the tribe...
Tountas, Yannis; Manios, Yannis; Dimitrakaki, Christine; Tzavara, Chara
The study aimed to explore the association between the presence of several protective health behaviors and physical and mental wellbeing/functioning among healthy hospital employees in Greece. A randomly selected representative sample of 395 employees working in seven hospitals, both public and private, within the wider region of Athens participated in the study. Participants were assigned to the following professional categories: administrative, auxiliary and technical personnel, medical doctors and nurses. Four basic protective health behaviors were examined: following the Mediterranean diet, exercising, no smoking and moderate alcohol drinking. Employees' health related quality of life was assessed with the self-administered SF-36 generic health status measure. Technical and administrative hospital personnel reported more healthy behaviors than medical and auxiliary personnel. There was an increased likelihood of scoring higher in almost all SF-36 Physical health subscales in the accumulation of the above four protective heath behaviors. In terms of mental health, even the presence of two or more protective health behaviors significantly increase the score on most SF-36 Mental health subscales. Results indicate that the protective role of basic health behaviors extends beyond physical health to mental wellbeing.
As the AKR sees it, the author of the contribution published in SSP 1/98, page 37 et seq., wishes to enhance the requirements to be met by a radiation protection officer performing his functions as a temporary employee in a facility subject to licensing of activities according to section 20 of the StrlSchV (Radiation protection ordinance), so as to adjust them to the standards of a permanently employed radiation protection officer in a nuclear power plant. For the AKR however, the reasons stated by the author are not convincing. Amendment of the legal requirements and duties of an external radiation protection officer according to the proposals of the author might create the situation that exclusively external radiation protection officers will be legally authorized to perform the activities required for licensing, so that permanently employed radiation protection officers in such facilities might become redundant. This would mean an undesirable development. (orig./CB) [de
Kilo, Sonja; Zonnur, Nina; Uter, Wolfgang; Göen, Thomas; Drexler, Hans
Occupational exposure to carbon disulfide (CS2) leads to inhalative and dermal uptake and thereby to internal exposure. In order to prevent occupational contact dermatitis, gloves and skin protection creams are used at the workplace. The aim of the study was the evaluation of the influence of personal skin protection and irritation on the internal exposure to CS2 of employees in the viscose industry. One hundred and eighty-two male CS2-exposed employees were included in the study and were examined regarding working conditions, use of personal protective measures und skin status. Personal air monitoring and biological monitoring was performed and the 'relative internal exposure' (RIE, internal exposure in relation to external exposure) calculated. A multiple regression analysis calculated the influence of skin protection and irritation on CS2 uptake. Usage of skin protection creams and gloves (and both in combination) while working was associated with a significantly higher RIE indicating a higher dermal penetration of CS2. Equally, irritated skin and younger age was associated with a higher internal burden. Gloves and skin protection creams are useful for preventing occupational skin diseases. However, when handling skin-resorptive substances like CS2, they can increase internal exposure or skin irritation. Therefore, we recommend the careful consideration of benefits and risks of protective creams and gloves at the workplace. © The Author 2015. Published by Oxford University Press on behalf of the British Occupational Hygiene Society.
Burić Milijana Novović
Full Text Available Insurance companies are facing major challenges that point to the need for control process and risk management. Risk management in insurance has a direct impact on solvency, economic security, and overall financial stability of insurance companies. It is very important for insurance companies to adequately calculate risks to which they are exposed. Asset liability management (ALM, as an integrated approach to financial management, requires simultaneous decision-making about categories and values of assets and liabilities in order to establish the optimum volume and the ratio of assets and liabilities, with the understanding of complexity of the financial market in which financial institutions operate. ALM focuses on a significant number of risks, whereby the emphasis in this paper will be on interest rate risk which indicates potential losses that may reflect in a lower interest margin, a lower value of assets or both, in terms of changes in interest rates. In the above context, the aim of this paper is to show how to protect from interest rate changes and how these changes influence the insurance market in Montenegro, both from the theoretical and the practical point of view. The authors consider this to be an interesting and very important topic, especially because the life insurance market in Montenegro is underdeveloped and subject to fluctuations. Also, taking into account the fact that Montenegro is a country that has been making serious efforts to join the EU, it is expected that insurance companies in Montenegro will strengthen their financial position in the market even using the ALM traditional techniques, which is shown in this paper.
Full Text Available The purpose of the paper is to analyze the issue of applying by Ukraine of mechanisms developed in the legal framework by the World Trade Organization to protect the internal market in order to prepare appropriate recommendations to state power authorities empowered to carry out trade policy. Methodology. The study is based on studying the experience of Ukraine to revise its commitments on tariff lines for the first three-year period after the accession to the WTO, as well as on the analysis of the most resonant steps to protect the internal market taken by Ukraine and the consequences of these steps. Result. The issue of applying by Ukraine of tools developed by the World Trade Organization to protect the interests of national producers has been described in this article. The situation of the use by Ukraine of a right to review the conditions of membership in the WTO has been reviewed step by step starting from the studying of this issue within the country and to the statements by the Government not to use this feature. All the stages of the process of using the possibility to revise the conditions of membership in the WTO have been analyzed as well as the mistakes that led to the absence of the desired result in the end. Also, the basic tools of protection of the domestic market in the WTO system, such as anti-dumping investigation and the investigation concerning the subsidized imports has been considered The dynamics of the use of such investigations by all WTO member countries since the establishment of the WTO, with particular emphasis on the period of the financial and economic crisis of 2008-2010 has been reviewed. The number of successful investigations led to the application of certain protective measures also has been determined. The risks that arise in the absence of the Government of Ukraine steps to improve the efficiency of representation of interests in the WTO have been analyzed. Recommendations improving the use of WTO
..., volunteers and employees? 63.24 Section 63.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR..., volunteers and employees? (a) Indian tribes and tribal organizations must comply with the privacy... guidelines. (c) Federal agencies exercising authority under this part by delegation from OPM must comply with...
Svensson, Jorgen S.; van Genugten, M.L.
Purpose – Equal treatment in the workplace is considered one of the most fundamental rights of employees. This right also implies that employees must be able to address any form of unequal treatment freely and effectively, without fear of retaliation. The purpose of this paper is to investigate the
Weller, S C
Congress is putting pressure on OSHA to finalize its Universal Precaution standards by December. When the standards go into effect, textile rental companies that serve medical, dental, and outpatient care facilities--including private physician and dentist offices--must take steps to protect employees from blood-borne pathogens. Soiled linens, towels, gowns, and other items from any customer in risk categories link a textile rental facility and/or commercial laundry with the OSHA regulations. Read and heed this information.
Balthazar, Patricia; Harri, Peter; Prater, Adam; Safdar, Nabile M
The Hippocratic oath and the Belmont report articulate foundational principles for how physicians interact with patients and research subjects. The increasing use of big data and artificial intelligence techniques demands a re-examination of these principles in light of the potential issues surrounding privacy, confidentiality, data ownership, informed consent, epistemology, and inequities. Patients have strong opinions about these issues. Radiologists have a fiduciary responsibility to protect the interest of their patients. As such, the community of radiology leaders, ethicists, and informaticists must have a conversation about the appropriate way to deal with these issues and help lead the way in developing capabilities in the most just, ethical manner possible. Copyright © 2017 American College of Radiology. Published by Elsevier Inc. All rights reserved.
Radovanović Sanja M.
Full Text Available Computer program is an intellectual creation protected by copyright. However, unlike other items with equivalent legal protection, a computer program has a strong technical functionality, which is, in nowadays' society, an indispensable factor in everyday business activities, exchange of information, entertainment or achieving other similar purposes. Precisely because of this feature, computer program can rarely be seen in isolation from the hardware and software environment. In other words, the functionality of a computer program reaches its full scope only in interaction with other computer program or device. Bearing in mind the fact that this intellectual creation is in the focus of technological, and thus social, development, legislators are trying to provide a legal framework in which these interactions take place unhindered. In fact, considering that each aspect of the use of a computer program presents the exclusive right of the author, relying on his or her consent to undertake certain perpetration which would provide the necessary connectivity of the various components, could put in risk further technological development. Therefore, the lawmakers provide that, in certain cases and under certain conditions, the author's exclusive right could be restricted or excluded. This paper aims to analyze a normative contribution in achieving, technical and technological needed, and therefore, in terms of general interest justified, interactions.
Full Text Available Emotional abuse in the work place, psychological terror, social isolation, are terms well known to the Labor Union organizations. They all refer to harassment in the work place, which is actually mobbing. The word “mobbing” denotes a wide range of complex activities which represent harassment of the employees in their work places, in all social spheres. Therefore the consequences range from mild disturbances to disappointing repercussions to the employees. Those consequences mostly reflect badly on the family of the harassed employee, as well on the organization and the society in general. For that reason, the subject of this article is to analyze the regulations of the Law on Labor Relations which refer to protection of employees from harassment in the work place and to analyze the new “Law on Harassment Protection in the work place” adopted recently, in order to increase the protection measures against harassment in the work place on a higher level. The efficiency of this law is to be comprehended through professional and scientific approach, where the research should emphasize the efficiency of the new legal acts. The purpose of this article is not only to analyze the abovementioned laws on harassment protection in the work place in the Republic of Macedonia, but also to present a critique of the eventual mistakes that might occur during implementation and to identify legal gaps as obstacles against mobbing evidence. The methodological approach of this article is directed towards implementation of the qualitative methodanalyzing content founded on scientific and expert competence as well as on previously established real state of affairs by the adopted law regulations in order to present our own point of view. The conclusion of this article refers to the fact that weaknesses in some of the legal acts on the Law on Labor Relations and the Law on Harassment Protection could be noticed. Those cracks might be misinterpreted by the people
... 40 Protection of Environment 24 2010-07-01 2010-07-01 false Conflict of interest. 233.4 Section 233.4 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) OCEAN DUMPING 404 STATE PROGRAM REGULATIONS General § 233.4 Conflict of interest. Any public officer or employee who has a direct...
Chuen-Ping Chang; Shi Chen
We study the optimal bank interest margin and default risk under the capped ratio schedule of government capital instruments in the Basel III Capital Adequacy Accord and the Deposit Insurance Fund arrangement program. We show that an increase in the capped ratio (a decrease in the capped government capital injection) increases the default risk in the bank¡¯s equity return at a reduced interest margin. Regulatory deposit insurance fund protection reinforces the reduced bank interest margin and...
Administrative legal protection, according to Basic Law, is the right of the individual for protection, i.e. protection of 'subjective' rights based on 'objective' law. The extension of this legal protection beyond the legal protection of the individual has been under discussion lately, mostly in connection with a joint board suit, not so often with citizen actions which comprise 'individual suit' and 'joint board suit', mainly in environmental protection law (e.g. actions brought against nuclear power plants). Such rights are not to be conceded to everybody and every association, but only to a few supraregional associations with legal status, e.g. the citizen association environmental protection. (HP) [de
Buzogany, Bill; Mueller, Michael J
Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.
... result in a safer work environment for our employees, while at the same time ensuring that our claimants... technical language or jargon that is not clear? Would a different format make the rule easier to understand... the Administrative Procedure Act (APA) rulemaking procedures specified in 5 U.S.C. 553 when developing...
... (other than health benefits), the same benefits would be required to be provided to an employee on unpaid..., restraining, or denying the exercise of (or attempts to exercise) any rights provided by the Act. (2) An..., restraining, or denying the exercise of rights provided by the Act. An employer may be liable for compensation...
The paper presents findings from the research and development project "Employee Participation in the Introduction of Cleaner Technologies" which was carried out in the period 1993-95 in 5 Danish companies from different branches by an interdisciplinary group of researchers from The Technical...
In brief the contribution argues that particular interests are often dressed up as common interests, e.g. when postulating an underlying natural law or even natural rights. As much as it is a problem for 19 states to agree on common interests, it is a problem that what is presented as common...
Piwowarska-Bilska, H.; Supinska, A.; Listewnik, M. H.; Zorga, P.; Birkenfeld, B.
The appropriate radiation protection measures applied in departments of nuclear medicine should lead to a reduction in doses received by the employees. During 1991-2007, at the Department of Nuclear Medicine of Pomeranian Medical University (Szczecin, Poland), nurses received on average two-times higher (4.6 mSv) annual doses to the whole body than those received by radiopharmacy technicians. The purpose of this work was to examine whether implementation of changes in the radiation protection protocol will considerably influence the reduction in whole-body doses received by the staff that are the most exposed. A reduction in nurses' exposure by ∼63% took place in 2008-11, whereas the exposure of radiopharmacy technicians grew by no more than 22% in comparison with that in the period 1991-2007. Proper reorganisation of the work in departments of nuclear medicine can considerably affect dose reduction and bring about equal distribution of the exposure. (authors)
von Thiele Schwarz, Ulrica; Augustsson, Hanna; Hasson, Henna; Stenfors-Hayes, Terese
To test the effects of integrating health protection and health promotion with a continuous improvement system (Kaizen) on proximal employee outcomes (health promotion, integration, and Kaizen) and distal outcomes (workability, productivity, self-rated health and self-rated sickness absence). Twelve units in a county hospital in Sweden were randomized to control or intervention groups using a quasiexperimental study design. All staff (approximately 500) provided self-ratings in questionnaires at baseline, and a 12- and 24-month follow-up (response rate, 79% to 87.5%). There was a significant increase in the proximal outcomes over time in the intervention group compared with the control group, and a trend toward improvement in the distal outcomes workability and productivity. Integration seems to promote staff engagement in health protection and promotion, as well as to improve their understanding of the link between work and health.
Westerman, Catherine Y K; Currie-Mueller, Jenna L; Motto, Justin S; Curti, Logan C
This article explores the issue of health information sharing at work through the lens of Communication Privacy Management theory. As employees must often share some health information at work for various reasons (e.g., to obtain sick leave or accommodations), determining how much to share and how to manage health information is important. The leader-member exchange relationship, stigma, risk perceptions, and the degree of privacy of each individual's health information were investigated. The results show that leader-member exchange, stigma, and privacy contribute to an individual's willingness to disclose health information at work and that leader-member exchange impacts perceptions of risk associated with sharing health information.
Schumann, E.; Keiner, P.; Klose, E.
On the grounds of its physical properties Wood metal is suitable for the preparation of individual collimators, shields and other radiation protective means in clinical radiology. Advantages and disadvantages of these self-made protective means are discussed. Its use for constructing special shielding elements and filters applied in radiotherapy as well as for shielding syringes applied in nuclear medicine is demonstrated. (author)
The following can be said of appeal proceedings against provisionally granted legal protection as claimed according to section 5 article 80 VwGO, the public utilities attending the proceedings, but not the licensing authority, being in the position to file this appeal: 1) The licensing authority takes part in the appeal proceedings and has the right to be heard. The licensing authority can also continue to act in the public interest in order to maintain the ordinances it issued, ordinances which were ordered to take immediate effect with public interest in mind. 2) The court of appeal has to examine the factual and the legal aspects of the previous instance's decision. 3) The public utility as the complainant can, within the framework of its official duties, combine the public interest with its own interests. (orig./HP) [de
Full Text Available Over the years, the demand for services of general interest and the manner they are provided have evolved significantly. Services that the state would traditionally provide in a direct form have been increasingly outsourced by national, regional and local authorities, and are now often provided by the private sector (with or without profit. This changed approach is driven by the processes of deregulation, the changes in government policies and the changing needs and expectations of users According to its European definition, a general interest service is a service that "public authorities classify as being general interest, and is subject to specific public service obligations". These services were identified as having a central role in the European model of society that the European Union has been built on, because they meet people’s basic needs.
Maibi, Moeti Gilbert
Workplace harassment is a major problem in all employment relationships. It has negative implications for employee satisfaction, performance and productivity. This in turn leads to poor organisational performance, and often causes formal grievances and labour disputes which are not in the best interest of the employee or the employer. The constitution of the Republic of South Africa and other related acts like Employment Equity Act (EEA) protect employees against any form of un...
De Dominicis, Stefano; Schultz, P Wesley; Bonaiuto, Marino
Concerns for environmental issues are important drivers of sustainable and pro-environmental behaviors, and can be differentiated between those with a self-enhancing (egoistic) vs. self-transcendent (biospheric) psychological foundation. Yet to date, the dominant approach for promoting pro-environmental behavior has focused on highlighting the benefits to others or nature, rather than appealing to self-interest. Building on the Inclusion Model for Environmental Concern, we argue that egoistic and biospheric environmental concerns, respectively, conceptualized as self-interest and altruism, are hierarchically structured, such that altruism is inclusive of self-interest. Three studies show that self-interested individuals will behave more pro-environmentally when the behavior results in a personal benefit (but not when there is exclusively an environmental benefit), while altruistic individuals will engage in pro-environmental behaviors when there are environmental benefits, and critically, also when there are personal benefits. The reported findings have implications for programs and policies designed to promote pro-environmental behavior, and for social science research aimed at understanding human responses to a changing environment.
De Dominicis, Stefano; Schultz, P. Wesley; Bonaiuto, Marino
Concerns for environmental issues are important drivers of sustainable and pro-environmental behaviors, and can be differentiated between those with a self-enhancing (egoistic) vs. self-transcendent (biospheric) psychological foundation. Yet to date, the dominant approach for promoting pro-environmental behavior has focused on highlighting the benefits to others or nature, rather than appealing to self-interest. Building on the Inclusion Model for Environmental Concern, we argue that egoistic and biospheric environmental concerns, respectively, conceptualized as self-interest and altruism, are hierarchically structured, such that altruism is inclusive of self-interest. Three studies show that self-interested individuals will behave more pro-environmentally when the behavior results in a personal benefit (but not when there is exclusively an environmental benefit), while altruistic individuals will engage in pro-environmental behaviors when there are environmental benefits, and critically, also when there are personal benefits. The reported findings have implications for programs and policies designed to promote pro-environmental behavior, and for social science research aimed at understanding human responses to a changing environment. PMID:28701979
Stefano De Dominicis
Full Text Available Concerns for environmental issues are important drivers of sustainable and pro-environmental behaviors, and can be differentiated between those with a self-enhancing (egoistic vs. self-transcendent (biospheric psychological foundation. Yet to date, the dominant approach for promoting pro-environmental behavior has focused on highlighting the benefits to others or nature, rather than appealing to self-interest. Building on the Inclusion Model for Environmental Concern, we argue that egoistic and biospheric environmental concerns, respectively, conceptualized as self-interest and altruism, are hierarchically structured, such that altruism is inclusive of self-interest. Three studies show that self-interested individuals will behave more pro-environmentally when the behavior results in a personal benefit (but not when there is exclusively an environmental benefit, while altruistic individuals will engage in pro-environmental behaviors when there are environmental benefits, and critically, also when there are personal benefits. The reported findings have implications for programs and policies designed to promote pro-environmental behavior, and for social science research aimed at understanding human responses to a changing environment.
Marinela Vrancianu; Liana Anica Popa
A significant number of breaches in the security of electronic banking (e-Banking) system is reported each year, drawing attention to the need to protect and inform customers about the risk of exposure to malicious actions initiated by cyber-criminals. Financial institutions and consumers recognize the fact that attacks and financial frauds are becoming more complex and are perpetrated by a different class of criminal. This class is increasingly sophisticated and uses technology as part of th...
Wang, Weiqi; Liu, An; Li, Zhixu; Zhang, Xiangliang; Li, Qing; Zhou, Xiaofang
Point-of-interest (POI) recommendation has attracted much interest recently because of its significant business potential. Data used in POI recommendation (e.g., user-location check-in matrix) are much more sparse than that used in traditional item (e.g., book and movie) recommendation, which leads to more serious cold start problem. Social POI recommendation has proved to be an effective solution, but most existing works assume that recommenders have access to all required data. This is very rare in practice because these data are generally owned by different entities who are not willing to share their data with others due to privacy and legal concerns. In this paper, we first propose PLAS, a protocol which enables effective POI recommendation without disclosing the sensitive data of every party getting involved in the recommendation. We formally show PLAS is secure in the semi-honest adversary model. To improve its performance. We then adopt the technique of cloaking area by which expensive distance computation over encrypted data is replaced by cheap operation over plaintext. In addition, we utilize the sparsity of check-ins to selectively publish data, thus reducing encryption cost and avoiding unnecessary computation over ciphertext. Experiments on two real datasets show that our protocol is feasible and can scale to large POI recommendation problems in practice.
