What's that, you say? Employee expectations of privacy when using employer-provided technology--and how employers can defeat them.

Science.gov (United States)

Herrin, Barry S

2012-01-01

Two 2010 court cases that determined the effectiveness of policies governing employees' use of employer-provided communication devices can be used to guide employers when constructing their own technology policies. In light of a policy that stated that "users should have no expectation of privacy or confidentiality," one case established that the employer was in the right. However, a separate case favored the employee due, in part, to an "unclear and ambiguous" policy. Ultimately, employers can restrict the use of employer-furnished technology by employees by: 1) clearly outlining that employees do not have a reasonable expectation of privacy in their use of company devices; 2) stating that any use of personal e-mail accounts using employer-provided technology will be subject to the policy; 3) detailing all technology used to monitor employees; 4) identifying company devices covered; 5) not exposing the content of employee communications; and 6) having employees sign and acknowledge the policy.

Developing the UIC 406 Method for Capacity Analysis

DEFF Research Database (Denmark)

Khadem Sameni, Melody; Landex, Alex; Preston, John

2011-01-01

This paper applies an improvement cycle for analysing and enhancing capacity utilisation of an existing timetable. Macro and micro capacity utilisation are defined based on the discrete nature of capacity utilisation and different capacity metrics are analysed. In the category of macro asset...... utilisation, two methods of CUI and the UIC 406 are compared with each other. A British and a Danish case study are explored for a periodic and a nonperiodic timetable: 1- Freeing up capacity by omitting the train that has the highest capacity consumption (British case study). 2- Adding trains to use...... the spare capacity (Danish case study). Some suggestions are made to develop meso indices by using the UIC 406 method to decide between the alternatives for adding or removing trains....

Return to work with chronic pain: employers' and employees' views.

Science.gov (United States)

Wainwright, E; Wainwright, D; Keogh, E; Eccleston, C

2013-10-01

The sickness certification and return to work (RTW) of people with chronic pain are important health and economic issues for employees, employers, taxpayers and the UK government. The 'fit note' and a national educational programme promoting RTW were introduced in 2010 to curb rising rates of sickness absence. To investigate employers' and employees' experiences of managing RTW when someone has taken sick leave for chronic pain and to explore the perceived efficacy of the fit note. A qualitative study, comprising semi-structured interviews with employers who had managed sick leave cases and employees who had experienced sick leave for chronic pain. Interviews were recorded, transcribed and the data analysed using constructivist grounded theory principles. Five themes were elicited. Firstly, frequent enquiry after health status was seen as intrusive by some employees but part of good practice by employers and acknowledging this difference was useful. Secondly, being able to trust employees due to their performance track record was helpful for employers when dealing with complex chronic pain conditions. Thirdly, feeling valued increased employees' motivation to RTW. Fourthly, guidelines about maintaining contact with absent employees were useful if used flexibly. Finally, both parties valued the fit note for its positive language, interrogative format and biomedical authority. The fit note was perceived to be helpful if used in combination with other strategies for managing sick leave and RTW for people with chronic pain. These strategies may be applicable to other fluctuating, long-term conditions with medically unexplained elements.

Mutuality and reciprocity in the psychological contracts of employees and employers.

Science.gov (United States)

Dabos, Guillermo E; Rousseau, Denise M

2004-02-01

The authors assessed the joint perceptions of the employee and his or her employer to examine mutuality and reciprocity in the employment relationship. Paired psychological contract reports were obtained from 80 employee-employer dyads in 16 university-based research centers. On the basis of in-depth study of the research setting, research directors were identified as primary agents for the university (employer) in shaping the terms of employment of staff scientists (employees). By assessing the extent of consistency between employee and employer beliefs regarding their exchange agreement, the present study mapped the variation and consequences of mutuality and reciprocity in psychological contracts. Results indicate that both mutuality and reciprocity are positively related to archival indicators of research productivity and career advancement, in addition to self-reported measures of Met Expectations and intention to continue working with the employer. Implications for psychological contract theory are presented. ((c) 2004 APA, all rights reserved)

RESEARCH ON THE EXPECTATIONS OF EMPLOYERS AND YOUNG EMPLOYEES

Directory of Open Access Journals (Sweden)

Mirabela Matei

2016-12-01

Full Text Available The world is changing at a fast pace and companies must keep up or step aside. Thus, the importance of work motivation and innovation is undeniable. Companies have to direct their attention to 'ordinary', employees, who, provided the suitable motivational framework, can become 'exceptional',. But what do employers expect from their young employees? What does the young generation want in a job? Is there a gap between employers and employees? In order to answer these questions, we conducted two studies. The first is a qualitative research, using content analysis as research method, in which we analyzed 100 online recruitment advertisements for entry-level positions. Only jobs that require higher education were taken into consideration. The employer requirements collected from the ads were divided into technical and personal characteristics and then analyzed. The second study and aims at identifying the young generations’ expectations. It uses both qualitative and quantitative research methods. The studied population consists of 3rd year students. Questionnaires were sent out to universities from different geographical areas and two focus groups were conducted in order to identify the expectations of the young generation of employees. The results of the two studies are discussed. One of the main research findings is that there is an inconsistency between what employers and young employees want. The main discontent of students refers to the significant importance given by employers to work experience, even for jobs where it would not be necessary.

20 CFR 1002.265 - If the employee is reemployed with his or her pre-service employer, is the employee's pension...

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false If the employee is reemployed with his or her pre-service employer, is the employee's pension benefit the same as if he or she had remained continuously employed? 1002.265 Section 1002.265 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE,...

RETIREMENT AS AN EFFECT OF EMPLOYER-EMPLOYEE RELATIONS

Directory of Open Access Journals (Sweden)

Konrad Turek

2015-07-01

Full Text Available Employers are the key actors in defining conditions for retirement, as well as the conditions for retaining employees; their role, however, is still not well recognised and expressed in theoretical frameworks. In order to better understand individual retirement and to design successful ageing policies we should consider the behaviour and attitudes of employers.The article presents the organisational perspective on retirement and contributes to a theoretical consideration of the role of employers and work environments in the retirement process. It discusses the classic economic approaches, including the deferred payment model, and in referring to sociology of economy and management sciences it presents the employer’s perspective in relations with older workers. The main goal of the article is to consider the retirement process as an effect of employer-employee relations.

Additional employer and employee obligations of the contract of employment

OpenAIRE

Jankauskaitė, Vaida

2009-01-01

Economic growth since 2001 till 2008 start leaded to higher incomes for both employers and employees, many new jobs were created. The unemployment rate in Lithuania was particularly low, moreover, according to official statistics, nearly half a million people emigrated from Lithuania. Labor market challenges and economic patterns determined the principles of the labor law and the content of the norms, public social and political conditions. Employers, through businesses, noticed that it has b...

Firms' contribution to the internal and external employability of older employees: evidence from Germany.

Science.gov (United States)

Tisch, Anita

2015-03-01

In the examination of older employees' employability, one can distinguish between internal and external employability. Internal employability can be measured by individual employment stability, and external employability occurs when employees replace one employment relationship with another. Most studies focus on the personal skills and characteristics that are necessary to maintain employability. However, external factors also contribute to individual employability. Therefore, this study examines which organisational attributes of firms contribute to older employees' employability in Germany. Taking firm and individual characteristics into account, the results of discrete-time survival models show that in specific organisational structures, older employees have higher internal employability. Accordingly, older employees are more likely to maintain employment in the service sector and in recruiting organisations facing (skilled) labour shortages. However, the results also indicate that financially investing organisations facilitate early labour market exits. With regard to older employees' external employability, the results show only little evidence indicating an association between organisational attributes of firms and the likelihood of job change.

Employee to employer communication skills: balancing cancer treatment and employment.

Science.gov (United States)

Brown, Richard F; Owens, Myra; Bradley, Cathy

2013-02-01

Cancer patients face difficulties in accessing legally mandated benefits and accommodations when they return to the workplace. Poor employer-employee communication inflates these difficulties. Although proven methods to facilitate physician-patient communication exist, these have not been applied to the workplace. Thus, we aimed to assess the feasibility and utility of applying these methods to educate patients about their workplace rights and provide them with communication skills training to aid their conversations with their employers. A DVD was produced to educate patients and facilitate workplace communication. Participants consisted of 28 solid tumor cancer patients (14 women and 14 men) who completed primary cancer treatment in the past 12 months and were employed at the time of diagnosis. Participants watched a communication skills training DVD and completed a telephone interview. The interview elicited information about workplace experiences and evaluation of the DVD training program. The physician-patient communication skills training model utilized was successfully translated to the employer-employee setting. All but one participant found the DVD useful and easy to understand and indicated a high degree of confidence in using the communication skills to help them ask for workplace accommodations. All participants agreed that it would help newly diagnosed patients in discussions with their employers. Our data provides promising preliminary evidence that patient communication skills training can be applied to the workplace setting and is a welcomed aid to newly diagnosed cancer patients in their discussions with employers regarding the impact of treatment on their work performance and needs for accommodations. Copyright © 2011 John Wiley & Sons, Ltd.

Diverse Regular Employees and Non-regular Employment (Japanese)

OpenAIRE

MORISHIMA Motohiro

2011-01-01

Currently there are high expectations for the introduction of policies related to diverse regular employees. These policies are a response to the problem of disparities between regular and non-regular employees (part-time, temporary, contract and other non-regular employees) and will make it more likely that workers can balance work and their private lives while companies benefit from the advantages of regular employment. In this paper, I look at two issues that underlie this discussion. The ...

Employee and employer support for workplace-based smoking cessation: results from an international survey.

Science.gov (United States)

Halpern, Michael T; Taylor, Humphrey

2010-01-01

Workplace smoking cessation programs can increase smoking cessation rates, improve employee health, reduce exposure to second-hand smoke, and decrease costs. To assist with the development of such programs, we conducted a Global Workplace Smoking Survey to collect information on workplace attitudes towards smoking cessation programs. Data were collected from 1,403 employers (smoking and non-smoking) and 3,525 smoking employees participating in surveys in 14 countries in Asia, Europe, and South America in 2007. Results were weighted to ensure that they were representative of smokers and employers at companies with the specified number of employees. More than two-thirds of employers (69%) but less than half of employees (48%) indicated that their company should help employees with smoking cessation. Approximately two-thirds of employees and 81% of employers overall felt that smoke-free policies encourage cessation, but fewer individuals from Europe (vs. from Asia or South America) agreed with this. In companies with a smoke-free policy, 76% of employees and 80% of employers felt that their policy had been somewhat, very, or extremely effective in motivating employees to quit or reduce smoking. Employers and employees differed substantially regarding appropriate methods for encouraging cessation, with more employees favouring financial incentives and more employers favouring education. Both employees and employers value smoke-free workplace programs and workplace cessation support activities, although many would like their companies to offer more support. These results will be useful for organizations exploring means of facilitating smoking cessation amongst employees.

Human Capital Quality and Development: An Employers' and Employees' Comparative Insight

Directory of Open Access Journals (Sweden)

Neagu Olimpia

2016-09-01

Full Text Available The aim of the paper is to compare the employers' and employees' insights on human capital quality defining and human capital development at organisational level, based on a survey carried out in the county of Satu Mare, Romania. Our findings show that as human capital buyers, employers understand by human capital quality professional background and skills, professional behaviour and efficiency and productivity for the organisation. As human capital sellers, for employees human capital quality means health and the ability to learn and to be suitable to the job requirements. Regarding the opportunities to develop the organisational human capital, the views of employers and employees are very different when the level of discussion is international (macro-level. Employees consider that the international environment has a greater impact on human capital development in their organisation as the employers.

20 CFR 702.418 - Procedure for requesting medical care; employee's duty to notify employer.

Science.gov (United States)

2010-04-01

... medical care; employee's duty to notify employer. (a) As soon as practicable, but within 30 days after... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Procedure for requesting medical care; employee's duty to notify employer. 702.418 Section 702.418 Employees' Benefits EMPLOYMENT STANDARDS...

Contemporary psychological contracts : How both employer and employee are changing the employment relationship

NARCIS (Netherlands)

van der Smissen, A.I.M.; Schalk, R.; Freese, C.

2013-01-01

The employment relationship between employer and employee has gone through fundamental changes in the last decades, influencing psychological contracts. It is unclear, however, exactly how psychological contracts are changing. This article offers a comprehensive model that focuses on two factors

The association between employee obesity and employer costs: evidence from a panel of U.S. employers.

Science.gov (United States)

Van Nuys, Karen; Globe, Denise; Ng-Mak, Daisy; Cheung, Hoiwan; Sullivan, Jeff; Goldman, Dana

2014-01-01

To estimate the employer costs associated with employee obesity. The study used cross-sectional analysis of employee health-risk assessment, disability, workers' compensation, and medical claims data from 2006 to 2008. The study took place in the United States from 2006 to 2008. A panel database with 29,699 employees drawn from a panel of employers and observed for 3 years each (N = 89,097) was used. Workdays lost owing to illness and disability; the cost of medical, short-term disability, and workers' compensation claims; and employees' adjusted body mass indices (BMI) were measured. We model the number and probability of workdays lost from illness, short-term disability, and workers' compensation events; short-term disability and workers' compensation payments; and health care spending as a function of BMI. We estimate spline regression models and fit results using a third-degree fractional polynomial. Probability of disability, workers' compensation claims, and number of days missed owing to any cause increase with BMI above 25, as do total employer costs. The probability of a short-term disability claim increases faster for employees with hypertension, hyperlipidemia, or diabetes. Normal weight employees cost on average $3830 per year in covered medical, sick day, short-term disability, and workers' compensation claims combined; morbidly obese employees cost more than twice that amount, or $8067, in 2011 dollars. Obesity is associated with large employer costs from direct health care and insurance claims and indirect costs from lost productivity owing to workdays lost because of illness and disability.

The current status of radioactive monitoring gauges in UIC

International Nuclear Information System (INIS)

Ji Changsong

1993-01-01

The author introduces the characteristics of representative products for current environment radiation monitoring and measurement instruments of radiation nuclide content in UIC including aerosol detection equipment and multi function radiation dosemeters

Unraveling the age-productivity nexus : Confronting perceptions of employers and employees

NARCIS (Netherlands)

van Dalen, H.P.; Henkens, C.J.I.M.; Schippers, J.

2009-01-01

What determines the perceived productivity of young and older workers? In this study we present evidence for (Dutch) employers and employees. By confronting the perceptions of employers and employees some remarkable similarities and differences are revealed. It turns out that productivity

Unraveling the age-productivity nexus: confronting perceptions of employers and employees

NARCIS (Netherlands)

van Dalen, H.P.; Henkens, C.J.I.M.; Schippers, J.

2009-01-01

What determines the perceived productivity of young and older workers? In this study we present evidence for (Dutch) employers and employees. By confronting the perceptions of employers and employees some remarkable similarities and differences are revealed. It turns out that productivity

Understanding Employee Awareness of Health Care Quality Information: How Can Employers Benefit?