Point-of-interest (POI) recommendation has attracted much interest recently because of its significant business potential. Data used in POI recommendation (e.g., user-location check-in matrix) are much more sparse than that used in traditional item (e.g., book and movie) recommendation, which leads to more serious cold start problem. Social POI recommendation has proved to be an effective solution, but most existing works assume that recommenders have access to all required data. This is very rare in practice because these data are generally owned by different entities who are not willing to share their data with others due to privacy and legal concerns. In this paper, we first propose PLAS, a protocol which enables effective POI recommendation without disclosing the sensitive data of every party getting involved in the recommendation. We formally show PLAS is secure in the semi-honest adversary model. To improve its performance. We then adopt the technique of cloaking area by which expensive distance computation over encrypted data is replaced by cheap operation over plaintext. In addition, we utilize the sparsity of check-ins to selectively publish data, thus reducing encryption cost and avoiding unnecessary computation over ciphertext. Experiments on two real datasets show that our protocol is feasible and can scale to large POI recommendation problems in practice.
Wegner, Casey J; Kim, Bohkyung; Lee, Jiyoung
Recent studies have demonstrated that the intestine is a key target organ for overall health and longevity. Complementing these studies is the discovery of the trans-intestinal cholesterol efflux pathway and the emerging role of the intestine in reverse cholesterol transport. The surfacing dynamics of the regulation of cholesterol metabolism in the intestine provides an attractive platform for intestine-specific nutritional intervention strategies to lower blood cholesterol levels for protection against cardiovascular diseases. Notably, there is mounting evidence that stimulation of pathways associated with calorie restriction may have a large effect on the regulation of cholesterol removal by the intestine. However, intestinal energy metabolism, specifically the idiosyncrasies surrounding intestinal responses to energy deprivation, is poorly understood. The goal of this paper is to review recent insights into cholesterol regulation by the intestine and to discuss the potential for positive regulation of intestine-driven cholesterol removal through the nutritional induction of pathways associated with calorie restriction.
Full Text Available Recent studies have demonstrated that the intestine is a key target organ for overall health and longevity. Complementing these studies is the discovery of the trans-intestinal cholesterol efflux pathway and the emerging role of the intestine in reverse cholesterol transport. The surfacing dynamics of the regulation of cholesterol metabolism in the intestine provides an attractive platform for intestine-specific nutritional intervention strategies to lower blood cholesterol levels for protection against cardiovascular diseases. Notably, there is mounting evidence that stimulation of pathways associated with calorie restriction may have a large effect on the regulation of cholesterol removal by the intestine. However, intestinal energy metabolism, specifically the idiosyncrasies surrounding intestinal responses to energy deprivation, is poorly understood. The goal of this paper is to review recent insights into cholesterol regulation by the intestine and to discuss the potential for positive regulation of intestine-driven cholesterol removal through the nutritional induction of pathways associated with calorie restriction.
Harris, J C; Elcock, C; Sidebotham, P D; Welbury, R R
Following several highly publicised inquiries into the deaths of children from abuse and neglect, there has been much recent interest in the role and responsibility of all health professionals to protect children at risk of maltreatment. The findings of a postal questionnaire, sent in March 2005 to 789 dentists and dental care professionals with an interest in paediatric dentistry working in varied settings in the UK, are presented in a two-part report and discussed in the context of current multi-agency good practice in safeguarding and promoting the welfare of children. This first part explores reported child protection training, experience and practice. There was a significant gap between recognising signs of abuse and responding effectively: 67% of respondents had suspected abuse or neglect of a child patient at some time in their career but only 29% had ever made a child protection referral. The dental profession is alerted to the need to ensure necessary appropriate action to safeguard children is always taken when child abuse or neglect are suspected.
Full Text Available Albania's natural environment and resources are vital to its economic success and the health and well-being of its citizens. Environmental crime threatens resources on which it is heavily dependent on the pillars of the Albanian economy and acts as a major obstacle and obstacle as Albania moves towards an efficient economy with resources, employment and safe growth. The greatest challenges in today's environment do not conspire in natural disasters, but in the grave, immoral and inexperienced behavior of man to the environment and its elements. Impotence is another important element of this story that is killing us every day, though it does not seem to touch us with any expected tree, no bird that no longer has to stand, no fish that took the river's river hydroelectric power plant.... Inspection in particular, is an important part of environmental protection, because in my view it is the key to everything, based on the ever-popular popular expression "fear preserves the vineyard". The impotence of environmental crime is one of the most important advantages and methods for preserving environmental elements. Inspection in the entirety of many advantages in other instrument reports as a previously studied, well-defined, non-corroborated inspection is efficient both for the environment and economic efficiency, as it affects the ability to increase revenue publicity, transparency, flexibility, etc. Inspection today is considered to be the only pathway that affects law enforcement by all actors set out in it. It is the only tool that, having the authority to take administrative or criminal measures, directly affects the work and life of the objects subject to inspection. In this context, inspection has been successfully used to address a wide range of environmental crime, including waste disposal, water pollution and air emissions.
The no-fault liability principle of nuclear liability regime, its compensation schemes, sociological and legal grounds of its construction as well as liberation grounds are analysed. The simple existence of causation of damage and nuclear accident without necessity of proving negligence or any other type of fault on the part of the operator as an adequate basis for the operator’s strict liability is highlighted thus simplifying the litigation process eliminating potential obstacles, especially such as might exist with the burden of proof. The question of weighing the interests of society in the development of nuclear industry, the necessary extent of protection of victims of nuclear accidents and the interests of operators of nuclear facilities as main determinants of the strict nature of nuclear liability is also described. (orig.)
It is declared of general and national interest the protection of the environment against any depredacion,destruccion type or contamination, as well as the prevention of the negative and noxious environmental impact and the alteration of the environment damaged by human activities. The production factories and transformation of Nuclear Energy, as well as roads,bridges, railway line,airports, pipeline,gas pipeline treatment of toxic or dangerous residuals plants and others should be subjected to the previous realization of a study of environmental impact [es
In evaluating the future role of nuclear power, it should be necessary to perform a rational and quantitative comparison of power production alternatives on at least the following four parameters: health effects, environmental effects, economy, and resource availability. The evaluations should cover all steps from fuel production through waste disposal. Less detailed knowledge is available on health effects from air pollution than from radioactivity. However, the present body of knowledge clearly indicates that large-scale use of nuclear power instead of fossil fuels will save thousands of human lives annually. This is probably one of the most compelling arguments for nuclear power. A number of irrational political, ethical and emotional factors may be of decisive importance in a large-scale choice of power plant types. However, an evaluation of rational and quantifiable factors may serve one important function in telling how many lives, which environmental improvements and what economic advantages must be sacrificed in order to satisfy such irrational demands. In any case it should be recognized that the public interest is best served by maximum use of the broad knowledge available on costs and benefits of alternative electric power generation forms. Obviously, energy policy is not an area where all questions can be tackled in an absolutely rational and objective way. However, a number of absolute restrictions are set by the laws of nature, others by present technological abilities. Such restrictions cannot be changed by wishful thinking, political or otherwise. On one hand, this may serve to define the role of the technological community in making both the nuclear and other more important decisions. On the other hand, these are facts which are not fully appreciated by those making a controversial issue of nuclear power. When defining the role of the professional in the nuclear issue the following point should be considered. A scientist or technologist using his
In evaluating the future role of nuclear power, it should be required to perform a rational and quantitative comparison of power production alternatives on at least the following four parameters: health effects, environmental effects, economy and resource availability. The evaluations should cover all steps from fuel production through waste disposal. We have less detailed knowledge on health effects from air pollution than from radioactivity. However our present body of knowledge clearly indicates that large scale use of nuclear power instead of fossil fuels will save thousands of human lives annually. This is probably one of the most compelling arguments for nuclear power. Clearly a number of irrational political, ethical and emotional factors may be of decisive importance in a large scale choice of power plant types. However an evaluation of rational and quantifiable factors may serve one important function in telling us how many lives, which environmental improvements and what economical advantages we have to sacrifice in order to satisfy such irrational demands. In any case it should be recognized that the public interest is best served by maximum use of the broad knowledge we have on costs and benefits of alternative electric power generation forms. Obviously energy policy is not an area where all questions can be tackled in an absolutely rational and objective way. However a number of absolute restrictions are set by the laws of nature, others by our present technological abilities. Such restrictions can not be changed by wishful thinking, political or otherwise. On the one hand this may serve to define the role of the technological community in making both the nuclear and other more important decisions. On the other hand these are facts which are not fully appreciated by those making a controversial issue of nuclear power. One disturbing aspect of the discussions in many countries, is the plethora of manifestos for or against nuclear power. These are issued
Full Text Available The paper discusses the need to protect the legitimacy of decision-making process in investment arbitration through public access to the proceedings. Unlike commercial arbitration, investment arbitration entails decisions on state responsibility for measures directed towards protection of environment, lives and health of its population or human rights. Presence of the public interest in such disputes brings under strong criticism a traditional characteristic of arbitration process - its confidentiality. The problem of democratic deficit of decision-making can be resolved, inter alia, by allowing persons who are not parties to the dispute to participate in the proceedings if they consider that their interest might be affected by arbitral award. The 2006 Arbitration Rules of International Centre for Settlement of Investment Disputes envisage, subject to approval of the Tribunal, the right of a non-disputing party to file a written submission with the Tribunal regarding a factual or legal issue connected with the subject matter of the dispute. However, without right of those entities to attend arbitral hearings and, more importantly, without their access to documents submitted during the proceedings, this is not by far enough to give 'friends of the court' a meaningful and significant role.
... employee of the National Library of Medicine at the National Institutes of Health has just been asked to... employee's own interests: (i) The employee's spouse; (ii) The employee's minor child; (iii) The employee's...
Full Text Available Sweden's population is gradually changing to become more multiethnic and diverse and that applies also for recipients of health care, including childhood cancer care. A holistic view on the sick child in the context of its family has always been a cornerstone in childhood cancer care in Sweden. The purpose of this study was to gain knowledge about the experiences and main concern of foreign-born parents in the context of paediatric cancer care. Interviews were performed with eleven foreign-born parents and data were analysed using a classic grounded theory approach. Foreign-born parents often feel in a position of powerless dependence, but family interests are protected in their approaches to interaction with healthcare staff, through cooperation, contesting, and reluctant resigning. Healthcare staff need to listen to foreign-born parents and deal with their concerns seriously to prevent powerless-dependence and work for trustful cooperation in the common fight against childhood cancer.
The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...
Quitting tobacco Self-care Infant care Unplanned pregnancy Unsafe sex Alcohol / drug abuse Depression Family...11%). Injury risk factors included Active Duty military status, lower education level, tobacco use, overuse of alcohol /drugs, and stress...interests, as well as identified modifiable injury risk factors ( alcohol and drugs use, tobacco use, poor sleep, stress). Injury prevention
Lindner, James R.
Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)
... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or have...
... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees are...
Röher, Katharina; Göpfert, Matthias S
In the light of a rising percentage of women among employees in anaesthesia and intensive care designing adequate workplaces for pregnant employees plays an increasingly important role. Here it is necessary to align the varied interests of the pregnant employee, fellow employees and the employer, where the legal requirements of the Maternity Protection Act ("Mutterschutzgesetz") form the statutory framework. This review describes how adequate workplaces for pregnant employees in anaesthesia and intensive care can be established considering the scientific evidence on the subject. © Georg Thieme Verlag Stuttgart · New York.
... ETHICAL CONDUCT FOR EMPLOYEES OF THE ENVIRONMENTAL PROTECTION AGENCY § 6401.102 Prohibited financial... having outside employment with or holding stock or any other financial interest in companies that... apply to companies with subsidiaries in these areas but do not include retail distributors to the...
Monray Marsellus Botha
Full Text Available Central to company law is the promotion of corporate governance. An important question in company law still today is in whose interest the company should be managed. Corporate governance needs to address the entire span of responsibilities to stakeholders of the company such as customers, employees, shareholders, suppliers and the community at large. The promotion of human rights in the application of company law must also take place. This is extremely important given the significant role of enterprises within the social and economic life of the nation. The interests of various stakeholder groups in the context of the corporation as a "social institution" should be enhanced and protected. Because corporations are part of society and the community, like all of us, it is required of them to be socially responsible and have greater accountability to all stakeholders of the company. Although directors must act in the best interests of shareholders collectively they must also consider the interests of other stakeholders. Sustainable relationships with all the relevant stakeholders are thus important. The advancement of social justice is thus important to corporations in that they should take note of the Constitution, labour legislation and company law legislation when social justice issues are dealt with. Employees have become very important stakeholders of companies and their needs should be taken into account in the bigger corporate governance and social responsibility framework.
The Whistleblower Protection Enhancement Act of 2012 (WPA) and the Whistleblower Protection Act of 1989 Enhanced by the Act of 2012 provides protection rights for Federal employees against retaliation for whistleblowing activities.
Aanæs, Henrik; Dahl, Anders Lindbjerg; Pedersen, Kim Steenstrup
on spatial invariance of interest points under changing acquisition parameters by measuring the spatial recall rate. The scope of this paper is to investigate the performance of a number of existing well-established interest point detection methods. Automatic performance evaluation of interest points is hard......Not all interest points are equally interesting. The most valuable interest points lead to optimal performance of the computer vision method in which they are employed. But a measure of this kind will be dependent on the chosen vision application. We propose a more general performance measure based...... position. The LED illumination provides the option for artificially relighting the scene from a range of light directions. This data set has given us the ability to systematically evaluate the performance of a number of interest point detectors. The highlights of the conclusions are that the fixed scale...
Wehse, Heiko; Pazhepurackel, Vinitha
Due to the promotion of small hydropower plants in Switzerland, a lot of new projects have been planned. This leads to conflicts of interests, especially between ecology and power production. Where should new power plants be built, and which rivers should be protected from any further impact ? In this paper a methodology is developed in order to find answers to those questions. It confronts the oppositional interests for the use and protection of rivers in a transparent way. By doing so, it is hoped to rationalize conflicts. The methodology should help the authorities to evaluate new projects, and it is a basis for regional strategies of river use and protection. The method was tested in collaboration with the cantonal authority of Bern to classify all the rivers of the canton (12'000 km) [Conseil-executif du canton de Berne 2009]. For each river section, the different interests were identified. It has been adapted for the canton of Fribourg to classify the river reaches where new plants are planned [Wehse 2010]. In 2011 the swiss confederation has published a recommendation for the cantonal and communal authorities, concerning the elaboration of cantonal strategies for the use and protection of the rivers [Wehse 2011], which is based on the same method. (authors)
如何在支持互联网金融创新发展的同时，有效保护互联网金融消费者的合法权益，是一个亟待研究的重要课题。本文在总结互联网金融概念、模式的基础上，深入分析了互联网金融消费者权益受侵害的表现形式和当前互联网金融消费者权益保护面临的困境，提出了完善互联网金融消费者权益保护的政策建议。%It is an important subject to be studied how to support the development of Internet financial innovation, and at the same time, protect the lawful rights and interests of the Internet financial consumers effectively. The paper, on the basis of summarizing the concept and mode of the Internet finance, deeply analyzes the forms of the infraction of the Internet financial consumers’ rights and interests and the current plight of the Internet financial consumers' rights and interests protection. Finally, the paper proposes the policy suggestions on perfecting the protection of the rights and interests of the Internet financial consumers.
... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...
Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...
Full Text Available Health and working ability are assumptions of entering into and the existence of labour relations. The purpose of entering into and the existence of labour relations is in the organised and meaningful work, in the interest of the employer and the employee. The main obligation of the employee is to do their work personally in accordance with their health and work abilities. With regards to the said abilities, the employee is accepted to the work, and protection and maintaining of these abilities is the assumption of the survival and long lasting of the employment. This makes legitimate the need that the health and work ability be protected by law in a suitable way. To that effect, we can talk about protection of health of the employees and safety at work. Since health does not only mean the absence of illness, but also the overall social security of the employees at work and in connection with work, this and issue of insurance of different risks that follow work of the employee fall into measures of health protection. Finally, not only manpower, as an organic unity of health and work abilities, takes part in labour relations, but also the entire personality of the employee with the overall personal (moral and ethical integrity, which also on its part requires appropriate labour law treatment and protection (ban on discrimination, harassment, abuse, protection of personal data, etc..
"Leaping into the future of labor economics: the research potential of linking employer and employee data" is the title of a paper by Daniel S Hammermesh published in Labour Economics in 1999. I quote it here, since it captures much of my motivation for the work included in this thesis. Considering applied micro econometrics and labor economics my main elds of interest, the development of linked employer-employee data that took place in Denmark around the time of the new mille...
Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne
To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.
Occupational health hazards among quarry employees in Ebonyi state, ... how these problems affect the conditions of employees in such industries in Ebonyi State. ... the level of compliance of safety and protective devices among employees.
Haukka, Eija; Ojajärvi, Anneli; Kaila-Kangas, Leena; Leino-Arjas, Päivi
We identified factors protective of all-cause sickness absence (SA) among subjects with multisite musculoskeletal pain (MSP). The nationally representative source sample comprised 3420 actively working Finns aged 30 to 55 in year 2000 and alive at follow-up. Pain in 18 body locations was combined into four sites (neck, low back, upper limbs, and lower limbs). The baseline prevalence of MSP (pain in ≥ 2 sites) was 32%. Baseline data on sociodemographic factors, work ability, work, health, and lifestyle were gathered by questionnaire, interview, and clinical examination and linked with national registers on all-cause SA (periods lasting ≥10 workdays) for 2002 to 2008. Based on trajectory analysis, 74% of those with MSP had a low and 26% a high probability of SA. In logistic regression analysis, younger age, male sex, and professional occupational group were inversely associated with SA. Allowing for these, good physician-assessed work ability, physically light work, possibility to adjust workday length, encouraging workplace atmosphere, no problems with working community or mental stress, normal weight, and no sleep disorders were predictive of lower SA rates (odds ratios between 0.47 and 0.70). In a final stepwise model adjusted for age, sex, and occupational group, no exposure to lifting (odds ratio 0.58, 95% confidence interval 0.39-0.85) and to repetitive hand movements (0.57, 0.39-0.83), possibility to adjust workday length (0.73, 0.53-0.99), and normal weight (0.59, 0.40-0.87) were inversely associated with SA. In conclusion, several modifiable factors related to work and lifestyle were found as predictive of lower rates of longer SA among occupationally active subjects with MSP.
... 40 Protection of Environment 27 2010-07-01 2010-07-01 false Definition of employee. 311.2 Section 311.2 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SUPERFUND, EMERGENCY PLANNING, AND COMMUNITY RIGHT-TO-KNOW PROGRAMS WORKER PROTECTION § 311.2 Definition of employee. Employee...
According to a number of recent studies, the millennial generation, today's incoming young-adult employees, shows far more interest than older generations in a broad spectrum of employee bene its to protect them from various life risks. They are more cautious than boomers or Gen Xers in choosing their financial portfolios and more focused on planning for their long-term future. Millennials even value health insurance almost as much as older adults--despite the fact they're much less likely to use it. These findings are in broad alignment with broader millennial generational traits that LifeCourse Associates has been studying fo many years.
Molly Ann Torsen
Full Text Available Current copyright laws in all jurisdictions are lacking explicit provisions for protecting many types of contemporary art. It remains unclear to what extent ideas should be copyrightable as art, if at all; or whether an artwork’s commercial nature provides a decisive factor regarding appropriation. Certain situations seem plainly inappropriate, such as artists needing to seek legal counsel in conjunction with creating their artwork: inappropriate in its financial extravagance and in its inevitable curb on creativity. As such, it is incumbent upon courts and legislatures to analyze the issue and to provide guidance. It is the author’s finding that strong moral rights and a vibrant public domain are not necessarily at odds with each other, especially when parties are open to communication. Laws operate to provide structure when parties do not make other arrangements amongst themselves; contracts between artists and galleries, artists and publishers, even artists and other artists may provide the highest degree of satisfaction for specific parties to a specific situation. Not surprisingly, parties with legal or business interests in art and parties with artistic interests in art would communicate better if they understood each other’s situations. Hopefully the issues will continue to be the focus of some thought on all platforms such that informed legal decisions can be made and artists can pursue and protect their creative productions, no matter their format.
The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)
Lewis, Shana R.
Romantic relationships bud and sometimes bloom in the school district workplace. When those relationships involve a sitting member of a school board or an administrator with responsibility for managing other employees, questions about a conflict of interest will be raised. Most states have laws prohibiting a public official from taking official…
Terry, Paul E
The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.
... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...