Science.gov (United States)

Abraham, Jean; Feldman, Roger; Carlin, Caroline

2004-01-01

Objective To analyze the factors associated with employee awareness of employer-disseminated quality information on providers. Data Sources Primary data were collected in 2002 on a stratified, random sample of 1,365 employees in 16 firms that are members of the Buyers Health Care Action Group (BHCAG) located in the Minneapolis–St. Paul region. An employer survey was also conducted to assess how employers communicated the quality information to employees. Study Design In 2001, BHCAG sponsored two programs for reporting provider quality. We specify employee awareness of the quality information to depend on factors that influence the benefits and costs of search. Factors influencing the benefits include age, sex, provider satisfaction, health status, job tenure, and Twin Cities tenure. Factors influencing search costs include employee income, education, and employer communication strategies. We estimate the model using bivariate probit analysis. Data Collection Employee data were collected by phone survey. Principal Findings Overall, the level of quality information awareness is low. However, employer communication strategies such as distributing booklets to all employees or making them available on request have a large effect on the probability of quality information awareness. Employee education and utilization of providers' services are also positively related to awareness. Conclusions This study is one of the first to investigate employee awareness of provider quality information. Given the direct implications for medical outcomes, one might anticipate higher rates of awareness regarding provider quality, relative to plan quality. However, we do not find empirical evidence to support this assertion. PMID:15533188

29 CFR 1620.8 - “Employer,” “employee,” and “employ” defined.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false âEmployer,â âemployee,â and âemployâ defined. 1620.8 Section 1620.8 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.8 “Employer,” “employee,” and “employ” defined. The words “employer,” “employee...

29 CFR 780.719 - Employees not employed “by” the elevator establishment.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Employees not employed âbyâ the elevator establishment. 780... FAIR LABOR STANDARDS ACT Employment by Small Country Elevators Within Area of Production; Exemption... Elevator Establishment § 780.719 Employees not employed “by” the elevator establishment. Since the...

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

Science.gov (United States)

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Evaluation of Railway Networks with Single Track Operation Using the UIC 406 Capacity Method

DEFF Research Database (Denmark)

Landex, Alex

2009-01-01

lines and single track lines are discussed in this article. The principles of the UIC 406 of double track lines can be applied to single track lines-at least when more than one train follows each other in the same direction. In a presentation of the UIC 406 for single track operations, it is important...

An Employee Total Health Management–Based Survey of Iowa Employers

Science.gov (United States)

Merchant, James A.; Lind, David P.; Kelly, Kevin M.; Hall, Jennifer L.

2015-01-01

Objective To implement an Employee Total Health Management (ETHM) model-based questionnaire and provide estimates of model program elements among a statewide sample of Iowa employers. Methods Survey a stratified random sample of Iowa employers, characterize and estimate employer participation in ETHM program elements Results Iowa employers are implementing under 30% of all 12 components of ETHM, with the exception of occupational safety and health (46.6%) and worker compensation insurance coverage (89.2%), but intend modest expansion of all components in the coming year. Conclusions The Employee Total Health Management questionnaire-based survey provides estimates of progress Iowa employers are making toward implementing components of total worker health programs. PMID:24284757

Employee well-being, intention to leave and perceived employability: A psychological contract approach

Directory of Open Access Journals (Sweden)

Leoni van der Vaart

2015-03-01

Full Text Available Employability emerged as a “new psychological contract” that may have beneficial effects on both individual and organisational outcomes. The study set out to investigate the relationship between perceived employability and employee well-being on the one hand and perceived employability and employees’ intention to leave on the other. The role of the state of the psychological contract, in terms of retaining employable employees while improving their well-being, was also investigated. Cross-sectional data were obtained from employees representing various organisations (N = 246. Contrary to expectations, structural equation modelling (SEM indicated no significant relationship between perceived employability and well-being. Perceived employability was a significant predictor of employees’ intention to leave the organisation. Results also indicated that the state of the psychological contract does not moderate the relationship between perceived employability and employee well-being and their intention to leave, respectively. The study stresses the importance of fulfilling promises made to employees ensuring that promises are fair and continuing to fulfil promises. The importance of interventions on individual-level, to enhance well-being in the workplace, is also emphasised.

Merocyclophanes C and D from the Cultured Freshwater Cyanobacterium Nostoc sp. (UIC 10110).

Science.gov (United States)

May, Daniel S; Chen, Wei-Lun; Lantvit, Daniel D; Zhang, Xiaoli; Krunic, Aleksej; Burdette, Joanna E; Eustaquio, Alessandra; Orjala, Jimmy

2017-04-28

Merocyclophanes C and D (1 and 2) were isolated from the cell extract of the cultured cyanobacterium UIC 10110. The structures were determined by one-dimensional nuclear magnetic resonance (NMR) and high-resolution electrospray ionization mass spectrometry and confirmed by 2D NMR techniques. The absolute configurations were determined using electronic circular dichroism spectroscopy. Merocyclophanes C and D represent the first known analogues of the merocyclophane core structure, a recently discovered scaffold of [7,7] paracyclophanes characterized by an α-branched methyl at C-1/C-14; 1 and 2 showed antiproliferative activity against the MDA-MB-435 cell line with IC 50 values of 1.6 and 0.9 μM, respectively. Partial 16S analysis determined UIC 10110 to be a Nostoc sp., and it was found to clade with UIC 10062 Nostoc sp., the only other strain known to produce merocyclophanes. The genome of UIC 10110 was sequenced, and a biosynthetic gene cluster was identified that is proposed to encode type I and type III polyketide synthases that are potentially responsible for production of the merocyclophanes; however, further experiments will be required to verify the true function of the gene cluster. The gene cluster provides a genetic basis for the observed structural differences of the [7,7] paracyclophane core structures.

ECONOMICAL ANALYSIS OF DISABLED EMPLOYERS AND THEIR EMPLOYEES IN HUNGARY

Directory of Open Access Journals (Sweden)

Nóra Nagymáté

2012-07-01

Full Text Available Nowadays employment is an evergreen topic in Hungary. Many kinds of supplies are provided by the state (on the basis of the 8/1983. EüM-PM Hungarian Law, for example for the group n#8216;people living with disabilitiesn#8217;. It is very difficult to provide job for these people after their rehabilitation. My main goal is to analyze the n#8216;rehabilitationn#8217; of disabled people and to study the related firms and the connection between the employers and employees. My intentions were also to create a strategy for these people to be employed again and for the firms to be motivated to employ them. Statistical figures show, that the highest ratio of n#8216;people living with disabilitiesn#8217; can be found in the North Great Plain Region of Hungary (30 per cent of the total number of n#8216;people living with disabilitiesn#8217;. The employment of these people means extra costs for enterprises. At the same time the complete accessibility of workplaces is still not realized in many cases in Hungary yet. Currently only a few enterprises are specialized to employ people living with disabilities. Unfortunately, most of the enterprises donn#8217;t intend to employ disabled persons. Questionnaires were created in order to study the relationship between people living with disabilities and their possibilities to get employed on the labour market again. My study had two phases. In the first phase we focused on individual persons providing anonymity of the questionnaires. The research focused on special rehabilitation firms and their employees too (they are specialised to employ disabled employers. Two questionnaires for the above mentioned firms and their employees were created in order to gather information on their activities as well as relationship between the firms and its employees. It can be stated that this paper shows the relationship between the employers and employees. I will analyze the importance of factors in working among employers and

Employment and Roles of Counselors in Employee Assistance Programs.

Science.gov (United States)

Hosie, Thomas W.; And Others

1993-01-01

Studied employment and roles of master's-level counselors in employee assistance programs (EAPs). Counselors were found to be similar to those with Master's of Social Work degrees in employment rate and percentage of EAP staff. Both groups were most frequently employed and constituted greatest percentage of professional mental health staff in…

What Employees Look for in First and Subsequent Employers.

Science.gov (United States)

Bewayo, Edward D.

1986-01-01

A questionnaire was distributed to 1,060 employees of 33 companies. It asked about motivations for choosing first-time and subsequent employers. Results showed that employees generally choose their first full-time job for advancement opportunities, benefits, and skills usage, while salary is a chief consideration for job changers. (CH)

Employers as Nightmare Readers: An Analysis of Ethical and Legal Concerns Regarding Employer-Employee Practices on SNS

Directory of Open Access Journals (Sweden)

Suder Seili

2017-12-01

Full Text Available The aim of this interdisciplinary paper is to study the social reality surrounding the data processing practices employers and employees engage in on social networking sites (SNS. Considering the lack of empirical studies, as well as the considerable uncertainty in the way personal data protection is implemented across the European Union (EU, the paper offers insights on the topic. Qualitative text analysis of semi-structured interviews with employers from the service sector (N=10 and the field of media and communication (N=15, as well as employers from organisations which had experienced various problems due to things their employees had posted on social media (N=14, and employees from the financial sector (N=15 were carried out to explore whether the data protection principles, which can be viewed as the most important guidelines for employers in the EU, are actually followed in their everyday SNS data processing practices. Even though the data protection principles emphasise the need for fair, purposeful, transparent, minimal and accurate processing of personal data, our interviews with employers and employees reveal that the actual SNS processing practices rarely live up to the standards. Our findings indicate that there is a growing mismatch between the social reality and legal requirements regarding data subjects.

Strategies of employees in the construction industry to increase their sustainable employability

NARCIS (Netherlands)

Tonnon, Susanne C; van der Veen, Rozan; de Kruif, Anja Th C M; Robroek, Suzan J W; van der Ploeg, Hidde P; Proper, Karin I; van der Beek, Allard J

2018-01-01

BACKGROUND: The aging work force makes sustainable employability (SE) of workers a priority. However, it is unknown to what extent employees use implemented SE measures. OBJECTIVE: To determine the utilization of 1) SE measures offered by employers, 2) employee SE strategies, and 3) to identify

Employment insecurity and employees' health in Denmark.

Science.gov (United States)

Cottini, Elena; Ghinetti, Paolo

2018-02-01

We use register data for Denmark (IDA) merged with the Danish Work Environment Cohort Survey (1995, 2000, and 2005) to estimate the effect of perceived employment insecurity on perceived health for a sample of Danish employees. We consider two health measures from the SF-36 Health Survey Instrument: a vitality scale for general well-being and a mental health scale. We first analyse a summary measure of employment insecurity. Instrumental variables-fixed effects estimates that use firm workforce changes as a source of exogenous variation show that 1 additional dimension of insecurity causes a shift from the median to the 25th percentile in the mental health scale and to the 30th in that of energy/vitality. It also increases by about 6 percentage points the probability to develop severe mental health problems. Looking at single insecurity dimensions by naïve fixed effects, uncertainty associated with the current job is important for mental health. Employability has a sizeable relationship with health and is the only insecurity dimension that matters for the energy and vitality scale. Danish employees who fear involuntary firm internal mobility experience worse mental health. Copyright © 2017 John Wiley & Sons, Ltd.

Factors promoting a successful return to work: from an employer and employee perspective.

Science.gov (United States)

Jakobsen, Klara; Lillefjell, Monica

2014-01-01

Efforts have been made to explain the inability to return to work (RTW) due to employees' chronic musculoskeletal pain. Knowledge of factors facilitating the RTW process is however still limited. Based on the experiences of employees and employers, this study aims to identify factors promoting a successful return process for persons with chronic musculoskeletal pain. The findings from interviews, involving six employees with musculoskeletal pain, and five employers with various work experience, were analysed by Giorgi's phenomenological analysis through four stages. The major themes underlying the employees' comments for a successful RTW were identifying and mobilizing their personal resources, adapting a balanced daily life, and requiring a positive dialogue with family and their employer, while the employers underlined the need for a helpful adjustment at work and how they wanted to become more involved in the rehabilitation process. In conclusion our findings underline the need for extended collaboration between the employees, employer, and rehabilitation staff, and should encourage occupational therapists to direct even more of their expertise towards the situation at the workplace.

Internal Employability as a Strategy for Key Employee Retention

Directory of Open Access Journals (Sweden)

Ángela Sánchez-Manjavacas

2014-05-01

Full Text Available Economies the world over and particularly those in southern Europe, are suffering the crippling effects of the extremely complex economic and financial crisis. This study looks at the impact of certain human resource policies geared towards increasing internal employability as a means of retaining valued employees and promoting job flexibility within the firm, as well as increasing positive attitudes towards organizational citizenship. Satisfaction and commitment are proposed as intermediating variables of the relationship between perceived internal employability and ITQ/OCB. The proposed research model is contrasted using structural equation modeling (LISREL. The results obtained from the empirical study indicate that employability should be considered an essential factor in achieving the desired commitment, loyalty, adaptability and productivity from employees by strengthening the psychological contract between firm and worker through professional recognition.

29 CFR 785.23 - Employees residing on employer's premises or working at home.

Science.gov (United States)

2010-07-01

... on employer's premises or working at home. An employee who resides on his employer's premises on a... 29 Labor 3 2010-07-01 2010-07-01 false Employees residing on employer's premises or working at home. 785.23 Section 785.23 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION...

78 FR 52719 - Tax Credit for Employee Health Insurance Expenses of Small Employers

Science.gov (United States)

2013-08-26

... Tax Credit for Employee Health Insurance Expenses of Small Employers AGENCY: Internal Revenue Service... Section 45R(a) provides for a health insurance tax credit in the case of an eligible small employer for... employee enrolled in health insurance coverage offered by the employer in an amount equal to a uniform...

Employment insecurity, workplace justice and employees' burnout in Taiwanese employees: a validation study.

Science.gov (United States)

Cheng, Yawen; Huang, Hsun-Yin; Li, Pei-Rong; Hsu, Jin-Huei

2011-12-01

Employment insecurity and workplace injustice are important psychosocial hazards. However, few studies of these associations have been conducted in Chinese-speaking populations. This study evaluated the psychometric properties of a Chinese version of employment insecurity and workplace justice scales, and examined their associations with the levels of workers' burnout status in Taiwanese workers. Study subjects were participants in a national survey of employees in Taiwan, consisting of 9,636 men and 7,406 women. A self-administered questionnaire was used to assess employment insecurity (six items) and workplace justice (nine items), as well as other psychosocial work characteristics. After the survey was completed, in-depth interviews with 10 employees were conducted for a qualitative evaluation. Cronbach's α was 0.87 or greater for the workplace justice scale and 0.76 or greater for the employment insecurity scale, indicating satisfactory internal consistencies. Exploratory factor analyses revealed a factor pattern consistent with the theoretically assumed structure, except that the items with statements in reversed direction were loaded on separated factors. Higher levels of employment insecurity and lower levels of workplace justice were associated with higher burnout scores. However, results from the qualitative interviews suggested that some questionnaire items contained double-barreled questions, and some questions were misinterpreted or considered irrelevant by participants. The Chinese version of employment insecurity and workplace justice scales were found to have satisfactory reliability and validity. However, improvement of these scales is still needed.

Strategies of employees in the construction industry to increase their sustainable employability.

Science.gov (United States)

Tonnon, Susanne C; van der Veen, Rozan; de Kruif, Anja Th C M; Robroek, Suzan J W; van der Ploeg, Hidde P; Proper, Karin I; van der Beek, Allard J

2018-01-01

The aging work force makes sustainable employability (SE) of workers a priority. However, it is unknown to what extent employees use implemented SE measures. To determine the utilization of 1) SE measures offered by employers, 2) employee SE strategies, and 3) to identify barriers and facilitators of SE strategies. Survey data were collected among 731 blue collar and 879 white collar workers to determine the utilization of employer SE measures. Focus groups were held with 16 blue collar and 17 white collar workers to identify employee SE strategies and their barriers and facilitators. Utilization of employer SE measures was highest for personal development measures. Strategies applied by blue collar workers included using equipment, suggesting improvements of their working conditions, and seeking promotion to a less physically demanding job. White collar workers named engaging in leisure time physical activity and seeking an adequate work-life balance. Implementation of these strategies was influenced by employee awareness and self-efficacy, the accessibility and costs and benefits of the strategy, management support and company culture. Usage of employer SE measures was generally low and recommendations are given for both blue and white collar workers to improve SE strategies.