Converso, Daniela; Loera, Barbara; Viotti, Sara; Martini, Mara
Background: A growing number of studies reveal that there are significant associations between a patient's perception of quality of care and a health professional's perceived quality of work life. Previous studies focused on the patients or on the workers. Alternatively, they center the discussion on either the negative or the positive effects, both on patients and care workers. This research work focuses on the positive relationship with patients—a possible resource for care workers. Method: Study 1: A CFA was conducted to test the factorial structure and the tenure of the Italian version for patients of the Customer-initiated Support scale. Study 2: Using a multi-group path analysis, the effects of work characteristics and of the relationship with patients on burnout were tested in two different contexts: emergency and oncology ward. Results: Study 1: The one-factor instrument shows good reliability, convergent, and divergent validity. Study 2: for oncology nurses cognitive demands, job autonomy, and support from patients have direct effects on emotional exhaustion and job autonomy; interactions between cognitive demands and patients' support have an effect on depersonalization. For emergency nurses cognitive demands and interactions between job autonomy and support from patients have effects on emotional exhaustion; job autonomy, patients support and gratitude have direct effects on personal accomplishment. Conclusions: Results confirm expectations about the role of patients' support and gratitude in reducing nurses' burnout, with differences in the two contexts: emergency nurses show higher burnout and lower perception of positive relationship with patients, but present more intense protective effects of the interaction between job autonomy and support/gratitude. Suggestions can be offered to managers in developing interventions to promote “healthy organization” culture that consider jointly employees and patients' needs. PMID:25954227
Full Text Available Background: A growing number of studies reveal that there are significant associations between a patient’s perception of quality of care and a health professional’s perceived quality of work life. Previous studies focused on the patients or on the workers. Alternatively, they centre the discussion on either the negative or the positive effects, both on patients and care workers. This research work focuses on the positive relationship with patients - a possible resource for care workers.Method: Study 1: a CFA was conducted to test the factorial structure and the tenure of the Italian version for patients of the Customer-initiated Support scale. Study 2: using a multi-group path analysis, the effects of work characteristics and of the relationship with patients on burnout were tested in two different contexts: emergency and oncology ward.Results: Study 1: the one-factor instrument shows good reliability, convergent and divergent validity. Study 2: for oncology nurses cognitive demands, job autonomy, and support from patients have direct effects on emotional exhaustion and job autonomy; interactions between cognitive demands and patients’ support have an effect on depersonalization. For emergency nurses cognitive demands and interactions between job autonomy and support from patients have effects on emotional exhaustion; job autonomy, patients support and gratitude have direct effects on personal accomplishment.Conclusions: Results confirm expectations about the role of patients’ support and gratitude in reducing nurses’ burnout, with differences in the two contexts: emergency nurses show higher burnout and lower perception of positive relationship with patients, but present more intense protective effects of the interaction between job autonomy and support/gratitude. Suggestions can be offered to managers in developing interventions to promote healthy organization culture that consider jointly employees and patients’ needs.
Converso, Daniela; Loera, Barbara; Viotti, Sara; Martini, Mara
A growing number of studies reveal that there are significant associations between a patient's perception of quality of care and a health professional's perceived quality of work life. Previous studies focused on the patients or on the workers. Alternatively, they center the discussion on either the negative or the positive effects, both on patients and care workers. This research work focuses on the positive relationship with patients-a possible resource for care workers. Study 1: A CFA was conducted to test the factorial structure and the tenure of the Italian version for patients of the Customer-initiated Support scale. Study 2: Using a multi-group path analysis, the effects of work characteristics and of the relationship with patients on burnout were tested in two different contexts: emergency and oncology ward. Study 1: The one-factor instrument shows good reliability, convergent, and divergent validity. Study 2: for oncology nurses cognitive demands, job autonomy, and support from patients have direct effects on emotional exhaustion and job autonomy; interactions between cognitive demands and patients' support have an effect on depersonalization. For emergency nurses cognitive demands and interactions between job autonomy and support from patients have effects on emotional exhaustion; job autonomy, patients support and gratitude have direct effects on personal accomplishment. RESULTS confirm expectations about the role of patients' support and gratitude in reducing nurses' burnout, with differences in the two contexts: emergency nurses show higher burnout and lower perception of positive relationship with patients, but present more intense protective effects of the interaction between job autonomy and support/gratitude. Suggestions can be offered to managers in developing interventions to promote "healthy organization" culture that consider jointly employees and patients' needs.
The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers.
Rodrigues Junior, Ary de Araujo
Before a new employee starts working at EMBRARAD under a large irradiation operator supervision, he has to attend the first radiation protection training. After that all radiation protection subjects are revised every six months. In that half-yearly training the employees are chosen randomly to explain radiation protection subjects to other participants under an instructor supervision. After some years attending the same training, employees do not have motivation to participate in this kind of periodic event due to the same issues covered. Therefore something should be made to revival their interest and motivation to take part in this periodic training. The way chose was adapted a commercial game to revised radiation protection subjects and included it in the periodic training. The game was well accepted by the employees, it caused a competition among them because everybody wanted to win the game and consequently stimulated them to study. (author)
... AGENCY GENERAL IMPROPER BUSINESS PRACTICES AND PERSONAL CONFLICTS OF INTEREST Safeguards 1503.101-370 Personal conflicts of interest. (a) Each EPA employee (including special employees) engaged in source... conflicts of interest. The employee shall inform the Source Selection Authority (SSA) in writing if his/her...
Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the
Interest rates changes have a huge impact on the business performance. Therefore, it is of great importance for the market participants to identify and adequately manage this risk. Financial derivatives are a relatively simple way of protection from adverse changes in interest rates. Interest rate swaps are particularly popular because they reduce interest rate risk to a minimum with a relatively low initial cost and without great risk, but also because of the fact that there are many modific...
Responsibilities of companies towards employees. ... in the best interests of shareholders collectively they must also consider the interests of other stakeholders. ... The advancement of social justice is thus important to corporations in that they ...
Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt
Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.
Tarnow, W J
Physician-assisted suicide is one of the most controversial issues in society today. We live in an age where medical technology has developed so fast and so far that those who would have swiftly succumbed to deadly diseases in the not too distant past are now living, or, rather, being kept alive long past the point of meaningful existence. Although everyone sympathizes with the painful plight of the terminally ill, the specter of physician-assisted suicide gives many pause, and rightfully so: one need only think of the carbon monoxide contraption in the back of Dr. Death's infamous van to realize that society must address the issue of the right to die. Is there any solution to this great debate? In this note, Mr. William Tarnow passionately answers in the affirmative. Mr. Tarnow analyzes the constitutionality of state statutes which either criminalize or legalize physician-assisted suicide under both the Due Process and Equal Protection Clauses of the Constitution of the United States. The note also considers the case law, largely from the federal Ninth Circuit Court of Appeals, invalidating and upholding such statutes under the Constitution. Arguing that there is indeed a constitutional liberty interest in physician-assisted suicide, Mr. Tarnow concludes by suggesting that state legislatures can and must create legislation that legalizes physician-assisted suicide and passes constitutional muster.
... OF THE TREASURY LIQUORS âTIED-HOUSEâ Unlawful Inducements Interest in Retail Property § 6.32 Indirect interest. Industry member interest in retail property includes any interest acquired by corporate officials, partners, employees or other representatives of the industry member. Any interest in retail property...
... OF THE TREASURY LIQUORS âTIED-HOUSEâ Unlawful Inducements Interest in Retail License § 6.26 Indirect interest. Industry member interest in retail licenses includes any interest acquired by corporate officials, partners, employees or other representatives of the industry member. Any interest in a retail license...
Esbjerg, Lars; Buck, Nuka; Grunert, Klaus G.
This paper is about how five retail chains in the Danish grocery industry attempt to make low-wage, low-status store-level retail jobs as checkout operators and sales assistants interesting from the perspective of both retailers and employees. Following analysis of the social and institutional...... and make store-level retail jobs interesting to them. Although retailers mainly focus their attention on career seekers, we find that working in retailing is interesting for all employee types because the retailers are currently able to meet their respective motivations and aspirations. Nevertheless, we...
... of personal protective equipment A safety program for new employees is a necessary part of any orientation program An on-going safety program should be used to motivate employees to continue to use...
This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...
Breaugh, James A
The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.
Business owners and managers regularly look for methods to motivate their personnel. Motivation has an influence on employees’ working performance, well-being and loyalty. Small and medium sized companies are different from big corporations by its corporate size, structure and business barriers which they face. Thus, SMEs may be in need of distinct ways to motivate employees for long-term and successful working relationship. The objectives of the study were (a) to find out core...
The goal of this thesis is to get acquainted with the issue of employee motivation from a theoretical perspective, and then analyze the incentive system in a selected company - Sellier & Bellot. In conclusion, I would like to evaluate the lessons learned and propose some changes and recommendations for improving motivation in the analyzed company. The work is divided into four parts. The first three are rather theoretical. The first part deals with the explanation of the concept of motivation...
Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between
Full Text Available Interest rates changes have a huge impact on the business performance. Therefore, it is of great importance for the market participants to identify and adequately manage this risk. Financial derivatives are a relatively simple way of protection from adverse changes in interest rates. Interest rate swaps are particularly popular because they reduce interest rate risk to a minimum with a relatively low initial cost and without great risk, but also because of the fact that there are manymodifications of the standard swap created to better satisfy the different needs of market players.
-for-performance systems) perceived as fair and when are they not? When can differences in contribution (equity) overrule the social norm of equality? Which contingent reward structure should be applied for teamwork members, if any? Which reward structure should be utilized to motivate employees to a continuous search......This article investigates the factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay...... for smarter working procedures and solutions? These are central concerns of motivation theory, where rational choice decisions are counterbalanced by endowment effects or other fairness concerns. Management is placed in a dilemma between what is, e.g., an economically rational structure of incentives...
Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow
Rosen, Corey; Case, John; Staubus, Martin
Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.
Wessam M. Abdel-Wahab
Full Text Available Many active ingredients extracted from herbal and medicinal plants are extensively studied for their beneficial effects. Antioxidant activity and free radical scavenging properties of thymoquinone (TQ have been reported. The present study evaluated the possible protective effects of TQ against the toxicity and oxidative stress of sodium fluoride (NaF in the liver of rats. Rats were divided into four groups, the first group served as the control group and was administered distilled water whereas the NaF group received NaF orally at a dose of 10 mg/kg for 4 weeks, TQ group was administered TQ orally at a dose of 10 mg/kg for 5 weeks, and the NaF-TQ group was first given TQ for 1 week and was secondly administered 10 mg/kg/day NaF in association with 10 mg/kg TQ for 4 weeks. Rats intoxicated with NaF showed a significant increase in lipid peroxidation whereas the level of reduced glutathione (GSH and the activity of superoxide dismutase (SOD, catalase (CAT, glutathione S-transferase (GST and glutathione peroxidase (GPx were reduced in hepatic tissues. The proper functioning of the liver was also disrupted as indicated by alterations in the measured liver function indices and biochemical parameters. TQ supplementation counteracted the NaF-induced hepatotoxicity probably due to its strong antioxidant activity. In conclusion, the results obtained clearly indicated the role of oxidative stress in the induction of NaF toxicity and suggested hepatoprotective effects of TQ against the toxicity of fluoride compounds.
Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W
Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee
... system is likely to be successful in aligning employee performance with the long- term interests of the... compensation would best align the interests of employees with the long-term risk of the firm? 12. Employee... FEDERAL DEPOSIT INSURANCE CORPORATION 12 CFR Part 327 RIN 3064-AD56 Incorporating Employee...
Rewilding is a relatively new nature conservation strategy, especially in Europe, where there are virtually no experiences put into full practice yet. This approach is based on the restoration of natural processes as the main drivers of ecosystem dynamics. When developing this concept in Spain, it would be important to analyse why it is interesting and where it is...
Przybelinski, Steven A.
Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.
Whitaker, L. P
.... Generally, whistleblower protections may be raised within four forums or proceedings: (1) employee appeals to the Merit Systems Protection Board of an agency's adverse action against an employee, known as Chapter 77 appeals; (2...
Voicu D. Dragomir
Full Text Available All companies admit in their codes of conduct that conflicts of interest (CIs are a threat to their efficiency, integrity and reputation. Except for insider trading, definitions of CIs are strictly particular to each business and publicly expressed through their codes of ethics. I propose an interpretative analysis of what is understood by conflict of interest in the codes of ethics of the world’s ten largest companies, along with a comprehensive review of CIs in several sections: employment, contracting, corporate assets, insider trading and personal investments, competitors, and corporate image. The present paper offers solutions to avoid or resolve CIs in a business context, by combining economic preference with the psychological cognitivist view of self-interest. The conclusion is that a code of ethics and relevant training are protective measures for a company wishing to convince its employees that they are better off not entering CIs.
Full Text Available The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.
Full Text Available The employee who concluded a part-time contract is the employee whose normal working hours, calculated weekly or as monthly average, is lower than the number of normal working hours of a comparable full-time employee. Part-time workers generally have the same legal status as full time workers. In fact, the vulnerability of this category of workers is not necessarily legal but rather economic: income - in proportion to the work performed, may be insufficient to cover the needs of living. However, such vulnerability may also have a certain cultural component: in some societies, professional identity is determined by the length of working hours. Also, part time work may hide many types of indirect discrimination.As a result, the part-time contract requires more than a protective legislation: it requires a strategy. This paper proposes a number of milestones of such a strategy, as well as some concrete de lege ferenda proposals.
Andersen, Mona Agerholm
In response to the growing interest in the field of organizational identification and the analysis of employee attachment in organizations, this paper presents a multidimensional reception model for analyzing the level of employee identification with corporate value statements. The identification...... model extends a multidimensional model for media reception originally proposed by Schrøder in the field of media reception studies. The proposed model combines the reception dimensions Comprehension, Discrimination, Implementation, Motivation, and Position. This model allows the analysis...... of the complexity, nuances and diversities of employee identification with corporate texts in organizations. In addition to this, the model may help to uncover the positive and negative factors that influence the identification level....
The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...
Dishon-Berkovits, Miriam; Koslowsky, Meni
Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.
The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...
Gabriela Alexandra Oanta
Full Text Available This paper intends to briefly comment on some changes in the field of Common Agricultural Policy, especially regarding the safety of agricultural products and foodstuff. Within the framework of the CAP the food safety has managed to progressively constitute its third pillar, currently boasting an outstanding place in the attainment of its objectives. CAP has been progressing in its mechanisms and legal instruments towards a more relevant integration of the concerns relative to the consumer’s health protection and to the food safety in the objectives to be reached.
How much radiation dose, to whom? Long-term storage, surveillance, retrieval and long processes cause additional dose to employees; Wie viel Strahlendosis fuer wen? Lange Lagerung, Offenhaltung und ein langer Entsorgungsprozess bedeuten zusaetzliche Dosis fuer Beschaeftigte
Walther, Clemens [Hannover Univ. (Germany). Inst. fuer Radiooekologie und Strahlenschutz; Riemann, Moritz [Kiel Univ. (Germany). Lehrstuhl fuer Philosophie und Ethik der Umwelt
In the case of final nuclear waste disposal there are concurrent interests with respect to radiation protection: The realization of a disposal option with minimum required follow-up care needs time causing additional radiation exposure for the employees, also the option of long-term storage, surveillance and retrieval possibilities cause additional dose to employees. The contribution discusses possible consideration of requests for the different options.
互联网金融领域消费者权益保护方面的挑战，主要集中于信息安全隐患大、资金安全难保障、消费者维权意识淡薄且维权成本高三方面。为不断加大互联网金融领域消费者权益保护力度，需加强信息安全立法，规范准入门槛，在提升风控要求基础上充分发挥市场力量提升市场主体保护消费者权益的自觉性和主动性，唤醒消费者维权意识并降低消费者维权成本。%The challenges for these problems mainly focus on huge hidden risk from information security, the safety of funds hardly to be guaranteed, weak awareness of consumer rights and high cost of rights protection. It’ s neces-sary for constantly enhancing the strength for protecting Internet financial consumer rights and interests to highlight information security legislation, to regulate access thresholds, to exert the role of market forces into full play based on promoting risk control requirement, so as to enhance the consciousness and initiative of market participants in terms of protecting consumer interests and awaken the awareness of consumers to protect their rights and reduce the cost of rights protection.
... OCCUPATIONAL SAFETY AND HEALTH STANDARDS Fire Protection Other Fire Protection Systems § 1910.165 Employee... notification to assigned personnel whenever a deficiency exists in the system. The employer shall assure that... 29 Labor 5 2010-07-01 2010-07-01 false Employee alarm systems. 1910.165 Section 1910.165 Labor...
Gabel, Daniel Glen [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Hughes, Heather [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)
This training at Los Alamos National Laboratory contains the following sections: Introduction to the Laboratory, Institutional Quality Assurance, Facilities, Policies, Procedures, and Other Requirements, Safety Expectations, Worker Protection: Occupational Safety and Health, Industrial Hygiene and Safety, Lockout/Tagout, General Employee Radiological Training, Fire Protection, Security, Emergency Operations, Occupational Health, and Environment.
Segura, M.A.; Rither, A.C.
This paper examines the legal issues involved with employer monitoring of employee e-mail. In addition to identifying pertinent legal issues, the paper provides guidelines that will help the Pacific Northwest National Laboratory (PNNL) establish a program for monitoring outgoing e-mail to insure compliance with company policies, particularly those regarding protection of trade secrets and proprietary information, and to comply with the Department of Energy`s (DOE) procedures for protecting Export Controlled Information (ECI). Electronic communication has allowed companies to enhance efficiency, responsiveness and effectiveness. E-mail allows employees to transmit all types of data to other individuals inside and outside of their companies. The ease with which information can be transmitted by e-mail has placed trade secrets, proprietary information, and other sensitive data at risk from inadvertent disclosure by employees. As employers attempt to protect their interests through measures such as monitoring e-mail, they may expose themselves to liability under federal and state laws for violating employee privacy. Business use of e-mail has proliferated so rapidly that the federal and state legal systems have not been able to adequately address the issues arising out of its use in the workplace.
Open Adoption and the Right to Identity in the Context of the Best Interest of the Child: an Analysis of Article 22 of the Act on “Protection of Children and Adolescents without Guardian and with Inappropriate Guardian” (2013
Full Text Available Adoption as a ground for the best interests of the child, focuses on finding a proper family for a child rather than a child for the family. Open adoption as a sort of adoption for protecting children claims that child’s access to the information of original parents and other identity features will provide child’s right to identity and include child’s best interest. On the other hand, despite rejecting adoption, Islam postulates child access to biological parents’ information due to protecting child’s identity and ancestry. The trace of this point of view is observable in the “Protection of children and Teenagers without Guardian or with Improper Guardian” Act (2013. This article is planning to find similarities and differences between the two supportive approaches. According to the findings, it is to say that both of the approaches, despite the fundamental differences, are convergent in presenting information about the child’s identity. In other sorts of adoption, the main plot is the child’s right to have access to the biological inform-ation as well, but in the open adoption approach, child can also contact to the primary parents beyond the mere information access.
... 29 Labor 8 2010-07-01 2010-07-01 false Head protection. 1926.100 Section 1926.100 Labor... § 1926.100 Head protection. (a) Employees working in areas where there is a possible danger of head... protected by protective helmets. (b) Helmets for the protection of employees against impact and penetration...
Berger, Antoine; Regueiro, Carlos; Hijal, Tarek; Pasquier, David; De La Fuente, Cristina; Le Tinier, Florence; Coche-Dequeant, Bernard; Lartigau, Eric; Moyal, Dominique; Seité, Sophie; Bensadoun, René-Jean
As many as 50% of patients with cancer develop acute skin reactions to some degree with radiotherapy. Proactive skin care is often recommended to minimise these skin reactions and maintain the integrity of the epidermal barrier; nevertheless, no consensual guidelines are systematically used. This multicentre, observational, prospective study evaluated the tolerability and benefit of supportive and barrier protective skin care products in preventing radiotherapy-induced skin reactions in 253 women initiating radiotherapy (exclusive or adjuvant) for breast cancer. Patients received a kit of 5 commercially available skin care products before the first radiotherapy treatment. The following variables were assessed: cutaneous adverse events, investigator-assessed skin reactions (oedema, erythema, dryness, desquamation) before and after radiotherapy course, investigator, and patient opinion on products benefit. Results were analysed by frequency of product use (heavy versus low). Average age was 60 years (range: 34-85). Over 92% of patients reported good to excellent tolerance on irradiated skin for each product. During the 6-week radiotherapy period, we observed that heavy product users had less skin reactions than the low users, particularly within 10 days of radiotherapy initiation (8% versus 18%; p = .031). Positive physician's opinion on product use was more frequent for high (66.6%) versus low (32%) users. Patient-assessed patient benefit index was generally >1, indicating relevant treatment benefit, with a tendency for better benefit in high versus low users. These results support recommendations to use skin care products to minimise the impact of secondary cutaneous reactions with radiotherapy cancer treatment.
Epidemiological studies allow to confirm that a risk does exist for some types of cancer following high-dose exposures often at high dose-rates. However, no conclusion can be drawn for low doses and low dose-rates. Therefore we have to extrapolate from known high-dose risks to low doses and low dose-rates by various dose-response patterns. Another difficulty in assessing radiation cancer risks comes from the long latency time, which explains that all excess cancers have not yet been observed in the irradiated population studied. Once more, mathematical models are used to project excess lifetime cancer mortality. The estimations of radiation cancer risks are therefore marked by a great number of uncertainties, since they change accordingly to the model used. Other uncertainties come from the data, especially the dose estimates and are heightened when extrapolating to other populations. In 1988, UNSCEAR assessed new estimates for excess lifetime cancer mortality in the range of 4 to 11% per gray. These values mean a revaluation of the previous estimates by a 1.6 to 4.4 factor, which is mainly consecutive to the use of different projection models. Besides, they are solely based on the Hiroshima and Nagasaki survivors, whereas patient studies assess a lower risk. Finally UNSCEAR does not precisely state what is the available reduction factor to modify risks for low doses and low dose rates which should lie between 2 and 10. Due to a number of persistent uncertainties, we should not consider it justified to revise protection standards presently. 9 tabs.; 45 refs [fr
Epidemiological studies allow to confirm that a risk does exist for some types of cancer following high-dose exposures often at high dose-rates. However, no conclusion can be drawn for low doses and low dose-rates. Therefore we have to extrapolate from known high-dose risks to low doses and low dose-rates by various dose-response patterns. Another difficulty in assessing radiation cancer risks comes from the long latency time, which explains that all excess cancers have not yet been observed in the irradiated population studied. Once more, mathematical models are used to project excess lifetime cancer mortality. The estimations of radiation cancer risks are therefore marked by a great number of uncertainties, since they change accordingly to the model used. Other uncertainties come from the data, especially the dose estimates and are heightened when extrapolating to other populations. In 1988, UNSCEAR assessed new estimates for excess lifetime cancer mortality in the range of 4 to 11% per gray. These values mean a revaluation of the previous estimates by a 1.6 to 4.4 factor, which is mainly consecutive to the use of different projection models. Besides, they are solely based on the Hiroshima and Nagasaki survivors, whereas patient studies assess a lower risk. Finally UNSCEAR does not precisely state what is the available reduction factor to modify risks for low doses and low dose rates which should lie between 2 and 10. Due to a number of persistent uncertainties, we should not consider it justified to revise protection standards presently. (author)
Full Text Available Purpose: As many as 50% of patients with cancer develop acute skin reactions to some degree with radiotherapy. Proactive skin care is often recommended to minimise these skin reactions and maintain the integrity of the epidermal barrier; nevertheless, no consensual guidelines are systematically used. This multicentre, observational, prospective study evaluated the tolerability and benefit of supportive and barrier protective skin care products in preventing radiotherapy-induced skin reactions in 253 women initiating radiotherapy (exclusive or adjuvant for breast cancer. Methods: Patients received a kit of 5 commercially available skin care products before the first radiotherapy treatment. The following variables were assessed: cutaneous adverse events, investigator-assessed skin reactions (oedema, erythema, dryness, desquamation before and after radiotherapy course, investigator, and patient opinion on products benefit. Results were analysed by frequency of product use (heavy versus low. Results: Average age was 60 years (range: 34-85. Over 92% of patients reported good to excellent tolerance on irradiated skin for each product. During the 6-week radiotherapy period, we observed that heavy product users had less skin reactions than the low users, particularly within 10 days of radiotherapy initiation (8% versus 18%; p = .031. Positive physician’s opinion on product use was more frequent for high (66.6% versus low (32% users. Patient-assessed patient benefit index was generally >1, indicating relevant treatment benefit, with a tendency for better benefit in high versus low users. Conclusions: These results support recommendations to use skin care products to minimise the impact of secondary cutaneous reactions with radiotherapy cancer treatment.
Since the ifrst batch of a total of 11 domestic mobile resale licenses were issued in the end of December, 2013, mobile resale market of our country has presented the trend of accelerated growth, with mobile resale business user scale reached about 20 million by early 2016. In the coming future, subscribers' rights protection is bound to cause concern. Firstly, this paper summarized experience of foreign mobile reseller regulators, followed by analysis of the requirements of the Mobile Telecommunication Resale Service Pilot Project and the current telecommunication service supervision organization system. Finally, from the perspective of the industry management department, mobile resellers, infrastructure operators, and users, the paper proposed strategy recommendations.%自2013年12月底国内第1批共计11家移动转售牌照发放以来，我国移动转售市场规模呈现加速增长趋势，截至2016年初移动转售业务用户规模已达到约2000万，未来用户权益保护势必引起关注。首先总结国际移动转售商监管机构用户权益保护经验，其次分析《移动通信转售业务试点方案》对用户权益保护的要求和当前电信服务监管组织体系，最后从行业管理部门、移动转售商、基础运营商及用户四个角度，提出移动转售用户权益保护策略建议。
何如; 俞华娟; 施燕飞
随着互联网的发展和电子科技的进步，网络购物已经成为了当今社会新兴的购物方式。由于网络购物的便捷高效，商品多样，吸引着越来越多的人加入网络购物中来。消费者通过网络购物带给自身便利，但由于网络购物的高速发展和关于这个领域的立法空缺，网络购物存在的客观问题也开始显现。如何保障网络购物消费者的合法权益成为社会的热点。%With the development of internet and the advancement of electronic science and technology, online shopping has become a new way of shopping in today's society. Due to the convenience and efficiency of online shopping, goods are diverse, attracting more and more people to join online shopping. Consumers through online shopping to bring their own convenience, but because of the rapid development of online shopping and the legislative vacancy on this field, the existence of the objective problems of online shopping also began to show. How to safeguard the legitimate rights and interests of the consumers of online shopping has become a hot spot of society.
The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...
Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...
... syndrome was often 10-15 minutes late for work every day due to amount and quality of sleep. The employer provided this employee with a half an hour flexible start time. Depending on when the employee arrived, ...
... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Conflict of interest. 220.63 Section 220.63 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT DETERMINING DISABILITY Consultative Examinations § 220.63 Conflict of interest. All implications of possible conflict of...
*Birhanu is currently working as the Manager of the Legal Research and Advisory Division ... forth voluntary interest arbitration to the attention of lawyers, employees, .... being selective is a poor design since the basic rules of this law are not .... courts to review interest arbitrators decision on the merit by way of appeal.
Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman
Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...
One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…
Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo
Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed.
Hvass, Kristian Anders; Torfadóttir, Embla
Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...
L.M. van Bochove (Laura)
markdownabstract__Abstract__ The Rome I Regulation on the law applicable to contractual obligations contains several provisions aimed explicitly at the protection of ‘weaker’ contracting parties, such as consumers and employees. However, in addition to this, the interests of weaker parties are
Many employers have begun moving toward health care consumerism strategies designed to encourage employees to take more responsibility for their health care and the cost of that care. Recent surveys suggest ways employers can ensure their consumerism strategies succeed in engaging employees and, ultimately, encourage employees to change their behavior. This article describes what those surveys reveal about employer and employee perspectives on consumerism and suggests steps employers can take to align their interests with those of their employees in order to manage the demand for and use of health care.
The new law acts in accordance with the Constitution and the actual conditions of the country to protect women's lawful rights and interests, promote equality between men and women, and allow full play to women's role in socialist modernization in all aspects of political, economic, cultural, social, and family life. The state shall protect the special rights and interests enjoyed by women according to law and gradually perfect its social security system with respect to women. Women possess political rights equal with men, enjoy the right to vote and to stand for election, conduct state affairs, manage economic and cultural undertakings, and administer social affairs. Women are guaranteed the same rights with men with respect to culture and education for starting school, entering a higher school, job assignment upon graduation, conferring of academic degrees, and dispatch for study abroad. Guardians must ensure that female school age children receive compulsory education. The state shall guarantee that women enjoy the equal right with men to work, except where special types of work are unsuitable to women, and that women shall receive equal pay for equal work. Women shall be under special protection during their menstrual period, pregnancy, obstetrical period, and nursing period. Women shall enjoy equal rights with men to property and to their person. Drowning, abandoning, or infanticide in any manner of female babies shall be prohibited; discrimination against or maltreatment of women who give birth to female babies or women who are sterile shall be prohibited. Maltreatment or abandonment of aged women shall be prohibited. Women shall enjoy equal rights in marriage and family, and divorce. Women have the right to childbearing in accordance with relevant regulations and the freedom not to bear any child. When a woman's lawful rights are infringed, she has the right to request disposition or bring a lawsuit in a people's court.
Daley, Dennis M.
Cross-sectional analysis of federal employee opinions of their supervisors showed that they believed the following to be crucial supervisor responsibilities: performance appraisal, protecting the merit system from prohibited practices, and enhancing employee job satisfaction and intrinsic motivation. (SK)
Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol
Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.
Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi. Results of this research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.
... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Rate of interest. 841.603 Section 841.603... EMPLOYEES RETIREMENT SYSTEM-GENERAL ADMINISTRATION Computation of Interest § 841.603 Rate of interest. For... to notify the public of the interest rate that will be in effect during that calendar year. ...
... 25 Indians 2 2010-04-01 2010-04-01 false Conflicts of interest. 700.515 Section 700.515 Indians... Employee Responsibility and Conduct § 700.515 Conflicts of interest. (a) A conflict of interest may exist... or herself, close friends, relatives, or business associates. A conflict of interest may also exist...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Conflicts of interest. 1203.735-301 Section 1203....735-301 Conflicts of interest. Special Government employees are subject to the conflicts of interest statutes (18 U.S.C. 202). An explanation of these conflicts of interest statutes their effects upon special...
Holden, Richard J.; Hamblett, John
Regardless of their content, employee-development activities can engender common interests or mutuality with benefits to employer and employee. They promote lifelong learning, flexibility, increased motivation, commitment, loyalty, and hence effectiveness. (SK)
Employee turnover is an employee’s choice to leave a company. To keep employees and protect them from being attracted by competitors, companies must seek to know the personnel, to understand their needs and problems, guarantee satisfaction to an existing staff. The aspect of job change has been examined for decades in worldwide practice, because loyalty of employees, especially of skilled specialists, is one of the main factors to run a successful business (Pilkauskaitė – Valickienė, Valickas...
Skinner, R.W.; Kalos, F.; Bond, J.A.
The purpose of the document is to outline the fundamentals of radiation protection, to describe methods that enable employees to work safely with radiation and to aquaint employees with CRNL's radiation and industrial safety organization
Abston, Kristie A.; Kupritz, Virginia W.
The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…
Radiation protection training and general employee training within the nuclear industry are designed to reduce workers' concerns about radiation and to develop skills that will protect against unwarranted exposures. Inaccurate perceptions about radiation by workers can cause a lack of adequate concern or exaggerated fears, which in turn can result in unnecessary radiation exposure to the worker or co-workers. The purpose of the study is threefold: (a) to identify health and safety concerns among nuclear power plant employees, (b) to discover variables that influence the perception of risk among employees, and (c) to ascertain if attitudes of the family, community, and the media affect workers' perception of risk. Workers identified five areas of concern: shift work, radiation, industrial safety, stress, and sabotage
Tourigny, Louise; Pulich, Marcia
This article explores the needs and interests of older employees in training and development efforts which can result in higher retention rates. Managers may be reluctant to train workers close to retirement age for various reasons. Managers also use certain practices to avoid training older employees. When training is offered, accurate performance feedback is essential for desired training outcomes to occur. Finally, areas are proposed which are more appropriate to include in training and development endeavors for older employees versus younger ones.
... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This section... collection by salary offset under 5 U.S.C. 5514 of debts owed EPA and debts owed to other Federal agencies by...
Levine, Hermine Zagat
The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…
Kristensen, Catharina Juul
Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....
THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....
... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Advice to former Government employees. 1304.4607 Section 1304.4607 Administrative Personnel OFFICE OF MANAGEMENT AND BUDGET ADMINISTRATIVE PROCEDURES POST EMPLOYMENT CONFLICT OF INTEREST § 1304.4607 Advice to former Government employees. The Office...
... employee to “an equivalent position” must provide substantially the same protections as provided in the Act... 29 Labor 3 2010-07-01 2010-07-01 false Special rules for school employees, restoration to âan... to Employees of Schools § 825.604 Special rules for school employees, restoration to “an equivalent...
... prevent the PAE or other restricted person from acting at all times in the best interests of HUD; (ii) Has... control of the PAE, or is under common control with the PAE; or any employee, agent or contractor of the PAE, or employee of such agent or contractor, who will perform or has performed services under a PRA...
Stedham, Yvonne; Mitchell, Merwin C.
This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.
Full Text Available Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and majority of employees reduce their productivity and loss of interest in job due to stress. As for concern health issue eyes strain dizziness and disorder in sleep are due to job stress. According to results of logit model parameters of education experience and salary per month are statistically significant and have positive impact on employees performance but age family size no relaxation time giving to employees during working hours and work overload are statistically significant and have negative impact on employees job performance. For suggestions companies should increase salaries of employees and give reward to employees those have work overload. Workload of employees should reduce by proper work redesign and efficient management by proper allocation of job. It is also found that stress also becomes reason of several illnesses and majority of employees dont have medical facilities first aid at working place therefore it is suggested that companies should also provide medical facilities first aid for employees at work place.
Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning January 1, 2013, the interest rates for [[Page 1223
This thesis examines ownership of the firm by its employees, of varying stakes. It begins by identifying the existence of employee ownership in a Chinese context, presented in the form of a general analytical discussion which is informed by a review of the available evidence on the subject...... of this phenomenon. Employee ownership is found to have played a role in Chinese economic transition as a transitory phase before non-state enterprises were afforded official recognition in a context of publicly-owned enterprise privatisation. Senior managers became the key beneficiaries in firm sales and most...
... 42 Public Health 4 2010-10-01 2010-10-01 false Conflict of interest safeguards. 438.58 Section 438... (CONTINUED) MEDICAL ASSISTANCE PROGRAMS MANAGED CARE State Responsibilities § 438.58 Conflict of interest... safeguards against conflict of interest on the part of State and local officers and employees and agents of...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1216.5 Section 1216.5... INFORMATION ORDER Peanut Promotion, Research, and Information Order Definitions § 1216.5 Conflict of interest. Conflict of interest means a situation in which a member or employee of the Board has a direct or indirect...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1221.5 Section 1221.5... INFORMATION ORDER Sorghum Promotion, Research, and Information Order Definitions § 1221.5 Conflict of interest. Conflict of interest means a situation in which a representative or employee of the Board has a direct or...
... 7 Agriculture 15 2010-01-01 2010-01-01 false Conflict of interest. 3560.10 Section 3560.10... AGRICULTURE DIRECT MULTI-FAMILY HOUSING LOANS AND GRANTS General Provisions and Definitions § 3560.10 Conflict of interest. To reduce the potential for employee conflict of interest, all RHS activities will be...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1206.3 Section 1206.3... INFORMATION Mango Promotion, Research, and Information Order Definitions § 1206.3 Conflict of interest. Conflict of interest means a situation in which a member or employee of the Board has a direct or indirect...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1219.3 Section 1219.3..., AND INFORMATION Hass Avocado Promotion, Research, and Information Order Definitions § 1219.3 Conflict of interest. Conflict of interest means a situation in which a Board member or employee has a direct...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1218.3 Section 1218.3 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (MARKETING... Conflict of interest. Conflict of interest means a situation in which a member or employee of the U.S...
... OFFSET FROM INDEBTED GOVERNMENT AND FORMER GOVERNMENT EMPLOYEES § 1017.14 Interest, penalties, and administrative costs. (a) The rate of interest assessed shall be the rate of the current value of funds to the U... of interest can be assessed if the Board can reasonably determine that a higher rate is necessary to...
... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Election of insurable interest rate. 842... Election of insurable interest rate. (a) At the time of retirement, an employee or Member in good health and who is applying for a non-disability annuity may elect an insurable interest rate. An election...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Interest rates on advances. 606.30 Section... UNDER THE FEDERAL UNEMPLOYMENT TAX ACT; ADVANCES UNDER TITLE XII OF THE SOCIAL SECURITY ACT Interest on Advances § 606.30 Interest rates on advances. Advances made to States pursuant to title XII of the Social...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Conflict of interest. 632.116 Section 632.116... EMPLOYMENT AND TRAINING PROGRAMS Prevention of Fraud and Program Abuse § 632.116 Conflict of interest. (a) No... contractor shall avoid personal and organizational conflict of interest in awarding financial assistance and...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of Interest. 1280.104 Section 1280.104... INFORMATION ORDER Lamb Promotion, Research, and Information Order Definitions § 1280.104 Conflict of Interest. Conflict of interest means a situation in which a member or employee of a board has a direct or indirect...
... 23 Highways 1 2010-04-01 2010-04-01 false Conflicts of interest. 1.33 Section 1.33 Highways... § 1.33 Conflicts of interest. No official or employee of a State or any other governmental... project shall have, directly or indirectly, any financial or other personal interest in any such contract...
... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Conflict-of-interest policy. 651.2 Section 651... CORPORATION GOVERNANCE § 651.2 Conflict-of-interest policy. The Corporation shall establish and administer a conflict-of-interest policy that will provide reasonable assurance that the directors, officers, employees...
... 24 Housing and Urban Development 3 2010-04-01 2010-04-01 false Conflicts of interest. 511.12... Requirements § 511.12 Conflicts of interest. (a) No person who is an employee, agent, consultant, officer, or... such activities, may obtain a personal or financial interest or benefit from the activity, or have an...
... 42 Public Health 1 2010-10-01 2010-10-01 false Conflicts of interest. 51.26 Section 51.26 Public... Priorities § 51.26 Conflicts of interest. The P&A system must develop appropriate policies and procedures to avoid actual or apparent conflict of interest involving clients, employees, contractors and...
... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Conflicts of interest. 1291.10 Section 1291.10...' AFFORDABLE HOUSING PROGRAM § 1291.10 Conflicts of interest. (a) Bank directors and employees. (1) Each Bank's... conflict of interest policies required by this section. ...
Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...
... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...
Reigle, Dale A
Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.
Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct. For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...
Business Resources Division of Corporations, Business & Professional Licensing Dept. of Commerce Benefits Resources State Employee Directory State Calendar State Training: LearnAlaska State Travel Manager) Web Mail (Outlook) Login Who to Call Health Insurance Insurance Benefits Health and Optional
Carroll, Brian J.
Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…
Gündüz, Semseddin; Çoklar, Ahmet Naci
The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…
... 9000-AM56 Federal Acquisition Regulation; Pilot Program for Enhancement of Contractor Employee... program enhancing whistleblower protections for contractor employees. DATES: Effective: September 30, 2013... contractor employees at FAR subpart 3.9. The pilot program is mandated by section 828, entitled ``Pilot...
...-AH97 Defense Federal Acquisition Regulation Supplement: Enhancement of Contractor Employee... contractor and subcontractor employees. DATES: Effective date: September 30, 2013. In accordance with FAR 1... Whistleblower Protections for Contractor Employees) made extensive changes to 10 U.S.C. 2409, entitled...
Ole Bloch Jensen
Full Text Available One of the major barriers to achieving a higher level of corporate success is the lack of employee engagement. The main goal of this article is to propose the process of engaging all employees and thus setting the scene for the future of their organisation. In the author's opinion, the only resource that most organizations do not fully utilize is the engagement and full potential of their employees. The author explains the signs of disengagement and discusses its causes. They are mainly in the area of soft processes of management, in leadership, motivation and communication. It is the author's belief that the engagement of employees strongly depends on their managers, above all their managers' soft skills. The process of how to build and develop the interest and involvement of employees is described in detail. Furthermore, the importance of manager-employees relationships for engagement is emphasized.
Manz, Paul C; Zelenka, Michael J; Wittig, Raymond S; Smith, Sally A
The federal government, through its employees and contractors, produces commercially valuable inventions and information every day, often without any protection of the intellectual property involved...
Pilukienė, Laura; Kšivickaitė, Gertūda
In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.
... reserved for performance by Federal employees? b. What is the best way to optimize the value of the... performance by federal employees. The policy letter is intended to implement direction in the President's... public interest as to mandate performance by Federal employees. Examples and tests would be provided to...
Plummer, R.W.; Stobbe, T.J.; Mogensen, J.E.; Jeram, L.K.
This book describes procedures for minimizing employee exposure to toxic chemical releases and suggested personal protective equipment (PPE) to be used in the event of such chemical release. How individuals, employees, supervisors, or companies perceive the risks of chemical exposure (risk meaning both probability of exposure and effect of exposure) determines to a great extent what precautions are taken to avoid risk. In Part I, the authors develop and approach which divides the project into three phases: kinds of procedures currently being used; the types of toxic chemical release accidents and injuries that occur; and, finally, integration of this information into a set of recommended procedures which should decrease the likelihood of a toxic chemical release and, if one does occur, will minimize the exposure and its severity to employees. Part II covers the use of personal protective equipment. It addresses the questions: what personal protective equipment ensembles are used in industry in situations where the release of a toxic or dangerous chemical may occur or has occurred; and what personal protective equipment ensembles should be used in these situations
The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...