Massachusetts health reform: employer coverage from employees' perspective.

Science.gov (United States)

Long, Sharon K; Stockley, Karen

2009-01-01

The national health reform debate continues to draw on Massachusetts' 2006 reform initiative, with a focus on sustaining employer-sponsored insurance. This study provides an update on employers' responses under health reform in fall 2008, using data from surveys of working-age adults. Results show that concerns about employers' dropping coverage or scaling back benefits under health reform have not been realized. Access to employer coverage has increased, as has the scope and quality of their coverage as assessed by workers. However, premiums and out-of-pocket costs have become more of an issue for employees in small firms.

Health and social support services to HIV/AIDS infected individuals in Tanzania: employees and employers perceptions.

Science.gov (United States)

Kassile, Telemu; Anicetus, Honest; Kukula, Raphael; Mmbando, Bruno P

2014-06-20

HIV is a major public health problem in the world, especially in sub-Saharan Africa. It often leads to loss of productive labour and disruption of existing social support system which results in deterioration of population health. This poses a great challenge to infected people in meeting their essential goods and services. This paper examines health and social support services provided by employers to HIV/AIDS infected employees in Tanzania. This was a cross-sectional study, which employed qualitative and quantitative methods in data collection and analysis. Structured questionnaires and in-depth interviews were used to assess the health and social support services provision at employers and employees perspectives. The study participants were employees and employers from public and private organizations. A total of 181 employees and 23 employers from 23 workplaces aged between 18-68 years were involved. The results show that 23.8% (i.e., 20.4% males and 27.3% females) of the employees had at least one member of the family or close relatives living with HIV at the time of the study. Fifty six percent of the infected employees reported to have been receiving health or social support from their employers. Employees' responses were consistent with those reported by their employers. A total of 12(52.2%) and 11(47.8%) employers reported to have been providing health and social supports respectively. Female employees (58.3%) from the private sector (60.0%) were more likely to receive supports than male employees (52.6%) and than those from the public sector (46.2%). The most common health and social support received by the employees were treatment, and nutritional support and reduction of workload, respectively. HIV/AIDS infected employees named treatment and nutritional support, and soft loans and reduced workload respectively, as the most important health and social supports they needed from their employers. This study provides baseline information for further studies

5 CFR 839.822 - Which employer is responsible for submitting the employee and employer retirement deductions and...

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Which employer is responsible for... Contributions Records Correction § 839.822 Which employer is responsible for submitting the employee and...? Your current or most recent employer will be responsible for this purpose. Even if that employer was...

Employer support for innovative work and employees' job satisfaction and job-related stress.

Science.gov (United States)

Raykov, Milosh

2014-01-01

There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

Employer branding and retention of employees in luxury hotel chains in Malaysia

OpenAIRE

Syed Alwi, SF; Arshad, R; Siew Yee, C

2012-01-01

Employer brand is an image of one organization which is seen through the eyes of its associates and potential hires. In particular, it is “a package of all functional, economic and psychological benefits provided by employment, and identifies with the employing organization” (Ambler and Barrow, 1996). Thomson et al. (1999) suggest that employees play specific role in building the service brand in order to make the brand ‘come alive’. Furthermore, employees can have a positive influence on con...

What Do Employers Pay for Employees' Complex Problem Solving Skills?

Science.gov (United States)

Ederer, Peer; Nedelkoska, Ljubica; Patt, Alexander; Castellazzi, Silvia

2015-01-01

We estimate the market value that employers assign to the complex problem solving (CPS) skills of their employees, using individual-level Mincer-style wage regressions. For the purpose of the study, we collected new and unique data using psychometric measures of CPS and an extensive background questionnaire on employees' personal and work history.…

How do employers cope with an ageing workforce?: Views from employers and employees

Directory of Open Access Journals (Sweden)

Hendrik P. Van Dalen

2010-06-01

Full Text Available How age-conscious are human resource policies? Using a survey of Dutch employers, we examine how employers deal with the prospect of an ageing work force. We supplement our analysis with an additional survey of Dutch employees to compare human resource policies to practices. Results show that a small minority of employers are taking measures to enhance productivity (training programmes or bring productivity in line with pay (demotion. Personnel policies tend to 'spare' older workers: giving them extra leave, early retirement, or generous employment protection: older workers who perform poorly are allowed to stay, whereas younger workers under similar conditions are dismissed.

Employees on the rebound: Extending the careers literature to include boomerang employment.

Science.gov (United States)

Swider, Brian W; Liu, Joseph T; Harris, T Brad; Gardner, Richard G

2017-06-01

As employee careers have evolved from linear trajectories confined within 1 organization to more dynamic and boundaryless paths, organizations and individuals alike have increasingly considered reestablishing prior employment relationships. These "boomerang employees" follow career paths that feature 2 or more temporally separated tenures in particular organizations ("boomerang organizations"). Yet, research to date is mute on how or to what extent differences across boomerang employees' career experiences, and the learning and knowledge developed at and away from boomerang organizations, meaningfully impact their performance following their return. Addressing this omission, we extend a careers-based learning perspective to construct a theoretical framework of a parsimonious, yet generalizable, set of factors that influence boomerang employee return performance. Results based on a sample of boomerang employees and employers in the same industry (professional basketball) indicate that intra- and extraorganizational knowledge construction and disruptions, as well as transition events, are significantly predictive of boomerangs' return performance. Comparisons with 2 matched samples of nonboomerang employees likewise suggest distinctive patterns in the performance of boomerang employees. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Employers' Demand for and the Provision of Part-Time Higher Education for Employees.

Science.gov (United States)

Trotman-Dickenson, Danusia

1987-01-01

A study of public and private employers' demand for part-time higher education for their employees and the response of institutions is reported. The study focuses on Wales and on the regional economic and social trends affecting educational demand and supply. Improved communication between employers, employees, and institutions is recommended.…

CXA La Paloma, LLC: UIC Class I Permit No.CA10710001

Science.gov (United States)

Documents related to La Paloma Generating Company, LLC's (LPGC) application for a UIC permit renewal (of permit #CA199000001) to operate a Class I injection well facility to dispose of non-hazardous wastewater from the La Paloma Generating Plant.

76 FR 56982 - Announcement of Federal Underground Injection Control (UIC) Class VI Program for Carbon Dioxide (CO2

Science.gov (United States)

2011-09-15

...-9465-1] Announcement of Federal Underground Injection Control (UIC) Class VI Program for Carbon Dioxide... Injection Control (UIC) Class VI Program for Carbon Dioxide (CO 2 ) Geologic Sequestration (GS) Wells under... highlighted in the ``Report of the Interagency Task Force on Carbon Capture and Storage'' (August 2010), it is...

Employers' experience of employees with cancer: trajectories of complex communication

NARCIS (Netherlands)

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.

2017-01-01

Purpose 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

Do Employer Pension Contributions Reflect Employee Preferences? Evidence from a Retirement Savings Reform in Denmark

DEFF Research Database (Denmark)

Fadlon, Itzik; Laird, Jessica; Nielsen, Torben Heien

2016-01-01

This paper studies how firms set contributions to employer provided 401(k)-type pension plans. Using a reform that decreased the subsidy to contributions to capital pension accounts for Danish workers in the top income tax bracket, we provide strong evidence that employers' contributions are based...... on their employees' savings preferences. We find an immediate decrease in employer contributions to capital accounts, whose magnitude increased in the share of employees directly affected by the reform. This response was large relative to average employee responses within private IRA-type plans and was accompanied...... by a similar magnitude shift of employer contributions to annuity accounts....

Employer Branding- Attracting Employees to the area of GGV

OpenAIRE

Gummesson, Sandra

2017-01-01

Abstract   Background:           Although the area of Gnosjö, Gislaved and Värnamo (GGV) have many companies it still lacks of highly educated people. The three municipalities are underrepresented of highly educated employees in relation to population, thus being able to attract and keep employees are a crucial part for the survival of the companies. The new younger generation, generation Y, is different from previous generations as they demand more from their employer and change jobs more f...

Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain.

Science.gov (United States)

Torrent-Sellens, Joan; Ficapal-Cusí, Pilar; Boada-Grau, Joan

2016-01-01

This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: "openness to changes at work," "career motivation and work resilience," "work and career proactivity," "optimism and engagement at work," and "work identity." Second, the research also found a double causality in the relationship analysis between dispositional employability and online training purchase. However, this causality is not direct. In explaining dispositional employability, certain motivations and types of behavior of employees participating in online training are significant. In particular, greater sensitivity toward career-related personal empowerment, a greater predisposition toward developing new experiences at work, and a greater awareness of the fact that positive job outcomes are related to preparation conscientiousness. In explaining online training purchase, employees who are more motivated and who better identify with their jobs are more likely to pay. Moreover, employees who spend more time on training and have less contact with new trends in their jobs, find it hard to keep calm in difficult situations, and have a greater predisposition toward effort, and preference for novelty, variety and challenges at work are more likely to purchase online training.

The significance of employee biographics in explaining employability attributes

Directory of Open Access Journals (Sweden)

Jo-Anne Botha

2017-12-01

Full Text Available Background: Employability is the capacity of employees to acquire transferable competencies and individual capacities that enable them to adapt to, be innovative in and steer their own careers in a dynamic work environment. It is clear that employers would thus look for employees who are capable of proactive adjustment and action-oriented behaviours. Aim: The aim of the study was to determine whether significant differences exist in the employability attributes of individuals from different gender, race and age groups and if so, how should such a diverse workforce should be managed. Setting: This study was conducted at a distance education institution. The sample of respondents consisted of adult learners who are pursuing further distance learning studies in the economic and management sciences field in South Africa. Methods: Correlational and inferential statistical analyses were used. A stratified random sample of 1102 mainly black and female adult learners participated in the study. Results: The employability attributes framework identified three categories of employability: interpersonal, intrapersonal and career attributes. The research indicated that significant differences exist between gender, race and age groups with regard to employability. Male and female participants differed significantly with regard to entrepreneurial orientation, proactivity and career resilience. The various race groups differed considerably regarding cultural competence and sociability of individuals. Participants older than 50 years scored the highest on self-efficacy. Conclusion and implications: The findings of this research could ensure that previously disadvantaged individuals are not further marginalised because of a lack of employability attributes and that the required employability attributes can be cultivated to ensure advancement and success in the work place.

29 CFR 784.19 - Commerce activities of enterprise in which employee is employed.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of enterprise in which employee is... which employee is employed. Under amendments to the Fair Labor Standards Act employees not covered by reason of their personal engagement in interstate commerce activities, as explained in § 784.18, are...

Part-time Employment, Gender and Employee Participation in the Workplace: An Illawarra Reconnaissance

OpenAIRE

Markey, R.; Kowalczyk, J.; Pomfret, S.

2001-01-01

The growth in non-standard forms of employment has major implications for the effectiveness of employee participation mechanisms in the workplace, whether direct or indirect (representative). This seems to be especially the case with representative forms, such as consultative committees, because they effectively assume permanent or long-term employment and are not as easily accessible to part-time employees. However, the literature on participation rarely addresses this major contextual aspec...

Prediction of employer-employee relationships from sociodemographic variables and social values in Brunei public and private sector workers.

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Nasir Zakaria, Gamal Abdul; Abdullah, Nor Zaiham Midawati; Abdul Latif, Siti Norhedayah

2017-01-01

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer-employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer-employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer-employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer-employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer-employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer-employee relationship problems. Other significant social value correlates, but not predictors of employer-employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer-employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the problem and its

Negligent Hiring and Employer Liability in the Selection of Employees.

Science.gov (United States)

Howard, Sharon Swenson

1988-01-01

Reviews some theories of employer liability: (1) negligent hiring; (2) negligent entrustment; and (3) respondent superior. Applicable cases focusing on the investigation of prospective employees and the emerging constitutional implications are discussed. (MLF)

Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain

Science.gov (United States)

Torrent-Sellens, Joan; Ficapal-Cusí, Pilar; Boada-Grau, Joan

2016-01-01

This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: “openness to changes at work,” “career motivation and work resilience,” “work and career proactivity,” “optimism and engagement at work,” and “work identity.” Second, the research also found a double causality in the relationship analysis between dispositional employability and online training purchase. However, this causality is not direct. In explaining dispositional employability, certain motivations and types of behavior of employees participating in online training are significant. In particular, greater sensitivity toward career-related personal empowerment, a greater predisposition toward developing new experiences at work, and a greater awareness of the fact that positive job outcomes are related to preparation conscientiousness. In explaining online training purchase, employees who are more motivated and who better identify with their jobs are more likely to pay. Moreover, employees who spend more time on training and have less contact with new trends in their jobs, find it hard to keep calm in difficult situations, and have a greater predisposition toward effort, and preference for novelty, variety and challenges at work are more likely to purchase online training. PMID:27313557

Type of employment relationship and mortality: prospective study among Finnish employees in 1984-2000.

Science.gov (United States)

Nätti, Jouko; Kinnunen, Ulla; Mäkikangas, Anne; Mauno, Saija

2009-04-01

The study investigated the relationship between the type of employment (permanent/temporary) contract and mortality. Factors through which temporary employment was expected to be associated with increased mortality were the degree of satisfaction with the uncertainty related to temporary work situation (Study 1) and the voluntary/involuntary basis for temporary work (Study 2). In Study 1 the data consisted of representative survey on Finnish employees in 1984 (n = 4502), which was merged with register-based follow-up data in Statistics Finland covering years 1985-2000. In Study 2 the data consisted of representative survey on Finnish employees in 1990 (n = 3502) with register-based follow-up data covering years 1991-2000. The relative risk of death was examined by conducting Cox proportional hazards analyses for the permanent and the two temporary employment groups, respectively. In Study 1 temporary employees feeling the insecure situation unsatisfactory had a 1.95-fold higher risk of mortality than permanent employees (95% CI 1.13-3.35) after adjusted for background, health- and work-related factors. In Study 2 employees in the position of having a temporary job on the involuntarily basis had a 2.59-fold higher risk of mortality than permanent employees (95% CI 1.16-5.80). The present study confirmed that temporary employees are not a homogeneous group, which holds true even for mortality. Those temporary employees, who either felt the insecure situation unsatisfactory or who worked in temporary work involuntarily, had higher risk of mortality than permanent employees.

Employment contracts and health selection: unhealthy employees out and healthy employees in?