User interest profile presents items that the users are interested in. Typically those items can be listed or grouped. Listing is good but it does not possess interests at different abstraction levels - the higher-level interests are more general, while the lower-level ones are more specific. Furthermore, more general interests, in some sense, correspond to longer-term interests, while more specific interests correspond to shorter-term interests. This hierarchical user interest profile has obvious advantages: specifying user's specific interests and general interests and representing their relationships. Current user interest profile structures mostly do not use implicit method, nor use an appropriate clustering algorithm especially for conceptually hierarchical structures. This research studies building a hierarchical user interest profile (HUIP) and the hierarchical divisive algorithm (HDC). Several users visit hundreds of web pages and each page is recorded in each users profile. These web pages are used t...
In these days of financial turmoil, there is greater interest in depositing one's money in the bank--at least one might hope for greater interest. Banks and various trusts pay compound interest at regular intervals: this means that interest is paid not only on the original sum deposited, but also on previous interest payments. This article…
Kesting, Peter; Ulhøi, John Parm
Purpose – The purpose of this paper is to outline the “grand structure” of the phenomenon in order to identify both the underlying processes and core drivers of employee-driven innovation (EDI). Design/methodology/approach – This is a conceptual paper. It particularly applies the insights...... of contemporary research on routine and organizational decision making to the specific case of EDI. Findings – The main result of the paper is that, from a theoretical point of view, it makes perfect sense to involve ordinary employees in innovation decisions. However, it is also outlined that naıve or ungoverned...... participation is counterproductive, and that it is quite difficult to realize the hidden potential in a supportive way. Research limitations/implications – The main implication is that basic mechanisms for employee participation also apply to innovation decisions, although often in a different way. However...
Ruswahida Ibnu Ruslan; Md. Aminul Islam; Idris Mohd Noor
There has been a great deal of interest in employee engagement over the years, and it has become a popular term. However, there is no one universally acceptable definition for employee engagement until now. Employee engagement has been defined in many ways, and its assessment also seems to be similar, as developed by scholars such as Kahn  who coins the term psychological meaningfulness. This paper reviews the literature surrounding employee engagement, especially in terms of psychological...
... standard for employee safety or employee protection from fire hazards in land-side facilities, including... remains hazardous to employee safety or health, or provide safeguards to prevent employees from entering... hazardous to employee safety or health; and (6) Select, install, inspect, maintain, and test all automatic...
Thomsen, Elisabeth Houe
by Crane and Ruebottom (2012) may prove more relevant. Stakeholders may construe more than one identity - e.g. be both employees and customers. As Merkur is a sustainable bank and focuses on supporting sustainable businesses, CSR will be the branding issue of interest. Furthermore, studies have indicated...
Full Text Available Research Question (RQ: How to motivate employees and keep them motivated? Purpose: The purpose of this study is to find out what motivates employees and what motivates employees for work. Method: The results of the questionnaire are graphically presented and described. Random sampling was utilized that included participants from various professional areas and demographic characteristics. The results showed a relationship between individual motivational factors related to education, age and type of employment. All of the questions were closed - type questions except for the last question, which was an open question, in which the respondents answered in their own words. Questions were analyzed using frequency analysis of individual responses. Pearson's Chi - squared test, Spearman's rank correlation and Fisher’s Exact test was made using R Commander. Results: The research findings showed which motivational factors motivate employees the most. These are especially non - material motivational factors, such as good relationships, jobs with challenges, advancement opportunities, clear instructions, good work conditions, company reputation, etc. Organization: The study will help managers understand their role in motivating employees as well as the types of motivational factors. Society: The research shows how individuals are motivated. Originality: Certain motivators in the study are ranked differently than was found in previous literature. Most probably the reason is that the respondents in this study favored intangible motivators (good relations with leadership and their colleagues, good working conditions, etc.. Limitations/Future Research: The limitation of this study was that the sample included employees of different ages, gender and years of service in various organizations. To enhance the study and to find similar results as in previous literature, more questions should have been asked as well as increasing the sample size.
Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.
Holton, M Kim; Barry, Adam E; Chaney, J Don
Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the
This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…
Schmidenberg, Olive C.; Cordery, John L.
Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…
... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...
This Ph.D. thesis consists of four self-contained essays on valuation of interest rate derivatives. In particular derivatives related to management of interest rate risk care are considered.......This Ph.D. thesis consists of four self-contained essays on valuation of interest rate derivatives. In particular derivatives related to management of interest rate risk care are considered....
Verhoeven, Joost W.H.; Voogt, Brendon; Madsen, Vibeke Thøis
While social media enable employee voice and stakeholder dialogue, sometimes self-censorship silences employees, because they feel it is too risky to speak up. This survey study among employees aims to unveil why employees employ self-censorship strategies when they communicate about work on social......, (3) omission of controversial content, and (4) consultation of peers. Secondly, we found that employees omit controversial content from their messages (i.e., the more narrow traditional understanding of self-censorship) to protect personal and corporate reputations. At the same time, they critically...... review social media content before publication to deal with the risk of harming the quality of conversations. This suggests that altruistic as well as egoistic motives underly self-censorship in work-related social media use....
Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan
Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...
Harlow, Kirk C.
Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)
171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments
College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…
Gerstein, Lawrence; And Others
Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…
Holt, Helle; Hvid, Helge
This article examines how employee control is affected by the ongoing erosion of boundaries in work organization and established boundaries in the relationship between employees and management. One assumption is that the erosion of boundaries offers potential for increased employee control, meaning...... increased autonomy or self-determination at work (employee control how and when to do what). This assumption is supported by theories on the psychosocial working environment. Another assumption is that the erosion of boundaries threatens the frontiers from where employees can defend their interests......, and consequently reduces employees’ control of their work (what and how much to do). This assumption is supported by “labor process theory.” This article studies control and the erosion of boundaries in two case factories in the food industry. Two perspectives are applied: the psychosocial working environment...
Holt, Helle; Hvid, Helge
, and consequently reduces employees’ control of their work (what and how much to do). This assumption is supported by “labor process theory.” This article studies control and the erosion of boundaries in two case factories in the food industry. Two perspectives are applied: the psychosocial working environment......This article examines how employee control is affected by the ongoing erosion of boundaries in work organization and established boundaries in the relationship between employees and management. One assumption is that the erosion of boundaries offers potential for increased employee control, meaning...... increased autonomy or self-determination at work (employee control how and when to do what). This assumption is supported by theories on the psychosocial working environment. Another assumption is that the erosion of boundaries threatens the frontiers from where employees can defend their interests...
US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...
... Work Working Through Grief About Us The Bereaved Employee: Returning to Work By Helen Fitzgerald, CT After ... One employer called a grief therapist to help employees after a co-worker reported the death of ...
Blaski, Nancy J.; And Others
Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)
Petkukjeski, Ljupco; Andonov, Marko; Mihajloski, Zoran; Miseva, Kristina
The company represents a complex social organism which interests should be different from the interests of various interest groups within the company. Company employees as part of the social structure, have the right to participate in decisions relating to their position in the company and that affect their rights and interests. Participation of employees in management is democratic achievement which reduces inequality based on differences in economic strength and power. This approach allo...
... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1212.3 Section 1212.3..., Promotion, Consumer Education, and Industry Information Order Definitions § 1212.3 Conflict of interest. “Conflict of interest” means a situation in which a member or employee of the Board has a direct or indirect...
... interests. (a) An employee shall not: (1) Have a direct or indirect financial interest that conflicts substantially, or appears to conflict substantially, with his Government duties or responsibilities; or (2... part. (c) Pursuant to the authority contained in 18 U.S.C. 208(b), the following types of financial...
... available investment fund (e.g., a mutual fund) which, in its prospectus, does not indicate the objective or... of the Office of Surface Mining Reclamation and Enforcement and other employees who perform functions... financial interests held in the fund; (iv) A legal or beneficial interest in a qualified profit sharing...
... Bureau of Land Management. (1) In accordance with 43 U.S.C. 11, employees of the Bureau of Land Management are prohibited from voluntarily acquiring a direct or indirect interest in Federal lands. (2... Survey are prohibited from having any personal or private interests in the lands or mineral wealth of the...
... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Conflicts of interest. 563.200 Section 563.200...-OPERATIONS Reporting and Bonding § 563.200 Conflicts of interest. If you are a director, officer, or employee..., or those of others with whom you have a personal or business relationship, at the expense of the...
... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Conflict of interest. 964.145 Section 964.145 Housing and Urban Development Regulations Relating to Housing and Urban Development... Conflict of interest. Resident council officers can not serve as contractors or employees if they are in...
... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Election of insurable interest annuity... SERVICE REGULATIONS (CONTINUED) RETIREMENT Survivor Annuities Elections at the Time of Retirement § 831.613 Election of insurable interest annuity. (a) At the time of retirement, an employee or Member in...
Full Text Available There is a growing interest in both employee-driven innovation (EDI and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in
The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...
Dharmendra MEHTA; Naveen K. MEHTA
Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and...
Full Text Available Employees of any organization are the most central part so they need to be influenced and persuaded towards task fulfillment. Examinations connected with medical services were carried out using the Servqual method. It was stated that care of employees and their motivation to work is a very important factor regarding employee engagement but also about the overall success of an organization.
White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)
Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene
In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.
Interest rates can significantly influence people's behavior. When rates decline, homeowners rush to buy new homes and refinance old mortgages; automobile buyers scramble to buy new cars; the stock market soars, and people tend to feel more optimistic about the future. But even though individuals respond to changes in rates, they may not fully…
The thesis aims to assess the functioning of educational methods that is being used by LEGO Group and propose appropriate measures or recommendations for future development. The conclusion of this work is evaluating the results of the investigation and provides recommendations counter measures to improve the current situation. The theoretical part describes principles of systematic employee training, forms and methods of education, also it further defines the learning organization. Part of th...
This Practical Radiation Technical Manual is one of a series that has been designed to provide guidance on radiological protection for employers, radiation protection officers, managers and other technically competent persons who have responsibility for ensuring the safety of employees working with ionizing radiation. The Manual may be used with the appropriate IAEA Practical Radiation Safety Manuals to provide training, instruction and information for all employees engaged in work with ionizing radiation. Personal protective equipment (PPE) includes clothing or other special equipment that is issued to individual workers to provide protection against actual or potential exposure to ionizing radiations. It is used to protect each worker against the prevailing risk of external or internal exposure in circumstances in which it is not reasonably practicable to provide complete protection by means of engineering controls or administrative methods. Adequate personal protection depends on PPE being correctly selected, fitted and maintained. Appropriate training for the users and arrangements to monitor usage are also necessary to ensure that PPE provides the intended degree of protection effectively. This Manual explains the principal types of PPE, including protective clothing and respiratory protective equipment (RPE). Examples of working procedures are also described to indicate how PPE should be used within a safe system of work. The Manual will be of most benefit if it forms part of a more comprehensive training programme or is supplemented by the advice of a qualified expert in radiation protection. Some of the RPE described in this Manual should be used under the guidance of a qualified expert
Hart, A R; Barone, T L; Wicks, A C; Mayberry, J F
The interest of the largest 200 British industries in developing and financing colorectal screening services for employees was determined. A standard questionnaire asked if the company would advertise screening supply names of employees to local hospitals and finance faecal occult blood testing. The reasons for rejection were noted. Eighty-six companies returned the questionnaire (43% response rate) of which 78 firms (39% of the total mailed) were prepared to advertise screening programmes at...
This thesis is the result of my Ph.D. studies at the Department of Finance of the Copenhagen Business School. It consists of three essays covering topics related to the term structure of interest rates, monetary policy and interest rate volatility. The rst essay, \\Monetary Policy Uncertainty and Interest Rates", examines the role of monetary policy uncertainty on the term structure of interest rates. The second essay, \\A Regime-Switching A ne Term Structure Model with Stochast...
Full Text Available The popularity of social networking sites is relatively recent and the effect of online social networking (OSN on employee productivity has not received much scholarly attention. The reason most likely lies in the social nature of social networking sites and OSN, which is assumed to have a negative effect on employee productivity and not bear organisational benefit. This reseach investigated recent Internet developments as seen in the social Web and specifically investigated the effect of OSN on employee productivity and what some of the consequences would be if employees were allowed unrestricted access to these networks. The findings concerning the nature of employees' OSN activities, employees' attitude or perceptions with regard to OSN in the workplace and how OSN can contribute or affect the productivity of employees are discussed in this article. Some of the basic misconceptions regarding OSN are highlighted and it is concluded that this technology can be used to increase collaboration between individuals who share a common interest or goal. Increased collaboration will stimulate knowledge sharing between individuals, with the possible effect of increased productivity. However, the risks associated with OSN should be noted, such as loss of privacy, bandwidth and storage consumption, exposure to malware and lower employee productivity.
Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.
Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.
Falling in-between the category of employers and employees, solo self-employed persons are poorly accommodated by the traditional system of corporatist interest representation through which the interests of employers are represented in employers’ associations, and the interests of employees are
Adikes, Katherin A; Hull, Sara C; Danis, Marion
Socioeconomic factors stand in the way of good health for low-income populations. We suggest that employee benefits might serve as a means of improving the health of low-wage earners. We convened groups of low-income earners to design hypothetical employee benefit packages. Qualitative analysis of group discussions regarding state-mandated benefits indicated that participants were interested in a great variety of benefits, beyond health care, that address socioeconomic determinants of health. Long-term financial and educational investments were of particular value. These results may facilitate the design of employee benefits that promote the health of low-income workers.
Adikes, Katherin A.; Hull, Sara C.; Dams, Marion
Socioeconomic factors stand in the way of good health for low-income populations. We suggest that employee benefits might serve as a means of improving the health of low-wage earners. We convened groups of low-income earners to design hypothetical employee benefit packages. Qualitative analysis of group discussions regarding state-mandated benefits indicated that participants were interested in a great variety of benefits, beyond health care, that address socioeconomic determinants of health. Long-term financial and educational investments were of particular value. These results may facilitate the design of employee benefits that promote the health of low-income workers. PMID:20391255
This thesis is the result of my Ph.D. studies at the Department of Finance of the Copenhagen Business School. It consists of three essays covering topics related to the term structure of interest rates, monetary policy and interest rate volatility. The rst essay, \\Monetary Policy Uncertainty...... and Interest Rates", examines the role of monetary policy uncertainty on the term structure of interest rates. The second essay, \\A Regime-Switching A ne Term Structure Model with Stochastic Volatility" (co-authored with Sebastian Fux), investigates the ability of the class of regime switching models...... with and without stochastic volatility to capture the main stylized features of U.S. interest rates. The third essay, \\Variance Risk Premia in the Interest Rate Swap Market", investigates the time-series and cross-sectional properties of the compensation demanded for holding interest rate variance risk. The essays...
..., prior to such employee's engagement in any activity enumerated in section 3(6) of the Act. A farm labor... farm labor contractor employee. 500.41 Section 500.41 Labor Regulations Relating to Labor (Continued... PROTECTION Registration of Farm Labor Contractors and Employees of Farm Labor Contractors Engaged in Farm...
... Annual Return/Report of Employee Benefit Plan AGENCY: Internal Revenue Service (IRS), Treasury. ACTION..., the IRS is soliciting comments concerning the Annual Return/Report of Employee Benefit Plan. [email protected] . SUPPLEMENTARY INFORMATION: Title: Annual Return/Report of Employee Benefit Plan. OMB...
... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...
... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...
... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...
... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...
... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...
Collins, Sandra K
The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.
Tiedtke, C M; Dierckx de Casterlé, B; Frings-Dresen, M H W; De Boer, A G E M; Greidanus, M A; Tamminga, S J; De Rijk, A E
Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers' experiences with RTW of employees with cancer and (2) the employers' needs for support regarding this process. Thirty employer representatives of medium and large for-profit and non-profit organizations were interviewed to investigate their experiences and needs in relation to employees with cancer. A Grounded Theory approach was used. We revealed a trajectory of complex communication and decision-making during different stages, from the moment the employee disclosed that they had been diagnosed to the period after RTW, permanent disability, or the employee's passing away. Employers found this process demanding due to various dilemmas. Dealing with an unfavorable diagnosis and balancing both the employer's and the employee's interests were found to be challenging. Two types of approach to support RTW of employees with cancer were distinguished: (1) a business-oriented approach and (2) a care-oriented approach. Differences in approach were related to differences in organizational structure and employer and employee characteristics. Employers expressed a need for communication skills, information, and decision-making skills to support employees with cancer. The employers interviewed stated that dealing with an employee with cancer is demanding and that the extensive Dutch legislation on RTW did not offer all the support needed. We recommend providing them with easily accessible information on communication and leadership training to better support employees with cancer. • Supporting employers by training communication and decision-making skills and providing information on cancer will contribute to improving RTW support for employees with cancer. • Knowing that the employer will usually be empathic when an employee reveals that they have
... rate is necessary to protect the interest of the Government. EPA will notify the debtor of the basis for its finding that a different rate is necessary to protect the interest of the Government. (2) The... assess interest on all delinquent debts unless prohibited by statute, regulation or contract. (1...
The rigorous thesis is focused on license agreement and employee work. The aim of the thesis is not only an analysis of the use of a copyrighted work by a person different from the author of the work, but also an analysis of the performance of copyright by a person different from the author of the work. The thesis consists of five chapters. The opening chapter provides a summary of the notion of copyright, its sources at the national and international levels, but also the European Union legis...
Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...
Coopersmith, Michael; Gambardella, Pascal J.
This article is an extension of the work of one of us (Coopersmith, 2011) in deriving the relationship between certain interest rates and the inflation rate of a two component economic system. We use the well-known Fisher relation between the difference of the nominal interest rate and its inflation adjusted value to eliminate the inflation rate and obtain a delay differential equation. We provide computer simulated solutions for this equation over regimes of interest. This paper could be of ...
Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven
Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.
witness protection involves social cohesion of the protected person. Scholars ..... interests' need to balance an accused right to know and confront prosecution ..... was reduced to 2.5 years through the fast tracking of witness protection cases.
Wagner, Shannon; Buys, Nicholas; Yu, Ignatius; Geisen, Thomas; Harder, Henry; Randall, Christine; Fraess-Phillips, Alex; Hassler, Benedikt; Scott, Liz; Lo, Karen; Tang, Dan; Howe, Caroline
To provide an international analysis of employees' views of the influence of disability management (DM) on the workplace. An international research team with representation from Australia, Canada, China, and Switzerland collected survey data from employees in public and private companies in their respective regions. Due to lack of availability of current measures, a research team-created survey was used and a total of 1201 respondents were collected across the four countries. Multiple linear (enter) regression was also employed to predict DM's influence on job satisfaction, physical health, mental health, workplace morale and reduced sickness absence, from respondents' perceptions of whether their company provided disability prevention, stay-at-work, and return-to-work initiatives within their organization. One-way ANOVA comparisons were used to examine differences on demographic variables including company status (public versus private), union status (union versus nonunion), and gender. The perceived influence of DM programs was related to perceptions of job satisfaction; whereas, relationships with mental health, physical health, morale, and sickness absence were variable according to type of DM program and whether the response was related to self or others. Difference analyses (ANOVA) revealed significantly more positive perceptions for private and nonunion organizations; no gender effects were found. There is perceived value of DM from the perspective of employees, especially with respect to its value for coworkers. Implications for Rehabilitation Rehabilitation efforts should continue to focus attention on the value of disability management (DM). In particular, DM that is fully committed to the biopsychosocial model would be supported by this research. Employees reported the most value in the psychosocial variables addressed by DM, such that rehabilitation professionals could focus on these valued aspects to improve buy-in from employees. The interest in
Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda
Purpose Study goals were to (a) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health, and level of interest in workplace health promotion overall and in specific programs; and (b) determine the potential for extending workplace health promotion to spouses and partners of these employees. Approach Forty-two 60-90-minute interviews Setting Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Participants Forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. Method Qualitative analysis of interview transcripts using grounded theory to identify themes. Results Employees consider workplace health promotion both appropriate and desirable, and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Conclusion Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued. PMID:25162321
Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda
Study goals were to (1) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health and level of interest in workplace health promotion overall and in specific programs, and (2) determine the potential for extending workplace health promotion to spouses and partners of these employees. The study used 42 interviews of 60 to 90 minutes. Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Study participants were forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. The study employed qualitative analysis of interview transcripts using grounded theory to identify themes. Employees consider workplace health promotion both appropriate and desirable and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued.
Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...
Dul, Jan; Ceylan, Canan
textabstractInnovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework an instrument to analyse the extent to which the work environment enhances creativity is developed. We apply this instrument to a sample of 409 employees and find support for the hypothesis that a creative work envir...
Thapa, Kumar; Adhikari, Devendra
How to motivate employees and the factors affecting motivation have been subjects of concern for many researchers and practitioners for decades. Until recently employees were primarily regarded as a factor of production (i.e. labor), and not, as in the current view, as an integral part of all businesses. Therefore, motivating employees has become essential in order to achieve the strategic goals of any company. However, due to the current state of competition in the job markets it has increas...
Fali Huang; Peter Cappelli
Arguably the fundamental problem faced by employers is how to elicit effort from employees. Most models suggest that employers meet this challenge by monitoring employees carefully to prevent shirking. But there is another option that relies on heterogeneity across employees, and that is to screen job candidates to find workers with a stronger work ethic who require less monitoring. This should be especially useful in work systems where monitoring by supervisors is more difficult, such as tea...
Kugler, Adriana D.
Many workers believe that personal contacts are crucial for obtaining jobs in high-wage sectors. On the other hand, firms in high-wage sectors report using employee referrals because they help provide screening and monitoring of new employees. This Paper develops a matching model that can explain the link between inter-industry wage differentials and the use of employee referrals. Referrals lower monitoring costs because high-effort referees can exert peer pressure on co-workers, allowing fir...
The Bachelor's thesis focuses on the process of recruitment and selection of employees. The thesis is divided into theoretical and practical part. The theoretical part includes concepts that are important for understanding of issues of the process of recruitment and selection of employees. The practical part is divided into three chapters. The first chapter briefly describes the company xxx. Next two chapters deal with the process of recruitment and selection of employees in the company. The ...
Kanevski, M.; Maignan, M.; Pozdnoukhov, A.; Timonin, V.
The present study deals with the analysis and mapping of Swiss franc interest rates. Interest rates depend on time and maturity, defining term structure of the interest rate curves (IRC). In the present study IRC are considered in a two-dimensional feature space-time and maturity. Exploratory data analysis includes a variety of tools widely used in econophysics and geostatistics. Geostatistical models and machine learning algorithms (multilayer perceptron and Support Vector Machines) were applied to produce interest rate maps. IR maps can be used for the visualisation and pattern perception purposes, to develop and to explore economical hypotheses, to produce dynamic asset-liability simulations and for financial risk assessments. The feasibility of an application of interest rates mapping approach for the IRC forecasting is considered as well.
Department of Veterans Affairs — The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational...
Full Text Available The main aim of this research is to highlight age management within Slovenian enterprises from the viewpoint of older employees by finding out what influences older employees to decide “should I stay or should I go”. The empirical research methodology is based on mixed strategy of approaching organizations (employees, which means that the quantitative (factor analysis, cluster analysis, correlation, regression, descriptive statistics and frequency distributions and qualitative parts (in-depth interviews analysis of research were conducted simultaneously. The results of the research indicate that there are in fact two groups of older employees, which can be referred to as “susceptible” and “insusceptible” in terms of how the employer can affect their decisions. “The unsusceptible” have already decided to retire as soon as possible and they cannot be influenced by any employer measure. On the other hand, “the susceptible” employees are sensitive to employers’ measures aimed at prolonging their working lives. Besides, a regression analysis confirmed a statistically significant correlation between the inclination towards extending one’s employment period and the susceptibility to the employer measures. It can thus be concluded that, through age management measures, an employer has an impact on an extended employment period of older employees. However, employers should be interested primarily in those employees who are inclined towards extending their working lives.
Despite its economic success, ALDI has always been criticised for how the company treats its employees. In 2012, critisim reached a new peak in Germany, triggered by a book of a former ALDI manager. His detailed description of the working conditions in ALDI South sparked a widespread interest...... in the media. Drawing on the book and other published sources, this case incident details some of the working conditions and management practices at ALDI. The text sheds particular light on practices and techniques to regulate ALDI employees, both in the shops and middle management. On the one hand, it paints...... a picture of ALDI’s determined strive towards keeping costs low and employee performance high, hence, being able to offer low-priced and quality products to its customers. On the other hand, however, the various examples from this case illuminate how ALDI regulates employee behaviour. Some may argue...
Miner, Kathi N; Costa, Paula L
This study examined the relationship between ambient workplace heterosexism, emotional reactions (i.e., fear and anger), and outcomes for sexual minority and heterosexual employees. Five hundred thirty-six restaurant employees (68% female, 77% White) completed an online survey assessing the variables of interest. Results showed that greater experiences of ambient workplace heterosexism were associated with heightened fear and anger and, in turn, with heightened psychological distress (for fear) and greater physical health complaints, turnover intentions, and lowered job satisfaction (for anger). Fear also mediated the relationship between ambient workplace heterosexism and psychological distress. In addition, sexual orientation moderated the relationship between ambient workplace heterosexism and fear such that sexual minority employees reported more fear than heterosexuals with greater ambient heterosexism. These effects occurred after controlling for personal experiences of interpersonal discrimination. Our findings suggest that ambient workplace heterosexism can be harmful to all employees, not only sexual minorities or targeted individuals. Copyright © 2018 John Wiley & Sons, Ltd.
F. G. Netswera
Full Text Available The success of the most competitive companies throughout the world, including higher education institutions, lies in their highly skilled employees on which these institutions spend millions to retain. Literature reveals the cost of losing best employees to be enormous – beyond monetary quantification. Also worth noting is that the loss of one competent employee to a competitor institution strengthens the competitor’s advantage. This case study analysed human resources turnover data, and interviewed academic managers and employees in order to examine the possible employee retention factors for a higher education institution in South Africa. The findings reveal different institutional interests between institutional managers and employees. The former are concerned more about profits, business sustenance and justification for spending, while the latter are driven by introverted interests such as development, monetary rewards and personal fulfilment.
The guiding principles of the IRPA on the involvement of interested parties (Stake holders) in the management of radiation protection; Los principios orientativos de la IRPA sobre la implicacion de las partes interesadas (Stakeholders) en la gestion de la proteccion radiologica
Arranz, L.; Carboneras, P.; Gallego, E.; Garcia, A.; Rodriguez, M.
There is general consensus that the effective and well structured involvement of interested parties (stake holders) improves the quality of decision making and can achieve more effective and sustainable decisions that generate greater confidence among people and groups affected. The International Radiation Protection Association (IRPA) could not remain indifferent to this issue and has prepared a document of guiding principles for consideration, recommends to its members.
David Cancio Pérez
Full Text Available The Advisory Panel of the European Commission on Radiological Protection, referred to in Article 31 of EURATOM Treaty, adopted in late February of 2010 the most important aspects of the future directive. This new Directive also adpats into a single legislative text the five previous directives, it also includes protection against gas radon on which there was previously only a recommendation. The issues of greatest concern are the new recommendations related to emergency planning, the new framework of the protection system now based on all types of situations, planned, existing and emergency. In addition, specific aspects of processing industries naturally occurring radioactive materials (NORM are fully integrated in the protection system has included a major overhaul of protection in medical applications including extending what is stated in the current directive on the subject , addresses the specific aspects for imaging non-medical reasons, which sets out new requirements with respect to radon in homes and workplaces and, finally, are issued new requirements for residential construction materials.El Grupo de Expertos Asesor de la Comisión Europea en Protección Radiológica, contemplado en el artículo 31 del Tratado EURATOM, aprobó a finales de febrero de 2010 los aspectos más importantes de la futura directiva. Esta nueva directiva, además de que refunde en un único texto legislativo las cinco directivas anteriores, incorpora también la protección con respecto al gas radón sobre el cual solo existía anteriormente una recomendación. Los aspectos de mayor interés son las nuevas recomendaciones relacionadas con la planificación de las emergencias, el nuevo marco del sistema de protección basado ahora en todos los tipos de situaciones, planificadas, existentes y de emergencias. Además, los aspectos específicos de industrias que procesan materiales radiactivos naturales (NORM están integrados totalmente en el sistema de protecci
Profiling and Online Behavioural Advertisement Under the GDPR Has the new Regulation succeed in assuring the protection of fundamental rights without hindering innovation and economic interests in the digital economy?
The emergence of new forms of interactions in the online environment, as social media, search engine and e-commerce has shifted the business industry and introduced a data-driven economy, where data has become the new commodity. As a consequence, agents engaged in commercial activities have been collecting massive data from internet users, for instance, to predict consumer behaviour and to place tailored advertisement based on the users’ interests. Online behavioural advertisement can be legi...
Andersen, Lotte Bøgh; Pedersen, Lene Holm
The public service motivation literature argues that public employees are more motivated than private employees to deliver public service for the benefit of society. But the reason for this may be that the classical welfare services are predominant in the public sector. This article therefore...... investigates if ownership matters to employee motivation when occupation is controlled for. The findings show that the employees in both sectors have pro-social motivation, but that public sector employees are more motivated to work for the public interest, whereas private sector employees are more motivated...... to help individual users of services. The survey data are based on 3,304 Danish employees working in private as well as public organizations....
Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.
White, S J; Generali, J A
Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.
Alvarez Garcia, Patricia
Connections between organizational engagement and internal communication have gained much interest in recent years, due to existing evidence suggesting that employees who engage with their organization affect organization’s effectiveness and that, in turn, internal communication can influence organizational engagement. However, there is little evidence about such connection seen from an employee perspective and therefore, this study sought to explore linkages between employee organizational e...
A relation between interest rates and inflation is presented using a two component economic model and a simple general principle. Preliminary results indicate a remarkable similarity to classical economic theories, in particular that of Wicksell.
Full Text Available The purpose of this study is to examine the relationship between interest and reading motivation based on literature review. The concept of the interest portrayed as a psychological state that occurs during interaction between individual and specific topic, object or activity including process of willingness, increased attention, concentration and positive feeling to the topic, object or activity. Meanwhile reading motivation emphasized to mental readiness, willingness and refers to beliefs and perception of individual to engage in reading activity. Some researchers were identified factors that influenced reading motivation such as intrinsic and extrinsic factors, self-concept and value of reading, and interest. In general, the literature review described that have positive relationship between interest and reading motivation.
Department of Housing and Urban Development — Interest rates to be paid on debentures issued with respect to a loan or mortgage insured by the Federal Housing Commissioner under the provisions of the National...
... interest of the Government. USAID will notify the debtor of the basis for its finding that a different rate is necessary to protect the interest of the Government. (2) The rate of interest, as initially... delinquent debts unless prohibited by statute, regulation or contract. (1) Interest begins to accrue on all...
Barny, M.-H.; Brenot, J.; Moreau, A.
Employees of the French centre of Saclay have been interviewed twice in November 1984 and March 1987 about their risks at the workplace, their views on safety, their protective attitudes, and also about the Chernobyl accident in the second survey. Perceived risks are compared, safety measures and protection teams are judged, importance of the Chernobyl accident is appreciated. Differences in perception between the various professional groups are pointed out. The main results are briefly presented hereafter. (author)
Michie, Jonathan; Oughton, Christine; Bennion, Yvonne
The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…
One measure of an organization's value to its employees is turnover. But how do you know if your employees are wondering if the grass is greener elsewhere? Scott Badler in his book What's So Funny about Looking for a Job? suggests a quick quiz to find out.
Acevedo, Jose M.; Yancey, George B.
Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…
Thornton, L. Jay; Johnson, Sharon
This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…
Milica Jakšiæ, Miloš Jakšiæ
Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.
J. Dul (Jan); C. Ceylan (Canan)
textabstractInnovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework an instrument to
Sandhu, Daya Singh, Ed.
This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…
Kemp, Donna R.; Verlinde, Beverly
This document discusses employee assistance programs (EAPs), programs which have been developed to help employees deal with personal problems that seriously affect job performance. It reviews literature which specifically addresses EAPs in the public sector, noting that there are no exact figures on how many public entities have EAPs. Previous…
Cosio, Saharay E.
Occupational stress creates a negative impact both at the microlevel (i.e., individuals) and at the macrolevel (i.e., organization). This study investigated the role of protective factors of social support and religiosity on occupational stress among university employees. The study used data collected from participants ( N = 72) in a private…
Full Text Available Textile industry is a very important industrial branch because it produces clothes for nearly seven billion people and textile materials for technical usage. It employs a huge number of competitive and qualified, mostly female work force. It is also technologically and technically challenging. Thus, it is vital to employ qualified and well trained employees with certain competences, knowledge and skills in order to respond to rapid technological and market changes. Here, we will consider the influence of the career development on doing business in the textile industry while acquiring the competitive advantage. Career development is a lifelong process and it is includes knowledge management. The term career has several meanings while nowadays it can mean advancement. The career usually reflects the professional development path of an individual during his or her working career. The career is that concept which connects and unifies most strongly and explicitly individual and organizational interests and needs. The theoretical part explains terms such as career development, importance and improvement of employees for an organization, the possibility for career development within the textile industry. The second part of the paper deals with research conducted among the employees of the textile sector in Leskovac, the town in Serbia with a long-lasting textile tradition.
... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...
... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...
... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...
... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...
... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...
... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...
... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...
... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...
... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...
... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...
... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...
... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...
... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...
Pavlik, John; And Others
Surveys employees of the Hershey Medical Center in Pennsylvania to examine why they read "Vital Signs," the employee newsletter. Finds that employees with a higher level of organizational integration often place more emphasis on reading the employee newsletter to survey system functions and the employee social network. (MM)
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2013, the interest rates for overpayments will be 2 percent for corporations and 3 percent...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning April 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2011, the interest rates for overpayments will be 3 percent for corporations and 4 percent...
... DEPARTMENT OF HOMELAND SECURITY Customs and Border Protection Quarterly IRS Interest Rates Used in... quarterly Internal Revenue Service interest rates used to calculate interest on overdue accounts..., the interest rates for overpayments will be 3 percent for corporations and 4 percent for non...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning October 1, 2013, the interest rates for overpayments will be 2 percent for corporations and 3...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2010, the interest rates for overpayments will be 3 percent for corporations and 4 percent...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning October 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3...
... DEPARTMENT OF HOMELAND SECURITY Customs and Border Protection Quarterly IRS Interest Rates Used in... quarterly Internal Revenue Service interest rates used to calculate interest on overdue accounts..., the interest rates for overpayments will be 2 percent for corporations and 3 percent for non...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning January 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning April 1, 2013, the interest rates for overpayments will be 2 percent for corporations and 3...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning January 1, 2010, the interest rates for overpayments will be 3 percent for corporations and 4...
... DEPARTMENT OF HOMELAND SECURITY Customs And Border Protection Quarterly IRS Interest Rates Used in... quarterly Internal Revenue Service interest rates used to calculate interest on overdue accounts..., the interest rates for overpayments will be 2 percent for corporations and 3 percent for non...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3 percent...
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning April 1, 2011, the interest rates for overpayments will be 3 percent for corporations and 4...
The pit and quarry industry in Brandenburg will within a few years the same importance as the lignite industry. Both industries together may have up to 20 000 employees beyond the year 2000. The same number of employees could result in the enterprises of local and other subcontractors and mine suppliers. The government of Brandenburg creates at present the legal prerequisites to secure the supply with mineable raw materials. The regulation of the protection of mineable raw materials is proposed to be realised within the scope of the second plan for the development of the country, and within the regional plannings. The protection of the basic conditions for mining industries is a permanent task for administration and politics. By encouraged engagement in the case of opposed interests, those of mining can be considered with acceptable results provided the parties are ready to compromise. (orig.) [de
... because of discomfort about waiving the application of a criminal statute. OGE fielded numerous inquiries... organization; agencies will remain free to impose similar limits as they deem appropriate in the future.\\5\\ See... speech, by declining to permit employee participation, would have to outweigh employees' strong interest...
...—Employees Required To Submit Statements Statements of employment and financial interests are required of the... 49 Transportation 7 2010-10-01 2010-10-01 false Employees Required To Submit Statements II...) Office of the managing director: (1) Legislative affairs officer. (2) Program analysis officer. (d...
Health Resources and Services Administration, Rockville, MD. Bureau of Health Care Delivery and Assistance.
This document was designed for use by persons or agencies interested in both establishing and evaluating employee assistance programs (EAP) for federal employees. It contains essential elements, standards, and assessment criteria which have been developed to assist in the planning and implementation of services, and to provide a framework for…
Zautra, Alex J.; And Others
Used research from illness-prevention and job-enrichment approaches to enhancing quality of work environments to create instruments assessing number of job stressors and level of task interest on psychiatric hospital units. Instruments successfully predicted employee turnover during one year. Job stress and interaction between job stress and task…
... that’s attached to a helmet. Are you a football player? Always wear your helmet with an attached ... Media Policies and Other Important Links NEI Employee Emergency Information NEI Intranet (Employees Only) *PDF files require ...
Gettleman, Alan G.; McGuire, William
Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He
Defines sexual harassment and reminds school boards of their moral and legal obligation to protect employees and maintain an intimidation-free workplace. Offers several tips for preventing sexual harrassment and for launching investigations into complaints. (MLH)
Political interest fundamentally influences political behavior, knowledge, and persuasion (Brady, Verba, & Schlozman, 1995; Delli Carpini & Keeter, 1996; Luskin, 1990; Zukin, Andolina, Keeter, Jenkins, & Delli Carpini, 2006). Since the early 1960s, the American National Election Studies (ANES) has...... sought to measure respondents’ general interest in politics by asking them how often they follow public affairs. In this article, we uncover novel sources of measurement error concerning this question. We first show that other nationally representative surveys that frequently use this item deliver...... drastically higher estimates of mass interest. We then use a survey experiment included on a wave of the ANES’ Evaluating Government and Society Surveys (EGSS) to explore the influence of question order in explaining this systemic gap in survey results. We show that placing batteries of political...
... Contractor Employees Performing Acquisition Functions AGENCIES: Department of Defense (DoD), General Services... personal conflicts of interest by employees of Government contractors as required by statute. DATES... clause for future orders. In the event that a contractor refuses to accept such a modification, the...
... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Waiver or reduction of fees in the public interest. 402.185 Section 402.185 Employees' Benefits SOCIAL SECURITY ADMINISTRATION AVAILABILITY OF... demonstrate that likelihood, while such a claim by a representative of the news media is better evidence. (4...
... hold the following financial interests without violating 18 U.S.C. 208(a): (1) The stocks or bonds of a publicly traded corporation with a value of $1000 or less; and (2) The stocks or bonds in the investment portfolio of a diversified mutual fund in which an employee has invested. (b) The Department has found that...
... ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF THE INTERIOR § 3501.103 Prohibited interests in Federal lands. (a) Cross-references to statutory prohibitions—(1) Prohibited purchases of public land by Bureau... the Bureau of Land Management are prohibited by 43 U.S.C. 11 from directly or indirectly purchasing or...
... Section 2635.403 Administrative Personnel OFFICE OF GOVERNMENT ETHICS GOVERNMENT ETHICS STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE EXECUTIVE BRANCH Conflicting Financial Interests § 2635.403... other property rights, deeds of trust, and liens, and extends to any right to purchase or acquire any...
... bars an employee from participating in any particular matter that will have a direct and predictable... subject to the provisions of paragraphs (d) and (f) of this section. (d) Retention or passive acquisition... matter that will have a direct and predictable effect on the financial interest in question. Any...
... spouse or minor child of a covered employee, shall own, directly or indirectly, securities issued by a... right to acquire or dispose of any long and short position in such securities and includes, without limitation, interests convertible into such securities, as well as options, rights, warrants, puts, calls...
This book is based upon a symposium on mycobacteria of clinical interest. Due to the multidisciplinary participation of, among others, microbiologists, clinicians, immunologists and epidemiologists, a very wide and thorough presentation of the present state of clinical research in this field is ensured. Topics of particular interest included in this volume were the new antimicrobial agents active against mycobacteria; new therapeutic possibilities; a system of rapid diagnosis of tuberculosis and mycobacteriosis; mycobacteriosis in AIDS; progress in immunopathology of tuberculosis and leprosy; progress in bacteriology and vaccination in leprosy; progress in immunological diagnosis and new epidemiological biovars of M. tuberculosis. (Auth.)
... DEPARTMENT OF LABOR Employee Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security Administration, Labor. ACTION: Notice of hearing and extension of comment period. SUMMARY: Notice is hereby given that the Employee Benefits Security Administration will...
Beecher, G P
Every year, the ODA's Economics of Practice Committee, with the help of an independent consulting firm, carries out the Cost of Practice Monitor which tracks the various costs of running a dental practice in Ontario. This article is the result of a joint ODA-Arthur Andersen initiative to provide members with detailed information from the Monitor. Over the next year, there will be a series of articles published under the heading "Best practises for Ontario's Dental Practices." The article featured in this issue focuses on wage expenses in dental practices and how to foster employee involvement as a means of addressing cost-productivity issues. Furthermore, information relating to wage expenses may be used by practitioners to benchmark their practice against the average Ontario dental practice. Appendix C was developed for this purpose. Through benchmarking, the practitioner may gain insight into ways of evaluating their practice and in addressing issues that could improve the management of the practice. For a long time, concepts of best business practises were applied only to manufacturing organizations or large multi-national corporations but experience has demonstrated that these activities are universal to all organizations, including service companies, schools, government and not-for-profit organizations.
Degi, Bruce J.