Science.gov (United States)

Wagenaar, Alfred F; Kompier, Michiel A J; Houtman, Irene L D; van den Bossche, Seth N J; Taris, Toon W

2012-10-01

The healthy worker effect implies that healthy workers go "up" in employment status whereas less healthy workers go "down" into precarious temporary employment or unemployment. These hypotheses were tested during an economic recession, by predicting various upward and downward contract trajectories, based on workers' health status, work-related well-being, and work ability. Two waves (2008 and 2009) of the Netherlands Working Conditions Cohort Study (N = 7112) were used and logistic regression analyses were performed to test the hypothesis of this study. Lower general health and higher emotional exhaustion at baseline predicted future unemployment among permanent employees. Various downward trajectories were also predicted by lower work-related well-being and lower work ability, whereas the opposite was true for one of the upward trajectories. Workers with lower health, lower work-related well-being, or lower work ability are at risk for ending up in precarious temporary employment or unemployment.

ATTITUDES AND OPINIONS OF EMPLOYERS, EMPLOYEES AND PARENTS ABOUT THE EMPLOYMENT OF PEOPLE WITH AUTISM IN THE REPUBLIC OF MACEDONIA

Directory of Open Access Journals (Sweden)

Tanja STANKOVA

2010-11-01

Full Text Available The right to work is one of the fundamental human rights in all developed countries around the world. The employment, actually the right to work of persons with disability is the final phase of the long and complex process of their rehabilitation that affects the possibility of their integration in the community.The main objective of this research is to investigate the possibility of employment of people with autism, based on the attitudes and opinions of employers, employees and parents of the children with autism.The basic tasks of this research are: to determine whether the employers would employ a person with autism; weather employers and the employees know what autism is; weather according to employers and employees people with autism are able to perform their job duties in complete and weather the parents of children with autism would like their child to be employed.We conducted this research in a period of 3 months and included 130 respondents. Obtained data were collected, grouped, tabled and processed with standard statistical program Microsoft Office Excel 2003, applying χ2 tests and Fisher's Exact test. Statistical important difference was at the level of p<0.05.From the analysis and the interpretation of the results, we concluded that in the Republic of Macedonia do not exist positive atmosphere, for employment of the persons with autism, the employers do not want to employ a person with autism. The professionals must engage more deeply in this problematic in order to achieve a complete integration of the people with autism in the society.

An employee total health management-based survey of Iowa employers.

Science.gov (United States)

Merchant, James A; Lind, David P; Kelly, Kevin M; Hall, Jennifer L

2013-12-01

To implement an Employee Total Health Management (ETHM) model-based questionnaire and provide estimates of model program elements among a statewide sample of Iowa employers. Survey a stratified random sample of Iowa employers, and characterize and estimate employer participation in ETHM program elements. Iowa employers are implementing less than 30% of all 12 components of ETHM, with the exception of occupational safety and health (46.6%) and workers' compensation insurance coverage (89.2%), but intend modest expansion of all components in the coming year. The ETHM questionnaire-based survey provides estimates of progress Iowa employers are making toward implementing components of Total Worker Health programs.

Developing tools for identifying employer and employee satisfaction of nursing new graduates in China.

Science.gov (United States)

Fan, Yuying; Li, Qiujie; Yang, Shufen; Guo, Ying; Yang, Libin; Zhao, Shibin

2014-01-01

Researchers developed evaluation tools measuring employment relevant satisfaction for nursing new graduates. The evaluation tools were designed to be relevant to nursing managers who make employment decisions and nursing new graduates who were just employed. In-depth interviews and an expert panel were established to review the activities that evaluate the employee and employer satisfaction of nursing new graduates. Based on individual interviews and literature review, evaluation items were selected. A two-round Delphi study was then conducted from September 2008 to May 2009 with a panel of experts from a range of nursing colleges in China. The response rate was 100% and Kendall's W was 0.73 in the second round of Delphi study. After two rounds of Delphi surveys, a list of 5 employee satisfaction items and 4 employer satisfaction items was identified for nursing new graduates. The findings of this study identified a different but multidimensional set of factors for employment relevant satisfaction, which confirmed the importance of certain fundamental aspects of practice. We developed the evaluation tools to assess the employer and employee satisfaction of nursing new graduates, which provided a database for further study.

Who Should We Ask? Employer and Employee Perceptions of Skill Gaps within Firms

OpenAIRE

McGuinness, Seamus; Ortiz, Luis

2014-01-01

Using the employer-employee matched National Employment Survey of Ireland carried out in 2006, this paper compares the skill gaps as perceived by managers and employees located within the same firm. The paper looks at the main drivers of agreement / disagreement on the perception of skill gaps and considers the extent to which the way of measuring these gap s helps to explain outcome variables such as labour costs and training expenditures. The research finds that both human resource manageme...

Human Resource Management: Accountability, Reciprocity and the Nexus between Employer and Employee

Science.gov (United States)

Charlton, Donna; Kritsonis, William Allan

2009-01-01

The article addresses teacher retention challenges employers are experiencing in the quest to effectively meet standard human resource management practices. The quality of the employer-employee relationship forms the foundation upon which effective management practices thrive. Teachers who remain in education value students and their personal…

Employee well-being, turnover intention and perceived employability : a psychological contract approach / L. van der Vaart.

OpenAIRE

Van der Vaart, Leoni

2012-01-01

The contemporary working environment is characterised by constant change and increased cognitive and emotional demands on employees. At the same time, long-term employment is no longer guaranteed and often employees are not loyal to one organisation throughout their careers. These changes alter and threaten the viability of the employment relationship. Employees still provide a competitive edge for organisations and their expectations should be managed in such a way that the current organisat...

29 CFR 783.19 - Commerce activities of enterprises in which employee is employed.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of enterprises in which employee is...'s Provisions § 783.19 Commerce activities of enterprises in which employee is employed. Under... their personal engagement in interstate commerce activites, as explained in § 783.18, are nevertheless...

A Conceptual Model for Employer Training to Manage Employee Counter-Productive Behaviors

Science.gov (United States)

Rock, Naomi Spickard

2011-01-01

The purpose of this study was to develop a model for employer training to manage employees who possess counter-productive behaviors. With the increasing encouragement for employers to hire without discriminating, the number of individuals with disabilities in the workforce will rise. There is limited training in universities and businesses to…

THE "E TRIANGLE": EMPLOYMENT, EMPLOYEE AND EMPLOYER IN THE EUROPEAN UNION

Directory of Open Access Journals (Sweden)

Liviana Andreea Niminet

2016-06-01

Full Text Available One of the biggest forces of the European Union is its people, people living and working within this Union. This stands not only for the European Union but for every state, as it is well known that people are the ones that can make a state great or poor. For this reason, the matters regarding labor are a continuous concern both for European Union common institutions as well as for every individual state of the European Union. The main interest, on both sides, is to ensure the best for every part involved in labor process because this means, in the end, added value for everyone. The article focuses on the realities as well as on the expectations regarding the labor field highlighting the most preeminent aspects of the so called "E triangle": employment, employee and employer starting with the most needed definition for each and every one of the above going towards even to proposing remedies for the "spots" needing improvement.

[Return to Work Strategies of Employees who Experienced Depression: Employers and HR's Perspectives].

Science.gov (United States)

Corbière, Marc; Lecomte, Tania; Lachance, Jean-Philippe; Coutu, Marie-France; Negrini, Alessia; Laberon, Sonia

Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers' and human resources' perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work

The dynamics of European two-axle railway freight wagons with UIC standard suspension

DEFF Research Database (Denmark)

Hoffmann, Mark; True, Hans

2008-01-01

The dynamics of two-axle railway freight wagons with the UIC standard Suspension is investigated theoretically and the dynamic behaviour is explained. Fully nonlinear models are considered. The hysteresis from dry friction and the effect of impacts between elements of the suspension are included...

Effect of working hours and precarious employment on depressive symptoms in South Korean employees: a longitudinal study.

Science.gov (United States)

Kim, Woorim; Park, Eun-Cheol; Lee, Tae-Hoon; Kim, Tae Hyun

2016-12-01

Long working hours and precarious employment are relatively common in South Korea. Since both can impact on mental health, this study examined their independent and combined effects on depressive symptoms of employees. Data were from the Korean Welfare Panel Study (KOWEPS), 2010-2013. A total of 2733 full-time employees without depressive symptoms were analysed. Hierarchical logistic regression models were used to investigate the effect of the number of working hours per week (eg, 35-40 hours, 41-52 hours, 53-68 hours, and >68 hours) and employment status (permanent vs precarious employment) on depressive symptoms, measured using the Center for Epidemiological Studies Depression (CES-D) 11 scale. Compared with individuals working 35-40 hours/week, employees working above 68 hours (OR 1.57, 95% CI 1.05 to 2.34) had higher odds of depressive symptoms after full adjustment. Similarly, precarious employees (OR 1.34, 95% CI 1.02 to 1.75) showed worse mental health than permanent employees. In the combined effect model, employees in precarious employment who worked above 68 hours/week (OR, 2.03 95% CI 1.08 to 3.83) exhibited the highest odds of depressive symptoms compared with permanent employees working 35 to 40 hours/week. Long work hours and precarious employment status were associated with higher odds of depressive symptoms. The findings highlight the importance of monitoring and addressing the vulnerable groups of employees to reduce the mental health burden of economically active individuals. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Considerations on the conditions under which the employer may monitor their employees at the workplace

Directory of Open Access Journals (Sweden)

Monica Gheorghe

2017-12-01

Full Text Available Recently, the European Court of Human Rights in the case Bărbulescu v. România has ruled that the national courts did not ensure respect for the right to privacy in the employment relationship of an employee who had been disciplinary dismissed for using the internet and an IT application in the personal interest during the working hours, dismissal which was based on evidence obtained after the employer had monitored the employee’s electronic communications. The Court concluded that the national courts failed to strike a fair balance between the employee’s right to private life at the workplace and the employer’s right to supervise and control the work of his employees. Thus, the Court found a violation of Article 8 of the European Convention of Human Rights. In its decision, the Court specified the criteria to be applied by the national authorities in order to achieve a balance between the rights of the two parties (employee-employers. The herein study aims to briefly analyze the case and to establish the concrete elements that employers should consider if they intend to monitor their employees in order not to violate their right to private life at the workplace of the latter.

Do New Production Concepts and a new Management of Employment Relations, yield higher Employee Performance and lower Job Strain?

Directory of Open Access Journals (Sweden)

Karolus Kraan

2007-05-01

Full Text Available In this article old versus new production concepts (NPCs and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In the past decades, in reaction to dysfunctions of Tayloristic and professional bureaucratic production concepts and employment relations, several new forms of employment relations and NPCs, appeared. Examples are the Socio-technical NPC and customized employment relations. In this study both this NPC and customized employment relations - i.c. customized performance targets - demonstrate positive associations with employee performance. According to Socio-technical theory the design of employment relations is relatively unimportant, as human resources are mobilised primarily by the production concept. Our results for this NPC show the legitimacy of this assumption, because its high employee performance is irrespective of the employment relation instruments. On the contrary, in the other NPCs and in professional bureaucracies, the (employment relation instruments of respectively an increased period needed for learning the job, and customized performance targets can compensate for the lower employee performance in these production concepts. The results do not show increased job strain, due to new production concepts, or new employment relations. production concepts, employment relations, labour productivity, socio-technical theory

INVESTIGATING WHAT ROMANIAN IT RECRUITERS AND EMPLOYEES VALUE WHEN THEY NEGOTIATE EMPLOYMENT CONTRACT

Directory of Open Access Journals (Sweden)

Anca Maria CLIPA

2017-12-01

Full Text Available When negotiating, people have economic as well noneconomic, subjective concerns. This study is an exploratory investigation into the objective and subjective factors influencing employment contract negotiations and the willingness to interact in future business negotiations in the case of Romanian IT employees and recruiters. The study draws on qualitative data collection and analysis methods, i.e. semi-structured interviews with 10 participants, projective techniques and content analysis. At the time, 5 of the participants held recruitment and contracting HR roles, and 5 were working as employees (programmers, business analysts, IT project managers. They all had a recent working contract negotiation experience (less than one year ago in the IT industry. Using the principles of corpus linguistics and the methods specific to discourse and critical discourse analysis, our study highlights some of the factors taken into account by Romanian IT employees and recruiters in employment contract negotiations.

Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs: Results of the 2015 Harris Poll Nielsen Survey.

Science.gov (United States)

McCleary, Katherine; Goetzel, Ron Z; Roemer, Enid Chung; Berko, Jeff; Kent, Karen; Torre, Hector De La

2017-03-01

The aim of this study was to provide a current picture of the state of workplace health promotion (wellness) programs in the U.S. from both employer and employee perspectives. We analyzed data from two independent surveys of employers (N = 1500) and the general population (N = 4611). Employers reported offering wellness programs at almost twice the rate of employees who reported having these programs available to them. Most (59.4%) employees felt employers should play a role in improving worker health and nearly three-fourths (72.1%) thought that lower insurance premiums should be offered for participation in wellness programs. However, fewer than half felt that their work environment allows them to maintain good health. Although wellness programs are offered at the majority of workplaces in the U.S., employees are unlikely to be aware of these efforts and would like employers to be forthcoming in providing programs promoting good health.

Survival analysis to explore the characteristics of employee assistance program (EAP) referrals that remain employed.

Science.gov (United States)

Macdonald, S; Albert, W; Maynard, M; French, P

1989-02-01

This study examined characteristics of referrals to employee assistance programs (EAP) associated with subsequent termination of employment. As well, relationships between characteristics of the referrals and program characteristics were explored. Longitudinal data were collected at several time periods for 163 referrals to EAPs from five organizations. Survival analysis was conducted to determine which variables were associated with termination of employment. Females, cohabitating couples, and employees who worked for the organization for 5 or more years were most likely to remain employed. One interesting finding was that people with alcohol problems were significantly more likely to be formal referrals.

Improving work-life balance: what can employers and employees do?

Science.gov (United States)

Herrera, Manuela

2013-12-14

Effective time management can play a big part in reducing stress for busy vets, but too often miscommunication between practice employers and employees can make it harder to achieve a good work-life balance. Manuela Herrera reports on a session at the BVA Congress which considered what vets can do to facilitate better time management in practice.

Work–Family Conflict Among Employees and the Self-Employed Across Europe

NARCIS (Netherlands)

S.M. Annink (Anne); L. den Dulk (Laura); A.J. Steijn (Bram)

2016-01-01

textabstractThis article examines the level of work–family conflict of self-employed persons, a changing but neglected group in work–life research, compared to employees in Europe. Differences between the two groups are explained by looking at job demands and resources. The inclusion of work–family

20 CFR 1002.262 - When is the employer required to make the plan contribution that is attributable to the employee...

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false When is the employer required to make the plan contribution that is attributable to the employee's period of uniformed service? 1002.262 Section 1002.262 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER...

Employer Satisfaction With an Injured Employee's Health Care: How Does It Affect the Selection of an Occupational Health Care Provider?