Offers a reflection on the shootings at Columbine High School in Littleton, Colorado, on April 20, 1999. Notes how every special-interest group has used the tragedy to support its own point of view, and concludes that teachers have become bystanders in the education of America's children. (SR)
Ojala, Birgitta; Nygård, Clas-Håkan; Nikkari, Seppo T
The aging of the workforce poses new challenges for maintaining work ability. Because of limited information on the effectiveness of vocational rehabilitation performed in traditional inpatient programs, extended interest in outpatient rehabilitation has risen in the past few years. We examined the effects of a new outpatient rehabilitation program where every participant defined their own goals to improve work ability by the aid of a goal-oriented multi-professional team. This report will focus on the employees' physical capacity during a nine-month program. A total of 605 municipal employees from different production areas of the City of Tampere took part in the outpatient rehabilitation program, implemented by the occupational health unit. Groups of 12 employees participated in eight one-day sessions at intervals of two to three weeks; the final follow-up was 9 months from the beginning. Submaximal aerobic capacity was tested by a calibrated cycle ergometer with a commercial program (Aino Fitware pro, Helsinki, Finland). Musculoskeletal tests assessed muscle strength, balance and mobility. During the 9-month follow-up of the rehabilitation program, the employees' physical capacity was improved. The follow-up test scores from a total of 329 employees were significantly higher in the submaximal aerobic capacity test (p health situation to take part in physical capacity tests; however they took part in the intervention. The new outpatient rehabilitation program organized by the occupational health unit had a positive influence on employees' physical capacity during a nine-month follow up.
Full Text Available Being the most important asset, the human resource represents today the source of the organizations’ sustainable competitive advantage. This focus on the employee as the organizations’ core of human capital management drives the current interest in empowerment. This paper explores the concept of employee empowerment and the main influential factors in implementing an empowerment initiative: job design, transformational leadership, decision-making authority, continuous training and development, sharing information, and self-managed teams. Using a hypotheses testing approach, this correlational cross-sectional field study investigates the influence of the six factors on the adoption of employee empowerment. Using a questionnaire method, data was collected from Jordanian commercial banks. The results of a multiple linear regression analysis revealed that sharing information, job design, transformational leadership and decision making authority have a positive effect on employee empowerment. Sharing information and adopting the appropriate job design inside the organization have the strongest influence in that fostering these initiatives would certainly make banks’ employees’ empowerment successful. The research provides insights into the perception of employee empowerment in the Jordanian context, specifically in the banking industry, a high service- oriented sector where empowering employees become a must for a better customer service
McConnell, Charles R
Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.
Full Text Available Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation.
Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...
EAPs are not a psychological sticking plaster. They are a clinically and corporately balanced service which benefits the employee, via the direct services and the employer, via the feedback in the form of usage statistics derived from the continuous tracking of the account through which organizational and employment issues are identified. Well positioned EAPs offer employees confidential counselling, and information services including legal, financial and child-based issues and are able to offer employers tailored training and consultancy.
Parrish, Amanda T; Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Allen, Claire L
Restaurant employees represent a substantial portion of the US workforce, interact closely with the public, and are at risk for contracting influenza, yet their influenza vaccination rates and attitudes are unknown. Assess influenza vaccination rates and attitudes among Seattle restaurant employees, to identify factors that could enhance the success of a restaurant-based vaccination program. In 2012, we invited employees of Seattle restaurants to complete an anonymous paper survey assessing participant demographics, previous influenza vaccination status, and personal attitudes toward influenza vaccination (using a 5-point scale). Sit-down, full service restaurants in or near Seattle, Washington, were eligible if they had no previous history of offering worksite influenza vaccinations and had more than 20 employees who were older than 18 years and spoke either English or Spanish. We invited staff in all restaurant positions (servers, bussers, kitchen staff, chefs, managers, etc) to complete the survey, which was available in English and Spanish. Of 428 restaurant employees surveyed, 26% reported receiving the seasonal influenza vaccine in 2011-2012 (response rate = 74%). Across 8 attitude statements, participants were most likely to agree that the vaccine is not too expensive (89%), and least likely to agree that it is relevant for their age group (25%), or normative at their workplace (13%). Vaccinated participants reported significantly more positive attitudes than unvaccinated participants, and Hispanics reported significantly more positive attitudes than non-Hispanic whites. Increasing influenza vaccination rates among restaurant employees could protect a substantial portion of the US workforce, and the public, from influenza. Seattle restaurant employees have low vaccination rates against seasonal influenza. Interventions aimed at increasing vaccination among restaurant employees should highlight the vaccine's relevance and effectiveness for working-age adults.
Erlen, Judith A
Conflict of interest as it relates to healthcare is gaining increasing attention. Pharmaceutical companies and manufacturers that produce medical devices are coming under greater scrutiny because of the influence that their marketing practices may have on the patient management decisions made by healthcare professionals. The result is that healthcare agency administrators are developing conflict of interest policies and procedures for their professional employees. The driving force behind many of these policies is the need to maintain the trust of the public by refraining from questionable professional conduct. This article presents 2 hypothetical cases to provide nurses with an understanding of the concept of conflict of interest and the ethical considerations this issue raises, and describes the subtle and not-so-subtle influences on professional practice decisions. Recommendations are offered to help nurses avoid conflict of interest and preserve their professional integrity. It is incumbent upon nurses to become cognizant of the types of situations that may present a conflict of interest for them and to take the necessary steps to avoid such professional impropriety.
Congress passed the Family Smoking Prevention and Tobacco Control Act in 2009 with the aim of reducing tobacco-related illnesses and deaths by curbing tobacco's appeal to and use by children and adolescents. Legislators considered provisions of the FSPTCA restricting tobacco advertising and labeling key to realizing the law's intended health benefits. But a lawsuit now before the U.S. Court of Appeals for the Sixth Circuit challenges the tobacco marketing restrictions as impermissible restraints on tobacco companies' commercial speech rights under the First Amendment. This article analyzes the constitutionality of each FSPTCA tobacco advertising and labeling restriction in light of U.S. Supreme Court decisions defining the extent of First Amendment protection for commercial speech, prior efforts to restrict tobacco marketing, and the outcomes of legal challenges to some of the prior marketing restrictions. Several of the FSPTCA tobacco advertising and labeling restrictions were drafted with insufficient accommodations for tobacco companies' First Amendment right to convey and consumers' First Amendment right to receive truthful information about lawful tobacco products and are therefore unconstitutional as currently written.
The Whistleblower Protection Enhancement Act of 2012 Exit was signed into law on November 27, 2012. The Act strengthens protection for federal employees who blow the whistle on waste, fraud, and abuse in government operations.
... 33 Navigation and Navigable Waters 2 2010-07-01 2010-07-01 false Respiratory protection. 127.1209... Waterfront Facilities Handling Liquefied Hazardous Gas Equipment § 127.1209 Respiratory protection. Each waterfront facility handling LHG must provide equipment for respiratory protection for each employee of the...
Chiang Hui-Yu; Noriaki Mamiko Takeuchi
In this paper, we explore the relationship between work-life balance policies and three outcomes of interest to employers and employees: the job tenure of women employees, turnover rate of women employees and retention rate of new women graduates. In the cross sectional analysis, we find that firms with work-life balance policies such as the full amount of maternity pay practice and flextime system are positively associated with the job tenure of women employees. We also find that the full am...
... paragraph (a)(1) of this section, is related to another as spouse, parent, child, or sibling. (3) The name... ownership or control interest or position as managing employee, and the nature of the relationship with the...
Full Text Available Safety and health at work involves the exercise of such working conditions that take certain measures and activities in order to protect the life and health of employees. The interest of society, of all stakeholders and every individual is to achieve the highest level of safety and health at work, to unwanted consequences such as injuries, occupational diseases and diseases related to work are reduced to a minimum, and to create the conditions work in which employees have a sense of satisfaction in the performance of their professional duties. Textile industry is a sector with higher risk, because the plants of textile industry prevailing unfavorable microclimate conditions: high air temperature and high humidity, and often insufficient illumination of rooms and increased noise. The whole line of production in the textile industry, there is a risk of injury, the most common with mechanical force, or gaining burns from heat or chemicals. All of these factors are present in the process of production and processing of textiles and the same may affect the incidence of occupational diseases of workers, absenteeism, reduction of their working capacity and productivity. With the progress of the textile industry production increases in the number of hazardous and harmful substances that may pose a potential danger to the employee in this branch of the economy as well as the harmful impact on the environment. Therefore, it is important to give special attention to these problems.
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false No payment of interest from unemployment fund... LABOR TAX CREDITS UNDER THE FEDERAL UNEMPLOYMENT TAX ACT; ADVANCES UNDER TITLE XII OF THE SOCIAL SECURITY ACT Interest on Advances § 606.33 No payment of interest from unemployment fund. [Reserved] ...
... conduct regulate? 1000.464 Section 1000.464 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN AFFAIRS... interest must the standards of conduct regulate? The personal conflicts of interest standards must: (a... financial interest or an employment relationship; (b) Prohibit such officers, employees, or agents from...
... insurable interest annuity for a person who does not fall under one of these categories, the employee or... submit documentary evidence to establish the named beneficiary's date of birth. * * * * * PART 842... insurable interest rate. * * * * * (e) An insurable interest rate may be elected to provide a survivor...
While congressional interest in nonproliferation policy has been evident since the 1940s, the 1970s were propitious for efforts by Congress to exert influence in this sphere. Its suspicions of the executive branch had been stirred by controversies over Vietnam and Watergate at the beginning of the decade; by the end of the decade, Congress was able to curtail the unrestrained freedom of the executive branch to carry out the vaguely stated policies of the Atomic Energy Act of 1954. Congressional nonproliferation interests were further amplified during the decade by pressures from the expanding environmental movement, which included a strong antinuclear plank. This was to bring down the powerful Atomic Energy Commission (AEC). The Energy Reorganization Act of 1974 abolished the AEC and divided its responsibilities between the new Energy Research and Development Administration (ERDA), later to become the Department of Energy (DOE), and the new Nuclear Regulatory Commission
Ortlieb, Renate; Matiaske, Wenzel; Fietze, Simon
Politicians and scholars alike praise the significant benefits associated with employee share ownership (ESO). However, little is known about the concrete motives of firms to provide ESO to their employees. In particular, it is unknown how these motives correlate with firms’ contexts. Drawing...... on an institutional theoretical framework, this article examines what aims firms pursue through the provision of ESO. The data originate from a survey of firms in Germany. The cluster analytic findings indicate distinctive patterns of relationships between aims and firm characteristics. Aims related to employee...... performance are most important to foreign-owned firms, financial aims are most important to non-public small and medium-sized firms and aims related to corporate image are most important to big firms and to firms that do not provide profit sharing. Aims related to employee attraction and retention are almost...
Steen, Wesley W.
The statutory reporting requirements of ERISA and some of the regulations recently promulgated are discussed. All type of employee benefit plans are covered. For journal availability see HE 508 741. (LBH)
Full Text Available This paper presents the research about employees and the leaders who are included in leading the organization, as an important segment of the modern business. The aim of this research is to show the real picture about presence new strategies of leaders in the organizations, as well as the analysis of the perception of employees about their leaders. The research in business organizations conducted on the sample of leaders and employees. The construction of high-quality questionnaire represents the important segment of modern statistical and business researches. The issues in questionnaire construction are very complex and they are in the focus of all statistical and research methodologies. It was conducted on the sample of at least 250 examinees (employees in bigger companies in Serbia. Research results showed that understanding communication satisfaction, with its link to job satisfaction, should provide an ability to better target resources to improve communication satisfaction issues.
Dul, Jan; Ceylan, Canan
Innovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework, an instrument to analyse the extent to which the work environment enhances creativity is developed. This instrument was applied to a sample of 409 employees and support was found for the hypothesis that a creative work environment enhances creative performance. This paper illustrates how the instrument can be used in companies to select and implement improvements. STATEMENT OF RELEVANCE: The ergonomics discipline addresses the work environment mainly for improving health and safety and sometimes productivity and quality. This paper opens a new area for ergonomics: designing work environments for enhancing employee creativity in order to strengthen an organisation's capability for product and process innovation and, consequently, its competitiveness.
Gam, John; And Others
Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)
Friis, Ole Uhrskov; Koch, Christian
The purpose of this article is to investigate how employees can be involved in strategy innovation processes and how new strategy practices (new tools and procedures) are used to change strategy praxis in order to sustain value creation. In the strategizing actions, we found that even...... if the managers still dominate, some processes of direct involvement of employees occur, in particular when employees are asked to supplement overall strategic goals and when they directly shape several sub-strategies. Strategy practices found include strategy planning, an open space workshop and organised...... strategy projects. Especially the latter two are important in facilitating the employee involvement. The case, however, also exhibits enterprise-situated praxises related to unplanned events, like the mitigation of taboos....
Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh
Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...
Brief overview of the need for the Law Society of England and Wales to formulate new rules to address conflicts of interest situations and accommodate modern practices which have followed from the merger of firms of solicitors resulting for example in requests to act in a dispute with a former client or to represent several parties in the same commercial or financial transaction. Published in Amicus Curiae – Journal of the Society for Advanced Legal Studies at the Institute of Advanced Legal ...
Including public interest groups in the siting process for nuclear waste disposal facilities is of great importance. Controversial sitings often result in litigation, but involving public interest groups early in the process will lessen the change of this. They act as surrogates for the general public and should be considered as members of the team. It is important to remember though, that all public interest groups are different. In choosing public panels such as public advisory committees, members should not be chosen on the basis of some quota. Opposition groups should not be excluded. Also, it is important to put the right person in charge of the committee. The goal of public involvement is to identify the conflicts. This must be done during the decision process, because conflicts must be known before they can be eliminated. Regarding litigation, it is important to ease through and around legal battles. If the siting process has integrity and a good faith effort has been shown, the court should uphold the effort. In addition, it is important to be negotiable and to eliminate shortcuts
Full Text Available The present study addresses the need to prepare organisations, small or large, for open innovation approaches, including the development of capacity to exploit the potential benefits of such principles through Employee-Driven Innovation (EDI. Based on interviews in 20 Norwegian enterprises, we propose that EDI is an under-explored opportunity in many organisations, and that the systematic introduction of EDI practices increases organisations' ability to exploit open innovation principles and favourably impacts the capacity for innovation. Specifically, EDI results in a more general interest in improvement among employees, increased engagement in innovation processes, and reduced opposition to change.
Full Text Available This paper represents a summary of a debate on employee engagement that was conducted in a Business School setting. In this debate, representatives from key stakeholders group participated in this debate. The debate highlighted several critical concerns. These centered on the contextualization and employee-centered nature as well as the importance of clear goals and ‘framing’ of these activities. The consideration of multiple perspectives in combination with research and practice reports provides those interested in engagement with an overview of the matters that may emerge and need to be addressed prior to and following the implementation of any engagement initiatives.
Coates, Cameron W [ORNL; Eisele, Gerhard R [ORNL
Organizations (facility, regulatory agency, or country) have a compelling interest in ensuring that individuals who occupy sensitive positions affording access to chemical biological, radiological and nuclear (CBRN) materials facilities and programs are functioning at their highest level of reliability. Human reliability and human performance relate not only to security but also focus on safety. Reliability has a logical and direct relationship to trustworthiness for the organization is placing trust in their employees to conduct themselves in a secure, safe, and dependable manner. This document focuses on providing an organization with a roadmap to implementing a successful and sustainable Structured Trusted Employee Program (STEP).
Verlander, Edward G; Evans, Martin R
This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.
Lawhorn, Nikki A; Lirette, David K; Klink, Jenna L; Hu, Chih-Yang; Contreras, Cassandra; Ajori Bryant, Ty-Runet Pinkney; Brown, Lisanne F; Diaz, James H
This article examines salivary cotinine concentrations to characterize secondhand smoke (SHS) exposure among non-smoking hospitality employees (bar and casino employees and musicians who perform in bars) who are exposed to SHS in the workplace. A pre-post test study design was implemented to assess SHS exposure in the workplace. The convenience sample of 41 non-smoking hospitality employees included 10 controls (non-smoking hospitality employees not exposed to SHS in the workplace). The findings demonstrate that post-shift saliva cotinine levels of hospitality employees who are exposed to SHS in the workplace are significantly higher than controls who work in smoke-free venues. Findings also suggested a statistically significant increase between pre- and post-shift saliva cotinine levels of hospitality employees who are exposed in the workplace. No statistically significant difference was noted across labor categories, suggesting that all exposed employees are at increased risk. The study results indicate that non-smoking hospitality employees exposed to SHS in the workplace have significantly higher cotinine concentration levels compared with their counterparts who work in smoke-free venues. Findings from other studies suggest that these increased cotinine levels are harmful to health. Given the potential impact on the health of exposed employees, this study further supports the efforts of tobacco prevention and control programs in advocating for comprehensive smoke-free air policies to protect bar and casino employees.
Zülch, Gert; Stock, Patricia; Schmidt, Daniel
Many companies currently strive to support their employees' work-life balance through appropriate measures in order to improve employees' loyalty towards the company and to recruit new employees. In this context, flexibility in the area of working times is a measure that can influence employees' private lives immensely. This is why the individualisation of working time arrangements has been accorded high importance in current discussions on work-life balance. In this area, best practice examples can be found showing how working-time arrangements can improve the situation of the employees. It should be noted, however, that there is not one single perfect working-time model. A working-time model must always be adapted specifically to the actual situation of the company and the employees. Therefore, a targeted analysis of the challenges facing the company and the demands on the employees is essential for the creation of an appropriate working time policy. In particular, the employees' working-time preferences must be appropriately taken into account. Owing, however, to a combination of organisational complications and legal data protection restrictions, it is for the most part impossible to meet these working-time preferences in their entirety. This paper, which is based on an employee survey, illustrates the strain on employees in the retail sector and identifies different types of working-time preferences.
Szabó, Peter; Mĺkva, Miroslava; Vaňová, Jaromíra; Marková, Petra
Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.
Birdee, Gurjeet S.; Byrne, Daniel W.; McGown, Paula W.; Rothman, Russell L.; Rolando, Lori A.; Holmes, Marilyn C.; Yarbrough, Mary I.
Objective To characterize factors associated with physical inactivity among employees with access to workplace wellness program. Methods We examined data on physical inactivity, defined as exercise less than once a week, from the 2010 health risk assessment (HRA) completed by employees at a major academic institution (n=16,976). Results Among employees, 18% individuals reported physical activity less than once a week. Individuals who were physically inactive as compared with physically active reported higher prevalence of cardiovascular diseases (AOR 1.36 [1.23–1.51], fair or poor health status (AOR 3.52 [2.97–4.17]) and absenteeism from work (AOR 1.59 [1.41–1.79]). Overall, physically inactive employees as compared to physically active employees reported more interest in health education programs. Conclusions Future research is needed to address barriers to physical inactivity to improve employee wellness and potentially lower health utility costs. PMID:23618884
Ott, Carol H; Plach, Sandra K; Hewitt, Jeanne Beauchamp; Cashin, Susan E; Kelber, Sheryl; Cisler, Ron A; Weis, Jo M
This report describes patterns of cigarette smoking and interest in smoking cessation programs among employees in a public worksite (n = 6,000) and a private worksite (n = 14,000). Of the 622 employees who attended an employee assistance program (EAP) orientation, 110 (18%) were current smokers. A significantly greater proportion of public employees smoked cigarettes, smoked more heavily, and evaluated their health more poorly compared to private employees. Smokers in both sites were over-represented in unskilled positions. Regardless of worksite, respondents who smoked had similar desires to quit or cut down and were annoyed by the comments of others, felt guilty about smoking, awakened with a desire to smoke, and felt they had a smoking problem. Overall, more than one third of individuals were interested in joining a smoking cessation program. Occupational health nurses may use these findings to design and implement smoking cessation interventions in their workplaces.
Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation
Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T
A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.
Moelis, L S
"Fetal vulnerability programs," which are employer attempts to protect employees' unborn fetuses from harm caused by the mothers' exposure to hazardous material in the workplace, have been challenged as a form of employment discrimination. This Note analyzes the recent judicial application of the Pregnancy Discrimination Act (PDA) and the disparate impact theory to fetal vulnerability cases. The Note also examines the business necessity defense's accommodation of legitimate employer interests. The Note concludes that a more potent business necessity defense, a stricter standard for evaluating alternative protective measures, and a judicial interpretation of the PDA which is more consistent with congressional intent are necessary for fair and reasonable resolution of these cases.
... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers' helpers...
Rees, C.; Alfes, K.; Gatenby, M.
This paper considers the relationship between employee voice and employee engagement. Employee perceptions of voice behaviour aimed at improving the functioning of the work group are found to have both a direct impact and an indirect impact on levels of employee engagement. Analysis of data from two
... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...
... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...