Science.gov (United States)

Keleher, Myra P; Stanton, Marietta P

2016-01-01

The purpose of this article is to explore the most important factors that an employer utilizes in selecting an occupational health care provider for their employees injured on the job. The primary practice setting is the attending physician's office who is an occupational health care provider. The responding employers deemed "work restrictions given after each office visit" as their most important factor in selecting an occupational health care provider, with a score of 43. This was followed in order in the "very important" category by communication, appointment availability, employee return to work within nationally recognized guidelines, tied were medical provider professionalism and courtesy with diagnostics ordered timely, next was staff professionalism and courtesy, and tied with 20 responses in the "very important" category were wait time and accurate billing by the provider.The selection of an occupational health care provider in the realm of workers' compensation plays a monumental role in the life of a claim for the employer. Safe and timely return to work is in the best interest of the employer and their injured employee. For the employer, it can represent hard dollars saved in indemnity payments and insurance premiums when the employee can return to some form of work. For the injured employee, it can have a positive impact on their attitude of going back to work as they will feel they are a valued asset to their employer. The case managers, who are the "eyes and ears" for the employer in the field of workers' compensation, have a valuable role in a successful outcome of dollars saved and appropriate care rendered for the employees' on the job injury. The employers in the study were looking for case managers who could ensure their employees received quality care but that this care is cost-effective. The case manager can be instrumental in assisting the employer in developing and monitoring a "stay-at-work" program, thereby reducing the financial exposure

Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain

OpenAIRE

Torrent-Sellens, Joan; Ficapal-Cus?, Pilar; Boada-Grau, Joan

2016-01-01

This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: “openness to changes at work,” “career motivation and work resilience,” “work and career proactivity,” “optimism an...

Dispositional employability and online training purchase. Evidence from employees' behavior in Spain

OpenAIRE

BOADA GRAU, JOAN; Joan Torrent-Sellens; Pilar Ficapal-Cusí

2016-01-01

DOI: 10.3389/fpsyg.2016.00831 URL: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4887487/ Filiació URV: SI This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: ...

49 CFR 40.289 - Are employers required to provide SAP and treatment services to employees?

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Are employers required to provide SAP and... Professionals and the Return-to-Duty Process § 40.289 Are employers required to provide SAP and treatment services to employees? (a) As an employer, you are not required to provide a SAP evaluation or any...

Employee choice of a high-deductible health plan across multiple employers.

Science.gov (United States)

Lave, Judith R; Men, Aiju; Day, Brian T; Wang, Wei; Zhang, Yuting

2011-02-01

To determine factors associated with selecting a high-deductible health plan (HDHP) rather than a preferred provider plan (PPO) and to examine switching and market segmentation after initial selection. Claims and benefit information for 2005-2007 from nine employers in western Pennsylvania first offering HDHP in 2006. We examined plan growth over time, used logistic regression to determine factors associated with choosing an HDHP, and examined the distribution of healthy and sick members across plan types. We linked employees with their dependents to determine family-level variables. We extracted risk scores, covered charges, employee age, and employee gender from claims data. We determined census-level race, education, and income information. Health status, gender, race, and education influenced the type of individual and family policies chosen. In the second year the HDHP was offered, few employees changed plans. Risk segmentation between HDHPs and PPOs existed, but it did not increase. When given a choice, those who are healthier are more likely to select an HDHP leading to risk segmentation. Risk segmentation did not increase in the second year that HDHPs were offered. © Health Research and Educational Trust.

Trends in Sector Switching: Evidence from Employer-Employee Data

DEFF Research Database (Denmark)

Frederiksen, Anders; Hansen, Jesper Rosenberg

Sector switching is new to the public administration literature and our knowledge about the prevalence and trends is limited. Yet, sector switching is an important phenomenon which casts light on public-private differences. We study sector switching in a modern economy using unique Danish register......-based employer-employee data covering more than 25 years. We find that sector switching constitutes 18.5 percent of all job-to-job mobility and the trend is increasing both in general, for administrative professionals, for top managers and, in particular, for middle managers. These findings are robust...

The Importance of Being in Control of Business: Work Satisfaction of Employers, Own-account Workers and Employees

NARCIS (Netherlands)

S.J.A. Hessels (Jolanda); J.M. Millán (José María); C. Román (Concepción)

2015-01-01

markdownabstract__Abstract__ Self-employed workers can be own-account workers who control their own work or employers who not only are their own boss but also direct others (their employees). We expect both types of self-employed, i.e., own-account workers and employers, to enjoy more

The Impact of Employer Branding on Employees: The Role of Employment Offering in the Prediction of Their Affective Commitment

Directory of Open Access Journals (Sweden)

Dorothée Hanin

2013-12-01

Full Text Available Most studies dedicated to the examination of employer branding in industrial/ organisational psychology investigated it using samples of applicants. The objective of the present research was to study the influence of the employer branding of a company on its employees’ attitudes. More precisely, we examined the interactive effect of the employment offering as portrayed by organisational communications and the employment experience as lived by employees on their affective commitment (AC. Furthermore, we analysed the mechanisms underlying these relationships, i.e. perceived organisational support (POS and psychological contract violation (PCV. One-hundred eighty-six department managers of a large multinational retailing company involved in employer branding practices were surveyed. Results indicated that employment offering and lived employment experience interact in the prediction of both POS and PCV and this interactive effect carries over to AC. Implications of these findings for both researchers and practitioners are discussed.

Firms’ wage policies: New evidence from linked employer-employee data

OpenAIRE

Suleman, F.; Lagoa, S.; Suleman, A.; Pereira, M.L.

2013-01-01

The research on wage policies has been triggered by the interest in identifying whether labour market or institutional forces shape the wage settings inside firms. This paper draws on linked employer-employee data and uses a fuzzy c-means clustering analysis to identify typical wage policies of medium and large firms in Portugal. Empirical evidence suggests that firms are segmented into four clusters that can be labelled according to wage rules as “Regulated”, “Asymmetric”, “Hierarchical” and...

A quasi-3D viscous-inviscid interaction code: Q³UIC

DEFF Research Database (Denmark)

Ramos García, Néstor; Sørensen, Jens Nørkær; Shen, Wen Zhong

2014-01-01

and inviscid parts. The rotational effects generated by centrifugal and Coriolis forces are introduced in Q3UIC via the streamwise and spanwise integral boundary layer momentum equations. A special inviscid version of the code has been developed to cope with massive separation. To check the ability of the code...

Associations between perceived employability, employee well-being, and its contributions to organizational success: A matter of psychological contracts?

NARCIS (Netherlands)

de Cuyper, N.; van der Heijden, Beatrice; van de Witte, H.

2011-01-01

We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates

Defects in railway bridges and procedures for maintenance:UIC Code 778-4R

OpenAIRE

Elfgren, Lennart

2009-01-01

This leaflet gives guidelines and recommendations covering procedures for the maintenance and strengthening of railway bridges. Arrangements and methods for inspection are presented; defects are described; methods for monitoring and assessment are given; and procedures for maintenance, repair, strengthening and renewal are defined.The purpose is to update the 1989 edition of UIC Code 778-4R and to implement results from a European Integrated Research Project (2003-2007) on “Sustainable Bridge...

Employment in the Catering & Hospitality Industry--Employee Attitudes and Career Expectations. Research Report.

Science.gov (United States)

Hotel and Catering Training Co., London (England).

A study examined the attitudes and career expectations of a random sample of catering and hospitality industry employees in the United Kingdom. The survey focused on the following: aspiration and career intentions, factors causing job satisfaction/dissatisfaction, employment patterns in the industry, satisfaction with/access to…

Public Incentives for Hiring and Training Employees: An Employer's Guide. Workforce Brief #8.

Science.gov (United States)

Bergman, Terri

The six sections of this brief provide the following information: (1) the types of public incentives available to employers for hiring and training of employees, including increasing economic activity and increasing labor market supply; (2) federally operated incentive programs (Welfare-to-Work Tax Credit, Work Opportunity Tax Credit, Employee…

49 CFR 40.287 - What information is an employer required to provide concerning SAP services to an employee who...

Science.gov (United States)

2010-10-01

... provide concerning SAP services to an employee who has a DOT drug and alcohol regulation violation? 40.287... § 40.287 What information is an employer required to provide concerning SAP services to an employee who... (including an applicant or new employee) who violates a DOT drug and alcohol regulation a listing of SAPs...

Employee Relations Bibliography: Public, Non-Profit and Professional Employment. Essay, Annotated Listing, Indexes.

Science.gov (United States)

Tice, Terrence N.

This comprehensive listing of 2,724 bibliographic items from 1967 through early 1977 includes significant English-language material on the contractual relationship between public employers and employees in the United States and Canada. (There are a few items in French.) Although access is given to the broader areas of public management and…

Mortality differences between self-employed and paid employees: a 5-year follow-up study of the working population in Sweden

Science.gov (United States)

Toivanen, Susanna; Griep, Rosane Härter; Mellner, Christin; Vinberg, Stig; Eloranta, Sandra

2016-01-01

Objectives Analyse mortality differences between self-employed and paid employees with a focus on industrial sector, educational level and gender using Swedish register data. Methods A cohort of the total working population (4 776 135 individuals; 7.2% self-employed; 18–100 years of age at baseline 2003) in Sweden with a 5-year follow-up (2004–2008) for all-cause and cause-specific mortality (57 743 deaths). Self-employed individuals were categorised as sole proprietors or limited liability company (LLC) owners according to their enterprise's legal form. Cox proportional hazards models were applied to compare mortality rates between sole proprietors, LLC owners and paid employees, adjusted for sociodemographic confounders. Results Mortality from cardiovascular diseases was 16% lower and from suicide 26% lower among LLC owners than among paid employees, adjusted for confounders. Within the industrial category, all-cause mortality was 13–15% lower among sole proprietors and LLC owners compared with employees in manufacturing and mining (MM) as well as personal and cultural services (PCS), and 11–20% higher in sole proprietors in trade, transport and communication and the welfare industry (W). A significant three-way interaction indicated 17–23% lower all-cause mortality among male LLC owners in MM and female sole proprietors in PCS, and 50% higher mortality in female sole proprietors in W than in employees in the same industries. Conclusions Mortality differences between self-employed individuals and paid employees vary by the legal form of self-employment, across industries, and by gender. Differences in work environment exposures and working conditions, varying market competition across industries and gender segregation in the labour market are potential mechanisms underlying these findings. PMID:27443155

Mortality differences between self-employed and paid employees: a 5-year follow-up study of the working population in Sweden.

Science.gov (United States)

Toivanen, Susanna; Griep, Rosane Härter; Mellner, Christin; Vinberg, Stig; Eloranta, Sandra

2016-09-01

Analyse mortality differences between self-employed and paid employees with a focus on industrial sector, educational level and gender using Swedish register data. A cohort of the total working population (4 776 135 individuals; 7.2% self-employed; 18-100 years of age at baseline 2003) in Sweden with a 5-year follow-up (2004-2008) for all-cause and cause-specific mortality (57 743 deaths). Self-employed individuals were categorised as sole proprietors or limited liability company (LLC) owners according to their enterprise's legal form. Cox proportional hazards models were applied to compare mortality rates between sole proprietors, LLC owners and paid employees, adjusted for sociodemographic confounders. Mortality from cardiovascular diseases was 16% lower and from suicide 26% lower among LLC owners than among paid employees, adjusted for confounders. Within the industrial category, all-cause mortality was 13-15% lower among sole proprietors and LLC owners compared with employees in manufacturing and mining (MM) as well as personal and cultural services (PCS), and 11-20% higher in sole proprietors in trade, transport and communication and the welfare industry (W). A significant three-way interaction indicated 17-23% lower all-cause mortality among male LLC owners in MM and female sole proprietors in PCS, and 50% higher mortality in female sole proprietors in W than in employees in the same industries. Mortality differences between self-employed individuals and paid employees vary by the legal form of self-employment, across industries, and by gender. Differences in work environment exposures and working conditions, varying market competition across industries and gender segregation in the labour market are potential mechanisms underlying these findings. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Is There Rent Sharing in Italy? Evidence from Employer-Employee Data

Directory of Open Access Journals (Sweden)

Alessia Matano

2011-12-01

Full Text Available Using a unique employer-employee panel database, we investigate the extent of rent sharing in Italy from 1996 to 2003. We derive the following findings. First, after controlling for the national bargaining level, there is robust evidence of rent sharing at firm level. Second, by means of fixed effects estimates we show that the sorting of high-ability workers into high-profit firms appears to play a substantial role, since it captures a significant amount of cross sectional estimates of rent sharing. Third, in accordance to the related literature the endogeneity of profits causes a severe underestimation of rent sharing. Our final IV estimate of the elasticity of wages with respect to profits per employee amounts to 6%, with a "Lester" range of 24%. Moreover, we point out that the impact of rent sharing is not homogeneous across several dimensions (gender, occupation, sector and macroarea.

Evaluation by employees of employee management on large US dairy farms.

Science.gov (United States)

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

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

Employment type, workplace interpersonal conflict, and insomnia: a cross-sectional study of 37,646 employees in Japan.

Science.gov (United States)

Sakurai, Kenji; Nakata, Aknori; Ikeda, Tomoko; Otsuka, Yasumasa; Kawahito, Junko

2014-01-01

This study explored whether workplace interpersonal conflict (WIC) is associated with insomnia, and whether the relationship between WIC and insomnia differs across different employment groups. A total of 37,646 Japanese full-time employees participated in a cross-sectional survey. Employment types included permanent employment and 2 forms of temporary employment: direct-hire and temporary work agent (TWA). Insomnia symptoms, including difficulty initiating sleep, difficulty maintaining sleep, and early morning awakening were measured. Insomnia was defined as having experienced 1 or more of these symptoms on ≥3 nights per week over the past 12 months. Results showed that WIC was significantly associated with an increased risk of insomnia (odds ratio OR = 1.63; 95% confidence interval CI = 1.55-1.71), controlling for confounders. However, the relationship between WIC and the risk of insomnia was significantly stronger for TWAs than for permanent employees (OR = 1.97; 95% CI = 1.13-3.45). A frequent exposure to WIC may increase the risk of insomnia, particularly for TWAs.

Reporting by multiple employer welfare arrangements and certain other entities that offer or provide coverage for medical care to the employees of two or more employers. Final rule.

Science.gov (United States)

2003-04-09

This document contains a final rule governing certain reporting requirements under Title I of the Employee Retirement Income Security Act of 1974 (ERISA) for multiple employer welfare arrangements (MEWAs) and certain other entities that offer or provide coverage for medical care to the employees of two or more employers. The final rule generally requires the administrator of a MEWA, and certain other entities, to file a form with the Secretary of Labor for the purpose of determining whether the requirements of certain recent health care laws are being met.

Do new production concepts and a new management of employment relations, yield higher employee performance and low job strain?

NARCIS (Netherlands)

Kraan, K.; Oeij, P.

2006-01-01

In this article old versus new production concepts (NPCs) and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In

Documenting Employee Conduct

Science.gov (United States)

Dalton, Jason

2009-01-01

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…

Construction and Validation of Employee Job Satisfaction Scale in Special Needs Employment Centres

Directory of Open Access Journals (Sweden)

José Francisco LUKAS MUJIKA

2017-10-01

Full Text Available It is the function of Special Needs Employment Centres (CEE in its Spanish acronym to create job opportunities that enable workers to construct the best conditions for quality of life, both within the context of the job itself as well as within that of their lives in general. Both aspects have to be taken into account when measuring the impact of the opportunities afforded by the job. In this context it is essential to have at hand validated instruments in order to evaluate, amongst other factors, the satisfaction of employees regarding the contribution made by working in a CEE. Within this framework, analysis was made of the usefulness and value of a tool which was constructed with the intention of evaluating the level of satisfaction with the working conditions of the employees in the Gureak CEE. The Employee Job Satisfaction Scale (ESL in its Spanish acronym that was drawn up was applied to a sample of 563 persons with intellectual disability (PCDI in its Spanish acronym and persons suffering from mental illness (PCEM in its Spanish acronym and falling under the remit of the Special Needs Employment Directive (REE in its Spanish acronym. For the validation of the scale the functioning of items of reliability and validity were analysed. In each case, suitable indices were obtained. Likewise, research on the factorial structure of the scale was undertaken, using both principal components analysis (PCA and confirmatory factorial analysis (CFA, obtaining thus four factors in the scale: Wellbeing at Work, Labor Conditions, Information Availability, and Support and Self-Determination.

26 CFR 1.381(c)(26)-1 - Credit for employment of certain new employees.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 4 2010-04-01 2010-04-01 false Credit for employment of certain new employees. 1.381(c)(26)-1 Section 1.381(c)(26)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INCOME TAX (CONTINUED) INCOME TAXES Insolvency Reorganizations § 1.381(c)(26)-1 Credit...

Employed women with alcohol problems who seek help from employee assistance programs. Description and comparisons.

Science.gov (United States)

Blum, T C; Roman, P M; Harwood, E M

1995-01-01

After a brief description of employee assistance programs (EAP), we present data collected from 6,400 employees from 84 worksites who used the services of EAPs, a portion of whom were assessed by the EAP as having alcohol-related problems and/or received scores on the Alcohol Dependence Scale (ADS) indicative of a potential alcohol-related problem. In addition, data were collected at intake from the EAP administrators, and employment status of the employee clients was assessed 18 to 24 months later. These data indicate that EAPs are effective in sustaining the employment of most women with alcohol-related problems who seek services from EAPs and that EAPs' goal of early intervention is especially realized among women with alcohol problems. Other conclusions include: women with alcohol problems do not enter EAPs through routes that are strikingly different from those of men; many of the gender differences that are revealed are associated with job status differences; employed women with alcohol problems are detached from nuclear families, with markedly low rates of current marriage; even when married, spouses are less likely to play a role in the referral of women with alcohol problems than the spouses of the men; and, there is no clear indication that women are the target of any form of discrimination in the process of EAP utilization. However, women are considerably more likely to have less adequate insurance coverage, according to the EAP administrators' assessment reported at client intake, than their male counterparts, leading to treatment choices that may be less than appropriate.

29 CFR 825.110 - Eligible employee.

Science.gov (United States)

2010-07-01

... 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...

Work-life Balance by Area, Actual Situation and Expectations – the Overlapping Opinions of Employers and Employees in Slovenia

Directory of Open Access Journals (Sweden)

Kozjek Tatjana

2014-02-01

Full Text Available Background: The question of work-life balance (WLB is an area where increasing attention is being paid nowadays. States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field. Purpose: The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia. Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, multidimensional scaling (MDS was used. Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employees’ ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a child’s first day of school. Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employees’ can achieve a good WLB with an emphasis on gender equality

Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

Science.gov (United States)

Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

2005-02-01

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.

20 CFR 10.303 - Should the employer use a Form CA-16 to authorize medical testing when an employee is exposed to...

Science.gov (United States)

2010-04-01

...' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Medical and... testing for an employee who has merely been exposed to a workplace hazard, unless the employee has... Occupational Safety and Health Administration at 29 CFR chapter XVII require employers to provide their...

Perception of the university as an employer among young potential employees

Directory of Open Access Journals (Sweden)

Baruk Agnieszka Izabela

2016-09-01

Full Text Available The article is theoretical-empirical in character. It presents issues associated with the external image of the university as an employer. In the theoretical part the views of various researchers presented in literature on the subject, concerning among others the employer’s image and its determinants, are analysed. It is emphasized that up till now the aspects of image (including aspects associated with the external image in case of universities as one of key service providers serving an important function in the society haven’t been analysed too much. In the empirical part of the article based on the results of primary research the manner of perception of the university as an employer by one of the segments of potential employees, namely young people entering the labour market, is identified and analysed. 4 research hypotheses were subject to empirical verification. They were formulated with regard to associations of the respondents with a university as an employer. It turned out that universities are associated mainly with an employer guaranteeing opportunities for development and self-realization. At the same time associations with an employer guaranteeing high salary, feeling of stability, or high social prestige are comparably less significant. Thus, 3 research hypotheses haven’t been confirmed and one of them can be confirmed. This constitutes an important hint for universities as employers, making it easier for them to take coherent and complex image-related action.

20 CFR 404.1045 - Employee expenses.

Science.gov (United States)

2010-04-01

... 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...

The impact of robotics on employment and motivation of employees in the service sector, with special reference to health care.

Science.gov (United States)

Qureshi, Mohammed Owais; Syed, Rumaiya Sajjad

2014-12-01

The economy is being lifted by the new concept of robotics, but we cannot be sure of all the possible benefits. At this early stage, it therefore becomes important to find out the possible benefits/limitations associated with robotics, so that the positives can be capitalized, established, and developed further for the employment and motivation of employees in the health care sector, for overall economic development. The negatives should also be further studied and mitigated. This study is an exploratory research, based on secondary data, such as books on topics related to robotics, websites, public websites of concerned departments for data and statistics, journals, newspapers and magazines, websites of health care providers, and different printed materials (brochures, etc). The impact of robotics has both positive and negative impacts on the employment and motivation of employees in the retail sector. So far, there has been no substantial research done into robotics, especially in the health care sector. Replacing employees with robots is an inevitable choice for organizations in the service sector, more so in the health care sector because of the challenging and sometimes unhealthy working environments, but, at the same time, the researchers propose that it should be done in a manner that helps in improving the employment and motivation of employees in this sector.

The Perception of Employee Wellness in the Hospitality Industry : A survey research among hotel employers in the Black Forest, Germany

OpenAIRE

Overbeck, Susanne

2012-01-01

This thesis deals with the research on the actual perception of employee wellness and employee wellness programs in the context of the hospitality industry. The author’s formulated objectives in order to realize the research were primarily to determine to what extent the employers within the hospitality industry perceive health and wellness of staff as their responsibility. Secondly, to find out whether health and well- being benefits like “employee wellness programs” have any imp...

Design of a trial-based economic evaluation on the cost-effectiveness of employability interventions among work disabled employees or employees at risk of work disability: The CASE-study

Directory of Open Access Journals (Sweden)

Noben Cindy YG

2012-01-01

Full Text Available Abstract Background In the Netherlands, absenteeism and reduced productivity due to work disability lead to high yearly costs reaching almost 5% of the gross national product. To reduce the economic burden of sick leave and reduced productivity, different employability interventions for work-disabled employees or employees at risk of work disability have been developed. Within this study, called 'CASE-study' (Cost-effectiveness Analysis of Sustainable Employability, five different employability interventions directed at work disabled employees with divergent health complaints will be analysed on their effectiveness and cost-effectiveness. This paper describes a consistent and transparent methodological design to do so. Methods/design Per employability intervention 142 participants are needed whereof approximately 66 participants receiving the intervention will be compared with 66 participants receiving usual care. Based on the intervention-specific characteristics, a randomized control trial or a quasi-experiment with match-criteria will be conducted. Notwithstanding the study design, eligible participants will be employees aged 18 to 63, working at least 12 h per week, and at risk of work disability, or already work-disabled due to medical restrictions. The primary outcome will be the duration of sick leave. Secondary outcomes are health status and quality of life. Outcomes will be assessed at baseline and then 6, 12 and 18 months later. Economic costs will consist of healthcare costs and cost of lost production due to work disability, and will be evaluated from a societal perspective. Discussion The CASE-study is the first to conduct economic evaluations of multiple different employability interventions based on a similar methodological framework. The cost-effectiveness results for every employability intervention will be published in 2014, but the methods, strengths and weaknesses of the study protocol are discussed in this paper. To

49 CFR 40.295 - May employees or employers seek a second SAP evaluation if they disagree with the first SAP's...

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false May employees or employers seek a second SAP evaluation if they disagree with the first SAP's recommendations? 40.295 Section 40.295 Transportation Office... seek a second SAP evaluation if they disagree with the first SAP's recommendations? (a) As an employee...

Employers should disband employee weight control programs.

Science.gov (United States)

Lewis, Alfred; Khanna, Vikram; Montrose, Shana

2015-02-01

American corporations continue to expand wellness programs, which now reach an estimated 90% of workers in large organizations, yet no study has demonstrated that the main focus of these programs-weight control-has any positive effect. There is no published evidence that large-scale corporate attempts to control employee body weight through financial incentives and penalties have generated savings from long-term weight loss, or a reduction in inpatient admissions associated with obesity or even long-term weight loss itself. Other evidence contradicts the hypothesis that population obesity rates meaningfully retard economic growth or manufacturing productivity. Quite the contrary, overscreening and crash dieting can impact employee morale and even harm employee health. Therefore, the authors believe that corporations should disband or significantly reconfigure weight-oriented wellness programs, and that the Affordable Care Act should be amended to require such programs to conform to accepted guidelines for harm avoidance.

Where do inmmigrants fare worse? Modeling workplace wage gap variation with longitudinal employer-employee data.

Science.gov (United States)

Tomaskovic-Devey, Donald; Hällsten, Martin; Avent-Holt, Dustin

2015-01-01

The authors propose a strategy for observing and explaining workplace variance in categorically linked inequalities. Using Swedish economy-wide linked employer-employee panel data, the authors examine variation in workplace wage inequalities between native Swedes and non-Western immigrants. Consistent with relational inequality theory, the authors' findings are that immigrant-native wage gaps vary dramatically across workplaces, even net of strong human capital controls. The authors also find that, net of observed and fixed-effect controls for individual traits, workplace immigrant-native wage gaps decline with increased workplace immigrant employment and managerial representation and increase when job segregation rises. These results are stronger in high-inequality workplaces and for white-collar employees: contexts in which one expects status-based claims on organizational resources, the central causal mechanism identified by relational inequality theory, to be stronger. The authors conclude that workplace variation in the non-Western immigrant-native wage gaps is contingent on organizational variationin the relative power of groups and the institutional context in which that power is exercised.

Marketing health care to employees: the structure of employee health care plan satisfaction.

Science.gov (United States)

Mascarenhas, O A

1993-01-01

Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

Maternity Leave in Australia: Employee and Employer Experiences. Report of a Survey. Australian Institute of Family Studies Monograph No. 7.

Science.gov (United States)

Glezer, Helen

A study was made to obtain a broad overview of the operation of maternity leave in Australia from the perspectives of employees and employers. The study included: (1) an employee survey exploring the use and non-use of maternity leave and identifying determinants of taking maternity leave and of retaining women in the labor force after childbirth;…

Reducing Employment Insecurity

Directory of Open Access Journals (Sweden)

Florence Lebert

2016-10-01

Full Text Available The perception of job insecurity is known to be a stressful condition for employees. Less is known about employment insecurity and the ways employees and their families deal with it. This study investigates whether participation in further training is a strategy that employees adopt to reduce perceived employment insecurity. As participation in further training is often costly and time-consuming, we assume that the family context is of importance for the decision to take part in further training. To take account of possible self-selection, we apply a propensity score matching procedure on longitudinal data from the Swiss Household Panel (2004-2013. Three main findings can be emphasized: first, participation in further training is not a strategy adopted particularly by employees who perceive high employment insecurity as they are less likely to train than their secure counterparts. Second, even though further training is not a strategy that is actively adopted, employees who train subsequently report lower levels of perceived employment insecurity. Third, the family context indeed influences the likelihood to train: partnered employees are more likely to train and preschool-aged children act as a constraint on women’s but enhance men’s participation in further training. Yet, in the context of high perceived employment insecurity, children generally reduce their parents’ likelihood to train as the parents may turn to other strategies that reduce perceived employment insecurity.

The Impact of Robotics on Employment and Motivation of Employees in the Service Sector, with Special Reference to Health Care

Directory of Open Access Journals (Sweden)

Mohammed Owais Qureshi

2014-12-01

Conclusion: Replacing employees with robots is an inevitable choice for organizations in the service sector, more so in the health care sector because of the challenging and sometimes unhealthy working environments, but, at the same time, the researchers propose that it should be done in a manner that helps in improving the employment and motivation of employees in this sector.

29 CFR 401.6 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an employer...

The Mediator Effect Of Depression Level On The Effects Of Work Stress On The Intention Of Leaving Employment Among Education Employee

Directory of Open Access Journals (Sweden)

Ahmet Cezmi SAVAS

2017-12-01

Full Text Available The purpose of this study is to investigate the effects of depression level on the effects of work stress on the intention of leaving employment among education employee. The sample of the current research includes 67 principals, 79 assistant principals, and 163 teachers who work in various schools in the city center of Gaziantep during 2013-2014 education year. It was found that work stress and depression level were significant predictors of intention of leaving employment. Based on the results that the mediator effect of depression level when the level of work stress of education employee is predicting the intention of leaving of employment, it was found the level of depression is a mediator, and related solutions are presented.

The gender pay gap in Europe: an international comparison with matched employer-employee data

OpenAIRE

Simón Pérez, Hipólito J.

2007-01-01

This study examines the origin of the gender wage gap and of its cross-country heterogeneity using unique harmonized international matched employer-employee microdata for nine representative European countries. Evidence obtained uncovers that female segregation into low-paying workplaces is by and large an outstanding origin of both the gender pay gap in every European economy and of international differences in its magnitude. Empirical results also suggest that, in contrast with the findings...

Employees with mental health problems: Survey of U.K. employers' knowledge, attitudes and workplace practices.

Science.gov (United States)

Brohan, Elaine; Henderson, Claire; Little, Kirsty; Thornicroft, Graham

2010-01-01

To investigate whether employers who have experience of hiring people with mental health problems differ significantly from those without such experience in terms of knowledge, attitudes and behaviours regarding mental health in the workplace, and the concerns which they report about employing people with mental health problems. We also examine whether non-workplace social contact is associated with the above variables. A telephone survey was conducted with a randomly selected sample of British employers. The sample included a similar number of human resource managers and managers/executive employees in other roles. 502 employers took part. Having employed someone with a mental health problem was associated with closer non-workplace social contact. Those with experience of employing applicants with mental health problems had significant differences in knowledge (regarding the law), and behaviour (having a policy on hiring applicants with disabilities) but not in attitudes. Non-workplace social contact may be useful to consider in understanding hiring practices. The nature of social contact at work and possible lack of impact of this contact on employer attitudes and concerns warrants further study. Greater support is needed for employers to understand the law regarding mental health problems in the workplace.

20 CFR 404.1007 - Common-law employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Common-law employee. 404.1007 Section 404... Common-law employee. (a) General. The common-law rules on employer-employee status are the basic test for.... Even though you are considered self-employed under the common-law rules, you may still be an employee...

Delivering ideal employee experiences.

Science.gov (United States)

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

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.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

Science.gov (United States)

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

Directory of Open Access Journals (Sweden)

Ante eGlavas

2016-05-01

Full Text Available Research at the individual level of corporate social responsibility (CSR has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the U.S. was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee, did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering, it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS. Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Employer branding

OpenAIRE

Mičková, Kateřina

2008-01-01

The demand for qualified employees is higher then the offering, both in Czech republic and internationally. Demand for specific skills, in addition to a greater demand for workforce generally, is making employee recruitment and retention much more difficult and expensive. Employer Branding claims to be an answer to this new challenge. This international concept focuses on developing an "employer brand" - mental image of a company as an employer. To achieve this, it is necessary to demonstrate...