... 34 Education 1 2010-07-01 2010-07-01 false Employee response. 32.4 Section 32.4 Education Office... FROM DEPARTMENT OF EDUCATION EMPLOYEES § 32.4 Employee response. (a) Voluntary repayment agreement. Within 7 days of receipt of the written notice under § 32.3, the employee may submit a request to the...
... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...
... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 630.640 Section 630.640 Public Welfare... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...
... 29 Labor 3 2010-07-01 2010-07-01 false Eligible employee. 825.110 Section 825.110 Labor... employee. (a) An “eligible employee” is an employee of a covered employer who: (1) Has been employed by the... worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. (See...
... 25 Indians 2 2010-04-01 2010-04-01 false Key employee. 502.14 Section 502.14 Indians NATIONAL....14 Key employee. Key employee means: (a) A person who performs one or more of the following functions... gaming operation. (d) Any other person designated by the tribe as a key employee. [57 FR 12392, Apr. 9...
... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Employee. 182.640 Section 182.640 Grants and... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...
... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...
... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now in...
... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...
... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...
... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...
... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22... employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements for... parts 217, 219, and 228 of this chapter. (b) A utility employee shall perform service as a member of...
... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing. Where...
... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...
... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...
In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.
Full Text Available All health care organizations deal with proposed actions for achievement of goals with the best use of human resources. In that respect, close attention must be paid to motivation of individuals by means of initiative, rewards, leadership, and organizational context within which the work is being organized. The goal is to develop organizational processes and workplace environment that will help them to show the expected results. Motivation is the process of initiation, an activity aimed at achieving specific goals. Employees who do not have clear goals or have no goals at all work slowly, execute given tasks poorly, show lack of interest and complete fewer tasks than the employees who have clear and challenging goals. Employees with clearly defined goals are energetic and more productive. Behavior modification includes the use of four means to achieve this goal, known as intervention strategies. These strategies are: positive incentive, negative incentive, punishment and lack of reaction.
Tehmina Fiaz Qazi
Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship
Alex Luiz Ferreira
Full Text Available The aim of this paper is to investigate the general causes of real interest rate differentials (rids for a sample of emerging markets for the period of January 1996 to August 2007. To this end, two methods are applied. The first consists of breaking the variance of rids down into relative purchasing power pariety and uncovered interest rate parity and shows that inflation differentials are the main source of rids variation; while the second method breaks down the rids and nominal interest rate differentials (nids into nominal and real shocks. Bivariate autoregressive models are estimated under particular identification conditions, having been adequately treated for the identified structural breaks. Impulse response functions and error variance decomposition result in real shocks as being the likely cause of rids.O objetivo deste artigo é investigar as causas gerais dos diferenciais da taxa de juros real (rids para um conjunto de países emergentes, para o período de janeiro de 1996 a agosto de 2007. Para tanto, duas metodologias são aplicadas. A primeira consiste em decompor a variância dos rids entre a paridade do poder de compra relativa e a paridade de juros a descoberto e mostra que os diferenciais de inflação são a fonte predominante da variabilidade dos rids; a segunda decompõe os rids e os diferenciais de juros nominais (nids em choques nominais e reais. Sob certas condições de identificação, modelos autorregressivos bivariados são estimados com tratamento adequado para as quebras estruturais identificadas e as funções de resposta ao impulso e a decomposição da variância dos erros de previsão são obtidas, resultando em evidências favoráveis a que os choques reais são a causa mais provável dos rids.
Asha P Shetty
Full Text Available Introduction: Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers. Matters of workplace harassment recently gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management. Materials and Methods: Nonexperimental cross-sectional exploratory survey approach with quantitative design was adopted. Samples constituted both male and female employees 20–60 years working for minimum 6 h in an institution selected by random sampling technique. Data were collected using demographic tool and workplace harassment experience tool developed by the investigator. The Institutional Ethics Committee approval and the individual subject consent were also obtained. Results: Data obtained from 210 employees indicated that majority (20% were between the age group of 30–35 years. Majority, 63.3%, of the employees had occasional harassment, 8.1% had mild harassment, 0.5% had severe harassment, and 28.1% reported no harassment at the workplace. Area-wise analysis indicated that highest possible area among participants was psychological (15.5 ± 7.26 and the lowest harassment was in the area of physical harassment (3.74 ± 1.75. Conclusion: Workplace harassment is a serious concern which requires immediate attention for better outcome. Although majority of the participants experience at least some form of harassment, they hesitate to objectively indicate the same due to fear of consequences of losing the job and facing further ramifications. The issue requires to be addressed with appropriate policies at the workplace. The study will help to plan the strategies to be implemented for building a healthy workplace environment.
Sapovadia, Vrajlal; Patel, Sweta
Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...
The main subject of Bachelor's Thesis called "Analysis of employee benefits in company" is to analyze system of employee benefits used in company Saint-Gobain Construction Products a.s. The theoretical part focuses on the meaning of employee benefits, their categorization, terms of tax legislation a trends. In the practical section of the work, the current state of employee benefits in the firm is discussed and reviewed. A survey was conducted to investigate the satisfaction of employees towa...
Shuck, Brad; Albornoz, Carlos
This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…
Guerrero, Natalia; Glidden, Ana; Fausnaugh, Michael; TESS Team
We describe the search for TESS Objects of Interest (TOIs), led by the MIT branch of the TESS Science Office (TSO). TSO has developed a tool called TESS Exoplanet Vetter (TEV) to facilitate this process. Individuals independently examine data validation products for each target and assign a category to the object: planet candidate, eclipsing binary, other astrophysical, stellar variability, or instrument noise/systematic. TEV assigns a preliminary follow-up priority designation to each object and allows for modification when final dispositions are decided on in a group setting. When all targets are vetted, TEV exports a catalogue of TOIs which is delivered to the TESS Follow-Up Observing Program (TFOP), working with ExoFOP-TESS, and made publicly available on the official TESS website and the Mikulski Archive for Space Telescopes (MAST).
Full Text Available In recent years, there has been increased global awareness of Islamic finance. This topic is mainly opened with respect to the great financial crisis that mostly hit the banking system and the financial markets and caused many bank bankruptcies and state interventions. This paper analyzes the basic principles of Islamic banking. The absolute prohibition of receiving and giving interest (Riba and profit-and-loss sharing (PLS paradigms are elaborated in detail; they are primarily based on mudarabah (profit-sharing and musyarakah (joint venture concepts which nowadays are becoming an accepted way of doing business in several Western multinational banks. An overall comparison of the advantages of Islamic vs. conventional banking is also given. Islamic finance technology solutions have matured and they will face various challenges in the following decades, due to conventional banks offering, increasingly, Islamic products. The need for a more comprehensive environment and regulatory framework is emphasized, so that Islamic banking development can be ensured.
Radojičić Mirjana S.
Full Text Available The nature of the international politics, after the Cold War directed by the U.S. as the only current super-power, are considered in the text. The author’s intention is to stress the main points of divergence between moralistic-valuable rhetoric and the foreign policy practice of the U.S. In that sense, the examples of the American stand, i.e. the active treatment of the Yugoslav crisis, on the one hand, and the crisis in the Persian Gulf, on the other hand, is considered. The author’s conclusion is that the foreign policy of the only current super-power is still directed by interests rather then by values. In the concluding part, the author presents an anthropologic argument in favor of reestablishing "balance of power" as the only guarantee for peace and stability of the world.
Competitiveness is impossible without satisfied employees. Excellent organisations base their success on customer loyalty, providing products and services which exceed expectations, which are always increasing. For this reason it is necessary to continually improve the organisation's performance and, therefore the activities which lead to this performance. This is not possible to do without the involvement and commitment of the persons carrying out the activities: employees. The presentation places employee satisfaction within the EFQM Business Excellent Model. The persons most adequate for improving the activities carried out by the organisation are those most familiar with them: employees. To bring this about it is necessary to develop capacities, provide tools necessary for improvement, and provide adequate motivation; indeed, satisfy them. In a society such as today's human resources are the most valuable asset. The aim of the presentation is to introduce the Coopers and Lybrand-Galdano model to measure employee satisfaction, based on the comparison of expectations and perceptions with respect to the organisation. (Author)
Nguyen, Johnny; Guevara (Castano), Nathalie; Thorpe, Barbara; Barnett, Rebecca
As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASAs higher-than-average aged workforce with approximately 50 of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety Mission Assurance (SMA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations functions.In response to this challenge, the Kennedy Space Center (KSC) SMA organization created the Strategic Employee Development (SED) program. The SED programs goal is to provide a proactive method to counter the primary drivers by creating a deeper bench strength and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an SMA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.
Elliott, C L; Kaiser, G
Under most state laws, employee handbooks carry the status of employment contracts, or such contracts are implied through various employment conversations. Unlike in the past, when a management decision to discharge an employee could be challenged only for statutory or public policy reasons, today's employer may have to prove that he or she did not violate an employee's contractual right to employment. Employers can reduce the risk of employment liability through practical steps such as careful monitoring and documenting of the hiring, performance appraisal, and disciplinary processes, and a credible grievance procedure. Many employers have found, however, that taking these steps does not always prevent litigation. Certain legal precautions, such as written disclaimers and other handbook revisions, can result in the dismissal of such actions before trial and will deter many plaintiffs' attorneys from taking the case. The strongest legal protection in termination situations is a release of all claims executed by the employee and supported by severance pay or other valuable consideration to which the employee would not be otherwise entitled.
Mishra, G A; Majmudar, P V; Gupta, S D; Rane, P S; Hardikar, N M; Shastri, S S
India is known as the Business Process Outsourcing (BPO) capital of the world. Safeguarding health of millions of youngsters employed in this new growing economy is an occupational health challenge. This study was initiated in June 2007 in India with the objectives to assess the prevalence of tobacco use and study the factors responsible for initiating and continuing its use. The main aim, however, was to assess the effect of different tobacco cessation intervention strategies, thus identifying effective methods to assist these employees to quit tobacco. This is a 4-arm cluster randomized trial of 18 months duration among 646 BPO employees, working in 4 different BPO units. The employees were invited to participate in interviews following which tobacco users of each BPO were offered specific tobacco cessation interventions to assist them to quit tobacco use. The prevalence of tobacco dependence is 41%, mainly cigarette smoking. The tobacco quit rate is similar (nearly 20%) in the 3 intervention arms. Significantly higher reduction in tobacco consumption of 45% is seen in Arm 4 with the use of pharmacotherapy. BPO employees change jobs frequently, hence follow-up remains a major challenge. Inaccessibility of pharmacotherapy in the developing countries should not deter tobacco cessation efforts as good tobacco quit rates can be achieved with health education and behavioral therapy. Tobacco cessation should be an integral activity in all BPOs, so that the employees receive this service continuously and millions of our youths are protected from the hazards of tobacco.
Noor Fatimah Mediawati
Full Text Available The absence of employment contracts in UMSIDA recognized cause some problems. Especially in improving the performance of employees. Issues a little more disturbing harmonious labor relations between employees and UMSIDA. In the terminology of the Labour Act, employment contract terms it is known as the Employment Agreement. Where the existence of labor agreement / contract employment is expected to harmonize the working relationship with the employer in accordance with the applicable rules. The existence of employment contracts is also a legal instrument which according to researchers ought to be put forward in efforts to increase the qualifications and competence of employees. By contract it will also avoid things that are not desirable in an employment relationship, because each party will always carry out their rights and responsibilities are aligned and balanced. Tranquility in the work and the guarantee of legal protection are expected to improve employee performance especially towards quality UMSIDA 2020. So this study explored further the urgency employment contract once its design. How To Cite: Mediawati, N., & Phahlevy, R. (2015. The Importance of Employment Contract for Umsida Quality Employees Improvement. Rechtsidee, 2(2, 141-156. doi:http://dx.doi.org/10.21070/jihr.v2i2.106
Harackiewicz, Judith M; Smith, Jessi L; Priniski, Stacy J
Interest is a powerful motivational process that energizes learning, guides academic and career trajectories, and is essential to academic success. Interest is both a psychological state of attention and affect toward a particular object or topic, and an enduring predisposition to reengage over time. Integrating these two definitions, the four-phase model of interest development guides interventions that promote interest and capitalize on existing interests. Four interest-enhancing interventions seem useful: attention-getting settings, contexts evoking prior individual interest, problem-based learning, and enhancing utility value. Promoting interest can contribute to a more engaged, motivated, learning experience for students.
... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... notice advises the public of the quarterly Internal Revenue Service interest rates used to calculate... quarter beginning October 1, 2010, the interest rates for overpayments will be 3 percent for corporations...
... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Interest and charges pending waiver or review. 13.12 Section 13.12 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL CLAIMS COLLECTION STANDARDS Collection § 13.12 Interest and charges pending waiver or review. Interest, penalty...
Full Text Available Background: Much of the contentious debate surrounding the Patient Protection and Affordable Care Act (“Obamacare” concerned its financing and its attempt to guarantee (near universal access to healthcare through the private insurance market. Aside from sensationalist stories of “death panels,” much less attention went to implications of the bill for the actual provision of healthcare. Methodology: This paper examines the "patient-centered medical home" (PCMH model which has been widely promoted as a means of reviving and improving primary care (i.e. general internal medicine, family medicine, and pediatrics. Argument: The PCMH and many of its components (e.g pay-for-performance, electronic medical records were interventions that were implemented on a massive basis without any evidence of benefit. Recent research has not generally supported clinical benefits with the PCMH model. Instead it seems to designed to de-professionalize (make proletarians of health care workers and enforce corporate models of health. The core values of professional work are undermined while the PCMH does nothing to address the structural marginalization of primary care within US health care. Conclusions: The development of alternative models will require political changes. Both doctors and teachers are in a position of advocate for more progressive systems of care and education.
Full Text Available The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels. In total, 399 respondents took part in this research, which was conducted in companies in Bosnia and Herzegovina and Germany. This was the starting point to identify the dominant leadership style in each of the two countries. Using a nonparametric Mann-Whitney test, it was proved that there is a statistically significant difference in employee satisfaction under transformational leadership as opposed to the transactional and charismatic styles. After a detailed research of the literature, it became apparent that research on this subject is scarce. Accordingly, presenting transformational leadership and its influence on employee satisfaction was a particular challenge.
Busck, Ole Gunni; Knudsen, Herman; Lind, Jens
-model. However, more recent research into psychosocial work environment problems questions the model’s assumption of high job control compensating for high job demands. Taking its point of departure in a `deconstruction´ of the concept of participation based on research on employee participation from the past......This article reviews the research literature on the relationship between employee participation, influence and the work environment. The main part of the literature points to a positive connection in line with how it has been almost institutionalised in Karasek and Theorell´s demand control...... few decades, the article discuss what factors and changes have resulted in that increased employee participation does not seem to result in a healthy work environment. The article concludes on the limitations of the demand control-model in modern working life given contextual changes in the employer...
Brown, Christopher E; Indest, George F
Employees and employers routinely face negotiating and preparing physician employment contracts. It is important for both sides to know and understand the basic information on what a comprehensive employment contract for a dermatologist should contain. There are various employment contract provisions from both the employee's perspective and the employer's perspective that must be considered when preparing physician employment contracts. This article provides basic advice and recommendations on requirements that should be included in such contracts. It suggests legal pitfalls that can be avoided through various contract clauses.
Friis, Ole Uhrskov; Koch, Christian
Strategy as a practice and continuous innovation approaches are combined to conceptualise dilemmas of short versus long term and to analyse a case of employee participation as a particular example of strategy innovation. The case is a medium size textile company developing its strategy involving ...... and Balanced Score Card consultancy, an ‘open space’ workshop and organized strategy projects. Especially the latter two are important in facilitating the employee involvement. The case however also exhibit enterprise situated praxis’s like mitigation of taboos....
Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.
Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…
Jauch, Lawrence R.; Sekaran, Uma
This study examines the relationship between job satisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting job satisfaction. Replication in other…
Bitsch, Vera; Hogberg, Michael
Fourteen businesses participated in case studies of labor management practices. Fifteen non-supervisory employee interviews were analyzed regarding components of job satisfaction. Components were family values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation and information.
Lurati, Ann R
MJ is a janitor working in an office building for the past 5 years. He sustained a third-degree burn with a secondary infection and was sent to the county hospital. He was diagnosed with leprosy. The employees in the office building were concerned with the risk of transmission. This article reviews leprosy, and implications for occupational health nurses are discussed.
... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...
Full Text Available We investigate the effect of internal control employees (ICEs on internal control quality. Using special survey data from Chinese listed firms, we find that ICE quality has a significant positive influence on internal control quality. We examine the effect of monitoring on this result and find that the effect is more pronounced for firms with strict monitoring environments, especially when the firms implement the Chinese internal control regulation system (CSOX, have higher institutional ownership or attach greater importance to internal control. Our findings suggest that ICEs play an important role in the design and implementation of internal control systems. Our study should be of interest to both top managers who wish to improve corporate internal control quality and regulators who wish to understand the mechanisms of internal control monitoring.
... spectacles, when required by this regulation to wear eye protection, shall be protected by goggles or... 29 Labor 8 2010-07-01 2010-07-01 false Eye and face protection. 1926.102 Section 1926.102 Labor... § 1926.102 Eye and face protection. (a) General. (1) Employees shall be provided with eye and face...
... protection that incorporates the prescription in its design, unless the employee is protected by eye... 29 Labor 7 2010-07-01 2010-07-01 false Eye and face protection. 1915.153 Section 1915.153 Labor... (PPE) § 1915.153 Eye and face protection. (a) General requirements. (1) The employer shall ensure that...
Dale, Ann Marie; Enke, Chris; Buckner-Petty, Skye; Hipp, James Aaron; Marx, Christine; Strickland, Jaime; Evanoff, Bradley
To explore the availability and utilization of workplace health supports by employees of small and large-sized employers. Cross-sectional, telephone-based interviews collected on 16 workplace health supports for physical activity and diet. Participants selected by random-digit-dialing from 4 metropolitan areas of Missouri employees from 2012 to 2013. Two thousand fifteen working adults. We explored the availability and use of supports by employer size (employees vs ≥100 employees), accounting for industry and personal factors. We examined distributions and Poisson regression models of availability for supports by employer size and by industry and use of supports by employer size and personal factors. One-fifth of the 1796 employees were employed by small-sized employers. Large employers offered more supports than small (mean: 6 vs 3), but a higher proportion of employees of small-sized employers used supports when available (59% vs 47%). The differences in offered supports between industries were not due to size alone. In regard to the determinants of participation, the personal factors of gender, age, weight, and income were associated with participation in 10 of the supports. Employer size was also associated with participation in 10 supports. No associations were found between personal factors or workplace size and participation for 3 supports. A higher proportion of employees working for smaller businesses use available supports than employees of larger businesses. Supports offered by employers should target the needs and interests of the workforce, particularly for the higher risk low-income employees.
Potgieter, Sónia C.B.; Barnard, Antoni
ORIENTATION: Work-life balance, as a crucial aspect of employee and organisational wellness, remains an interesting field of research, especially due to the changing demographic employee profile. RESEARCH PURPOSE: The objective of the study was to explore Black employees' construction of work-life balance in a customer care environment. MOTIVATION FOR THE STUDY: The conceptual debate regarding the construct of work-life balance in general as well as limited qualitative research with regard to...
Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh
analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...
McCord, Robert S.; Mattocks, T. C.; Kops, Gerald
This paper attempts to identify benchmark considerations when entertaining the question of private management of public school facilities. Management possibilities include contracting for services and charter conversion. The paper also highlights elements of contract law pertinent to formal agreements made between school districts and private…
Modigliani, F.; Perotti, E.C.
While excessive regulation is an obstacle to the development of financial markets, we argue that lack of basic rules or poorly enforced regulation may explain the relative importance across countries of banking and security markets in financing firms. A selective or arbitrary enforcement transforms
D'Cruz, Premilla; Noronha, Ernesto
Based on a study rooted in van Manen's hermeneutic phenomenology, conducted with agents working in international facing call centers in Mumbai and Bangalore, India, this paper describes targets' coping with workplace bullying. Data were gathered through conversational interviews and were subject to sententious and selective thematic analyses. The…
Cotton, J L
Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.
Bastug, Gulsum; Pala, Adem; Yilmaz, Taner; Duyan, Mehdi; Gunel, Ilker
Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence,…
lives of disabled people (Barnes & Mercer 2005, Paterson & Hughes 2010). A recurrent theme in this study’s transcribed and coded interviews was not an awareness of bullying and harassment, as other studies have found (e.g., Fevre et al. 2013), but rather how managers and employees without impairments...
Jaffe, Peter; And Others
Employee assistance programs (EAP) are evaluated in questionnaire responses from 73 of 109 (67 percent) Canadian school boards and 35 (50 percent) of the clients of the EAP in London, Ontario. Explores the nature of current programs and emerging trends in this field. (MLF)