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

Science.gov (United States)

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Health care consumerism: engaging the real buyers--employees.

Science.gov (United States)

Terry, Martha

2005-01-01

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.

20 CFR 1002.33 - Does the employee have to prove that the employer discriminated against him or her in order to be...

Science.gov (United States)

2010-04-01

... employer discriminated against him or her in order to be eligible for reemployment? 1002.33 Section 1002.33... have to prove that the employer discriminated against him or her in order to be eligible for reemployment? No. The employee is not required to prove that the employer discriminated against him or her...

'You want to show you're a valuable employee': A critical discourse analysis of multi-perspective portrayals of employed women with fibromyalgia.

Science.gov (United States)

Oldfield, Margaret; MacEachen, Ellen; MacNeill, Margaret; Kirsh, Bonnie

2018-06-01

Background Advice on fibromyalgia, a chronic illness primarily affecting women, often presents it as incompatible with work and rarely covers how to remain employed. Yet many women do. Objectives We aimed to understand how these women, their family members, and workmates portrayed employees with fibromyalgia, and how these portrayals helped women retain employment. Methods We interviewed 22 participants, comprising five triads and three dyads of people who knew each other. Using the methodology of critical discourse analysis, we analysed the interview data within and across the triads/dyads through coding, narrative summaries, and relational mapping. Results Participants reported stereotypes that employees with fibromyalgia are lazy, malingering, and less productive than healthy workers. Countering these assumptions, participants portrayed the women as normal, valuable employees who did not 'give in' to their illness. The portrayals drew on two discourses, normalcy and mind-controlling-the-body, and a related narrative, overcoming disability. We propose that participants' portrayals helped women manage their identities in competitive workplaces and thereby remain employed. Discussion Our findings augment the very sparse literature on employment with fibromyalgia. Using a new approach, critical discourse analysis, we expand on known job-retention strategies and add the perspectives of two key stakeholders: family members and workmates.

Commitment and the New Employment Relationship : Exploring a Forgotten Perspective: Employers Commitment

NARCIS (Netherlands)

Torka, Nicole; Looise, Jan Kees; van Riemsdijk, Maarten

2005-01-01

In this article, we have endeavoured to integrate the concept 'employers’ commitment' into the understanding of the new employment relationship. HRM scholars and practitioners assume that changes in (international) market and employee characteristics lead to a transformation of the employer-employee

Important skills for biomedical services: The perspectives of Malaysian employers and employees.

Science.gov (United States)

Buntat, Yahya; Saud, Muhammad Sukri; Mokhtar, Mahani; Kamin, Yusri; Feh, Lim Set

2016-10-17

Increase in the occurrence of existing diseases, continual emergence of new or exotic diseases and re-emergence of old diseases have placed increasing demands on biomedical services in Malaysia. Biomedical technicians play an important role in operating biomedical instruments. However, there are no clear specifications about characteristics and traits for these semi-professional employees. Employers in a few studies claimed that biomedical graduates are not ready to enter and face challenges in the job market. Therefore, the purpose of this study is to identify technical and generic skills for a biomedical technician from the perspectives of the biomedical technicians and their employers. A quantitative survey design was employed whereby data were obtained through the administration of an instrument developed by the researchers. The sample consisted of 20 hospital managers and 186 biomedical technicians who are currently working in Malaysian government hospitals. The findings show that there are no difference in the perceptions of hospital managers and biomedical technicians regarding technical and non-technical skills. These findings resulted in a checklist which can be used for institutions to produce future biomedical technician graduates in order to meet job demands. However, future research is needed to validate the findings and explore the variables in depth.

Employee contract issues for dermatologists.

Science.gov (United States)

Brown, Christopher E; Indest, George F

2013-12-01

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.

29 CFR 825.105 - Counting employees for determining coverage.

Science.gov (United States)

2010-07-01

... limitations of the employer-employee relationship under the Act; and that determination of the relation cannot... later return to active employment. If there is no employer/employee relationship (as when an employee is... 29 Labor 3 2010-07-01 2010-07-01 false Counting employees for determining coverage. 825.105...

20 CFR 404.1005 - Who is an employee.

Science.gov (United States)

2010-04-01

...- ) Employment, Wages, Self-Employment, and Self-Employment Income Employment § 404.1005 Who is an employee. You must be an employee for your work to be covered as employment for social security purposes. You are an...

External image of a university playing the role of an employer and the gender of potential young employees

Directory of Open Access Journals (Sweden)

Baruk, Agnieszka Izabela

2017-09-01

Full Text Available The article presents chosen aspects associated with the perception of universities playing the role of an employer among the potential young employees. This work is theoretical-empirical in character. In the theoretical part on the basis of the results of cognitive-critical analysis of world literature on the subject it is emphasized that universities need to build their image as employers in a complex way. It is actually becoming essential, taking into consideration the challenges that universities have to face. With regard to image-related issues, in case of this group of entities both with regard to theoretical deliberations and empirical research, there is a clear gap which needs to be filled. It is worth starting the reduction of this gap with the identification of the associations that potential young employees have with regard to universities as employers. It was one of the research goals of this article. In the empirical part the results of primary research conducted among the representatives of the above-mentioned segment of the labour market are presented. On the basis of the results of the factor analysis conducted separately for the surveyed men and women, a preliminary verification of the two research hypotheses was conducted. It was concluded that the female respondents express a comparably worse opinion of universities as employers.

Benefits for employees with children with special needs: findings from the collaborative employee benefit study.

Science.gov (United States)

Perrin, James M; Fluet, Christina F; Honberg, Lynda; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Deborah; Tobias, Carol; Kuhlthau, Karen A

2007-01-01

Approximately 13-15 percent of U.S. children have special health care needs. The demands of their caregiving can affect their parents' health and workplace performance. We interviewed forty-one U.S. employers and conducted focus groups with working parents in four U.S. cities to determine the extent to which employers understand the needs of these families and to identify opportunities for improving workplace benefits for these employees beyond health insurance. Employers saw value in improving workforce performance and employee retention through expanded benefits and indicated promising opportunities to improve their response to the needs of employees with children with chronic conditions.

Reducing suboptimal employee decisions can build the business case for employee benefits.

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

The Role of Employees in Training Decisions in Canada

OpenAIRE

Kapsalis, Constantine

1996-01-01

The purpose of this article is not to question the need to provide more employee education and training or to encourage employers to invest more in employee development. Rather, it is to show that the decisions of employees themselves have as much to do with employee education and training as do those of employers. Consequently, the promotion of training requires addressing all workplace partners, not just employers, but also employees themselves, as well as governments, unions and educ...

20 CFR 365.140 - Employment.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employment. 365.140 Section 365.140 Employees... § 365.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

19 CFR 200.735-123 - Effect of employees' and special Government employees' statements on other requirements.

Science.gov (United States)

2010-04-01

... 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...

Employee Screening : Theory and Evidence

OpenAIRE

Fali Huang; Peter Cappelli

2007-01-01

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...

46 CFR 16.401 - Employee Assistance Program (EAP).

Science.gov (United States)

2010-10-01

... 46 Shipping 1 2010-10-01 2010-10-01 false Employee Assistance Program (EAP). 16.401 Section 16.401... Employee Assistance Programs § 16.401 Employee Assistance Program (EAP). The employer shall provide an Employee Assistance Program (EAP) for all crewmembers. The employer may establish the EAP as a part of its...

Analysis of Employee Benefits

OpenAIRE

Burešová, Lenka

2013-01-01

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...

The Effects of Employer-Sponsored Child Care on Employee Absenteeism, Turnover, Productivity, Recruitment or Job Satisfaction: What Is Claimed and What Is Known.

Science.gov (United States)

Miller, Thomas I.

1984-01-01

Evaluates the evidence supporting claims that employer-sponsored child care programs improve employee work behaviors and attitudes. Results indicated that assertions that employer-sponsored child care reduces workers' absenteeism or tardiness, or that it increases workers' productivity or job satisfaction are not supported by credible research.…

26 CFR 1.414(r)-7 - Determination of the employees of an employer's qualified separate lines of business.

Science.gov (United States)

2010-04-01

... same department, or at the same location, to the same qualified separate line of business would be an... qualified separate lines of business. 1.414(r)-7 Section 1.414(r)-7 Internal Revenue INTERNAL REVENUE...-Sharing, Stock Bonus Plans, Etc. § 1.414(r)-7 Determination of the employees of an employer's qualified...

An Employee Assistance Curriculum: The Ultimate Collaborative Function.

Science.gov (United States)

Epstein, Howard V.; Perryman, William J.

Employees who abuse alcohol and drugs experience lost efficiency, absenteeism, poor decision making, and accidents. The economic losses to employers resulting from such abuse and the belief that employers should help employees with personal problems have stimulated corporations and unions to develop employee assistance programs (EAPs). These…

Family employees and absenteeism

OpenAIRE

Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

2014-01-01

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...

Valuing productivity loss due to absenteeism: firm-level evidence from a Canadian linked employer-employee survey

OpenAIRE

Zhang, Wei; Sun, Huiying; Woodcock, Simon; Anis, Aslam H.

2017-01-01

In health economic evaluation studies, to value productivity loss due to absenteeism, existing methods use wages as a proxy value for marginal productivity. This study is the first to test the equality between wage and marginal productivity losses due to absenteeism separately for team workers and non-team workers. Our estimates are based on linked employer-employee data from Canada. Results indicate that team workers are more productive and earn higher wages than non-team workers. However, t...

The provision of wage insurance by the firm: evidence from a longitudinal matched employer-employee dataset

OpenAIRE

Cardoso, Ana Rute; Portela, Miguel

2005-01-01

We evaluate the impact of product market uncertainty on workers wages, addressing the questions: To what extent do firms provide insurance to their workforce, nsulating their wages from shocks in product markets? How does the amount of insurance provided vary with firm and worker attributes? We use a longitudinal matched employer-employee dataset of remarkable quality. The empirical strategy is based on Guiso et al. (2005). We first estimate dynamic models of sales and wages to retriev...

THE BANGLADESHI EMPLOYMENT SECTOR: EMPLOYER PERSPECTIVES CONCERNING ENGLISH PROFICIENCY

Directory of Open Access Journals (Sweden)

Rubina Khan

2012-07-01

Full Text Available Abstract: This paper presents a brief summary of a study which was carried out to investigate how employers representing major employment sectors in the Bangladeshi Industry view the skills and English proficiency level of the current employees. Opinions were also solicited on what skills are required for fresh recruits. Semi-structured interviews were conducted with 30 employers representing the major employment sectors in Bangladeshi Industry. Results revealed the importance of English as an indispensible means of communication in the Bangladeshi corporate sector and showed that the business enterprises use extensive amounts of English. It also highlighted that the existent English proficiency of the employees was far below the required proficiency level. Recommendations were made to address the gap and prepare the youth to meet the demands of the global market. Keywords: English proficiency, competency, employability skills, global literacy skills

Speech Communication Instruction Based on Employers' Perceptions of the Importance of Selected Communication Skills for Employees on the Job.

Science.gov (United States)

Crocker, Jim

To determine which communication skills employers in business and industry perceive as important for employees, a questionnaire was mailed to a random sample of personnel directors in business and industry in the Greater Cincinnati metropolitan area. Of the questionnaires mailed, 89 were returned (29.3% response rate). Analysis of the responses…

Employees with Sleep Disorders

Science.gov (United States)

... 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, ...

The relationship between employer health insurance characteristics and the provision of employee assistance programs.

Science.gov (United States)

Zarkin, G A; Garfinkel, S A

1994-01-01

Workplace drug and alcohol abuse imposes substantial costs on employers. In response, employers have implemented a variety of programs to decrease substance abuse in the workplace, including drug testing, health and wellness programs, and employee assistance programs (EAPs). This paper focuses on the relationship between enterprises' organizational and health insurance characteristics and the firms' decisions to provide EAPs. Using data from the 1989 Survey of Health Insurance Plans (SHIP), sponsored by the Health Care Financing Administration (HCFA), we estimated the prevalence of EAPs by selected organizational and health insurance characteristics for those firms that offer health insurance to their workers. In addition, we estimated logistic models of the enterprises' decisions to provide EAPs as functions of the extent of state substance abuse and mental health insurance mandates, state-level demographic variables, and organizational and health insurance characteristics. Our results suggest that state mandates and demographic variables, as well as organizational and health insurance characteristics, are important explanatory variables of enterprises' decisions to provide EAPs.

49 CFR 214.311 - Responsibility of employers.

Science.gov (United States)

2010-10-01

... Responsibility of employers. (a) Each employer is responsible for the understanding and compliance by its employees with its rules and the requirements of this part. (b) Each employer shall guarantee each employee... 49 Transportation 4 2010-10-01 2010-10-01 false Responsibility of employers. 214.311 Section 214...

How to Limit Discrimination? Analyzing the Effects of Innovative Workplace Practices on Intra-Firm Gender Wage Gaps Using Linked Employer-Employee Data

OpenAIRE

Wolf, Elke; Heinze, Anja

2007-01-01

This paper provides a new approach to assess the impact of organisational changes fostering employee involvement, performance related pay schemes and other relevant trends in personnel policy on the gender wage gap. Our results indicate that innovative human resource practices tend to limit the wage differential between men and women. The innovation of this study is that we use linked employer-employee data to look at within-firm gender wage differentials. To investigate the theoretical hypot...

Firing without fear. Heading off litigation in employee terminations.

Science.gov (United States)

Elliott, C L; Kaiser, G

1989-03-01

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.

14 CFR 120.115 - Employee Assistance Program (EAP).

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 3 2010-01-01 2010-01-01 false Employee Assistance Program (EAP). 120.115... ALCOHOL TESTING PROGRAM Drug Testing Program Requirements § 120.115 Employee Assistance Program (EAP). (a) The employer shall provide an EAP for employees. The employer may establish the EAP as a part of its...

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

Raising Employee Engagement through Workplace Financial Education

Science.gov (United States)

Vitt, Lois A.

2014-01-01

This chapter discusses shifts in hiring and benefits that changed the employment landscape, offering a historical look at workplace financial education, and arguing that educating employees to adjust to new financial realities is a win-win for employers and employees.

Offshoring and Changes in Firms’ Domestic Employment

DEFF Research Database (Denmark)

Timmermans, Bram; Østergaard, Christian Richter

difference on a set of employment characteristics, i.e. employment growth, growth in high skilled employees, and growth in employees with a background in science and engineering, by using a partial propensity score matching approach. The findings of the analyses show that there are clear differences between......In this paper, we investigate, by merging the Danish linked employer-employee database with a Danish offshoring survey, the difference in employment between offshoring and non-offshoring firms that are active in manufacturing industries and business services in Denmark. We measure the mean...... Danish offshoring and non-offshoring firms in how the employee composition changes over time. The change in employment composition differ considerably between manufacturing industries and business services and on whether firms offshore administrative and technical business functions or other types...

Stereotypes of older employees compared to younger employees in Slovenian companies

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2016-01-01

Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...

Workplace breastfeeding support for hospital employees.

Science.gov (United States)

Dodgson, Joan E; Chee, Yuet-Oi; Yap, Tian Sew

2004-07-01

Breastfeeding initiation rates have been steadily rising in Hong Kong, but most employed women wean prior to returning to work. While health care providers promote breastfeeding, women receive little support from employers. A few health care facilities offer some workplace breastfeeding support, but little is known about the specific types and amount of support that are offered. This paper reports a study whose aim was to describe workplace supports available to breastfeeding women employed by hospitals that provide maternity services in Hong Kong, and to determine if differences in workplace supports exist based on the hospitals' numbers of employees or funding source. In late 2001, a cross-sectional survey was completed by nurse managers or lactation consultants most knowledgeable about supports to breastfeeding employees in 19 hospitals. The number of workplace breastfeeding supports or Breastfeeding Support Score (M = 7.47; sd = 3.37) varied considerably. Mean Breastfeeding Support Score for government-funded hospitals was significantly higher (t = 2.31; P = 0.03) than for private hospitals. Of the 14 hospitals that had a designated space for using a breast pump, only five (26.3%) had a private room with a door that locked. Only two hospitals (11.1%) allowed employees to take breaks as needed to use a pump; employees in 10 (55.6%) had to use their meal and regular break times. Hospitals having a hospital-wide committee that addressed workplace breastfeeding issues had a more supportive environment for breastfeeding employees. Although all surveyed hospitals returned the questionnaire, the sample size was small. It was difficult to ensure accuracy and to differentiate subtle variations in the services provided using a self-report survey. Facilitating continued breastfeeding after employees' return to work requires that employers understand the needs of breastfeeding employees. Policy at the level of the employer and government is an essential component of

Composite Index of Local Government Employees Satisfaction

Directory of Open Access Journals (Sweden)

Jefmański Bartłomiej

2014-07-01

Full Text Available The paper proposes a structure of a composite Index of Local Government Employees Satisfaction (ESI in Poland. The index provides a based on four sub-indices synthetic assessment of the level of employee satisfaction with the employment in local government offices. The sub-indices have been constructed using an exploratory factor analysis with the VARIMAX one. The ESI and sub-indices values have been normalized in the range of [0–100%], wherein higher ESI values indicate higher employee satisfaction. The proposed approach is used to assess the level of employee satisfaction with the employment in some local government units in the West Pomerania province. The analysis was based on the results of the measurements made in 2009–2010 by comparing the results of two groups of employees separated on the basis of a criterion of their place of employment.

Organizational and Client Commitment among Contracted Employees

Science.gov (United States)

Coyle-Shapiro, Jacqueline A-M.; Morrow, Paula C.

2006-01-01

This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses…

Added Value of Employee Financial Participation

NARCIS (Netherlands)

Poutsma, F.; Kaarsemaker, E.C.A.; Andresen, M.; Nowak, C.

2015-01-01

This chapter broadens our understanding of the added value of employee financial participation. Financial participation is a generic term for the participation of employees in profit and enterprise results including equity of their employing firm. In general, there are two forms of employee

Bereaved Employee: Returning to Work

Science.gov (United States)

... 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 ...

Age management in Slovenian enterprises: the viewpoint of older employees

Directory of Open Access Journals (Sweden)

Jana Žnidaršič

2010-12-01

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.

Employment and employment conditions in the current economic crisis in Croatia

Directory of Open Access Journals (Sweden)

Goran Vukšić

2014-06-01

Full Text Available The goal of this research is to analyze developments in employment and employment characteristics during the current crisis in Croatia. The main findings can be summarized as follows: (1 The primary (aggregate mode of adjustment to the crisis was a decline in employment. There are, however, considerable differences in adjustment patterns across economic activities. (2 During the crisis, jobs were lost in the, more dynamic, private sector, while the number of jobs in the public sector (entities in state ownership slightly increased. (3 Economic activities with comparatively larger shares of women in employment have experienced fewer employment cuts and the aggregate employment share of women rose during the crisis, especially in activities with a larger share of public sector workers.(4 There has been a declining share of younger workers during the crisis, justifying policy actions to facilitate their employment. (5 Employees with comparatively lower educational attainment face severe challenges in the labor market, which is a longer term trend, not specific to the crisis period. There are indications that this group of employees enjoys a higher level of protection in the public sector. (6 Analysis also shows a rising significance of more flexible forms of employment: increasing shares of fixed term employees (during the last two observed years, and of part time workers. (7 Working hours do not exhibit any strong trends specific to the crisis, except for the diminishing number of overtime hours per worker.

20 CFR 638.509 - Leisure-time employment.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Leisure-time employment. 638.509 Section 638.509 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.509 Leisure-time employment...

Understanding the real risks of changing employee benefit plans.

Science.gov (United States)

Kane, Jon; St Amour, Jeffrey

2005-01-01

In an environment of constant change, corporations are looking to alter employee benefits programs to make them more responsive to employee and business needs. A complete risk assessment process is the key to preparing for changes to employee benefits programs by providing employers with an analysis of cost savings against the potential negative ramifications of change. This article outlines the steps involved in a complete review of risk assessment. It then discusses how employers can develop successful change management communication strategies if, after conducting a risk assessment, employers decide to move forward with alterations to their employee benefits programs.

49 CFR 99.735-81 - Post-employment duties and responsibilities.

Science.gov (United States)

2010-10-01

... benefit an employee's prospective private employer. All Government employees and special Government... RESPONSIBILITIES AND CONDUCT Responsibilities of the Government Employee and Special Government Employee Following Departure From Government Service § 99.735-81 Post-employment duties and responsibilities. The duties and...

The Concept of Rights and Protection to Employees: A Comparative Overview

Directory of Open Access Journals (Sweden)

RAJA RAZIFF RAJA SHAHARUDDIN

2013-12-01

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.

Employment in Agribusiness.

Science.gov (United States)

Hilgenberg, Gene; Huston, Jane

This curriculum guide is intended to assist persons teaching a course in employment in agribusiness. Addressed in the individual units of instruction are the following topics: employment information (training plans/agreements and wages, taxes, and fringe benefits); human relations (employer/employee/customer relations and communication skills);…

[Workplace health promotion in Poland in 2015 - Diagnosis based on a representative survey of companies employing more than 50 employees].

Science.gov (United States)

Puchalski, Krzysztof; Korzeniowska, Elżbieta

2017-03-24

The workplace health promotion (WHP) activity of enterprises in Poland was examined. The findings referred to how many companies implemented non-obligatory actions for health and what actions were taken, what were the reasons and obstacles in the implementation, whether companies evaluated their activity, how they motivated staff to WHP, and whether the size and economic standing differentiated their activity. Representative survey, consisted of computer assisted telephone interviews with delegates of the boards of 1000 companies employing > 50 employees, held in November-December 2015. Every second company undertook voluntary actions for workers health. Most often they offered medical care, supported physical activity and took care about the work environment in a higher range than required by binding regulations. They promoted health to build company's good image, improve productivity and reduce costs. The tradition of WHP in the company, attitudes of employers and intention to boost the vitality of employees also played a role . Despite good financial standing of companies, the shortage of funds was the main barrier in the implementation of WHP activities. Other impediments, such as lack of sufficient state incentives, workload of the management staff, lack of knowledge about WHP benefits and lack of good pro-health services were observed as well. Few companies motivated employees to WHP and carried out its evaluation. The development of WHP requires dissemination of its benefits among employers, human resources and safety personnel trainings in WHP management, implementation of the system of relief and prestigious awards for active companies, increase in the number and scope of research works on WHP conditions and effectiveness. Crucial herein is the role of the state in cooperation with other major WHP actors. Med Pr 2017;68(2):229-246. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Estimating the cost of a smoking employee.

Science.gov (United States)

Berman, Micah; Crane, Rob; Seiber, Eric; Munur, Mehmet

2014-09-01

We attempted to estimate the excess annual costs that a US private employer may attribute to employing an individual who smokes tobacco as compared to a non-smoking employee. Reviewing and synthesising previous literature estimating certain discrete costs associated with smoking employees, we developed a cost estimation approach that approximates the total of such costs for U.S. employers. We examined absenteeism, presenteesim, smoking breaks, healthcare costs and pension benefits for smokers. Our best estimate of the annual excess cost to employ a smoker is $5816. This estimate should be taken as a general indicator of the extent of excess costs, not as a predictive point value. Employees who smoke impose significant excess costs on private employers. The results of this study may help inform employer decisions about tobacco-related policies. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

49 CFR 199.245 - Contractor employees.

Science.gov (United States)

2010-10-01

... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.245 Section 199.245... Prevention Program § 199.245 Contractor employees. (a) With respect to those covered employees who are contractors or employed by a contractor, an operator may provide by contract that the alcohol testing...

20 CFR 616.10 - Reuse of employment and wages.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Reuse of employment and wages. 616.10 Section 616.10 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTERSTATE ARRANGEMENT FOR COMBINING EMPLOYMENT AND WAGES § 616.10 Reuse of employment and wages. Employment and wages...

10 CFR 19.20 - Employee protection.

Science.gov (United States)

2010-01-01

... 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...

49 CFR 199.115 - Contractor employees.

Science.gov (United States)

2010-10-01

... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.115 Section 199.115... § 199.115 Contractor employees. With respect to those employees who are contractors or employed by a contractor, an operator may provide by contract that the drug testing, education, and training required by...

Perspectives on Workplace Health Promotion Among Employees in Low-Wage Industries.

Science.gov (United States)

Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2015-01-01

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.

Employment relations, flexibility and risk

DEFF Research Database (Denmark)

Jensen, Carsten Strøby

Employment relations literature often distinguishes between social democratic/corporatist models of employment relations and liberal models of employment relations as they are seen as opposite or at least different ways of organizing labor markets. They are often characterized as having very...... different risk profiles in terms of relationships between employees, employers, and the state. Low levels of labor market regulation very often characterize the liberal models of employment relations as we know them from, for instance, the USA and the UK. This means that employment conditions are very often...... insecure and that the burden of unemployment risk mostly lies with the employees rather than the employer. Corporatist – or social democratic – employment relations models are, in contrast to the liberal models, often characterized by stricter regulation of the labor market and by high standards...

20 CFR 404.1003 - Employment.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employment. 404.1003 Section 404.1003...- ) Employment, Wages, Self-Employment, and Self-Employment Income Employment § 404.1003 Employment. Employment....1010. Section 404.1004 states the general rule on the kinds of work covered as employment. Exceptions...

Differences in self-rated health by employment contract and household structure among Japanese employees: a nationwide cross-sectional study.

Science.gov (United States)

Kachi, Yuko; Inoue, Mariko; Nishikitani, Mariko; Yano, Eiji

2014-01-01

The aim of this study was to examine whether the association between employment contract and self-rated health differs by household structure in a representative sample of employees in Japan. The participants were 81,441 male and 64,471 female employees aged 18-59 years who had participated in the 2010 Comprehensive Survey of Living Conditions. We assessed the interactive effect of employment contract (permanent or precarious) and household structure (couple only, couple with children, single parent, single person, or other multi-person) on fair/poor health, adjusting for covariates by using logistic regression. We then calculated the relative poverty rate by employment contract and household structure. The interaction effect was significant for women (p<0.001) but not for men (p=0.413). A higher percentage of female precarious workers who lived in single-parent households (20.2%) reported fair/poor health compared with those in other types of households (10.4-13.2%), although the prevalence of fair/poor health did not differ substantially by household structure among female permanent workers. The relative poverty rates of female precarious workers who lived in single-parent households were higher compared with those of other female workers. Our results suggest that female precarious workers are not a homogeneous group and that those living in single-parent households suffer from poor health due to low income and insufficient coverage by insurance firms and family-based safety nets.

Nuclear employers meeting their employees' motives

International Nuclear Information System (INIS)

Heininen-Ojanperae, Marke

1998-01-01

Full text: In modem Western societies the employees' motivational issues are no more only their employers' concern. The pioneering, older generations in the nuclear field may share a sense of common depression. The 'emulator' generation with to 15 years of work experience may find they cannot see clear or similar career paths due to construction recession. Their skills may be harnessed in future decommissioning, only. Finally, the young people entering professional education with these signs around may opt for other competing trades already during their first years in college and university, although their capacity would be crucial in case of any new wave arising. However, nuclear generation is a trade as any, even the safety concern can be seen as a facet of quality of the nuclear companies' service, which can be drawn in any situation from the customers or stake holders. All businesses have life-cycles and only a few of us can ride the rising wave - the majority of us are either lagging behind or too early. This is not to deny the general responsibility of those wooing new people to the trade or having made earlier decisions. The motivational solution, if any, is to be found in celebrating the richness of the individual and local working situations. With this idea in mind, we may summarise a set of constructive approaches for motivation: - The complexity of the work and technical condition at nuclear plants; - Certain exclusiveness of the work; - Heritage of good working conditions and quality philosophy; - Large risks that can actually be managed at everyday work; - Certain general environmental benefits; - Heritage of global aspects in networking; - The promise and new learning of new user-countries; - Scientific emphasis; - Waning Big Science approach; - Many nuclear plants are situated in impressive settings of nature. Finally, there is also a set of de-constructive, motivational factors: - The quest of high, total availability as basic load power excludes a

29 CFR 541.502 - Away from employer's place of business.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Away from employer's place of business. 541.502 Section 541... OUTSIDE SALES EMPLOYEES Outside Sales Employees § 541.502 Away from employer's place of business. An outside sales employee must be customarily and regularly engaged “away from the employer's place or places...

Joint operating agreements - health and safety and employment issues

International Nuclear Information System (INIS)

Molnar, L.F.

1999-01-01

The extent of non-operator exposure to health and safety and other employment liability is considered. Under the terms of the Canadian Association of Petroleum Landman agreements, the designated operator is the sole employer for joint operations. By these terms, the placement of responsibility for employees involved in a joint operation appears clear. It is to rest with the operator alone. As such, one would expect that the non-operator would be free from liabilities arising out of the employment relations of a project. It has been held, in cases of interrelated companies, that an individual can be an employee of more than one company at the same time. Alberta's Occupational Health and Safety Act, as well as the similar Acts in other provinces, impose a hierarchy of duties and obligations not only on employers but also upon contractors, suppliers and workers to ensure that safety is secured. Relevant definitions in the Act state this. An employer of an employee is vicariously liable for torts committed by the employee in the course of his employment. The questions are asked of what happens if a non-operator lends an employee to the operator and the employee tortiously injures a third party, and if the temporary employer, the operator, becomes the employer in the event of vicarious liability. 20 refs

Employee response to harassment by immediate supervisor / Moeti Gilbert Maibi

OpenAIRE

Maibi, Moeti Gilbert

2013-01-01

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...

78 FR 61153 - Post-Employment Conflict of Interest Regulations; Exempted Senior Employee Positions

Science.gov (United States)

2013-10-03

... 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...

19 CFR 19.46 - Employee lists.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 1 2010-04-01 2010-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to a... new employees. The operator shall, within 10 calendar days, advise the port director if the employment...

20 CFR 627.225 - Employment generating activities.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Employment generating activities. 627.225 Section 627.225 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR GENERAL... chambers of commerce); JTPA staff participation on economic development boards and commissions, and work...

Improving Employee Benefits: Doing the Right Thing.

Science.gov (United States)

Perreault, Joe

1990-01-01

With some exceptions, child care workers receive fewer employee benefits than workers in other occupations. The employer's and the employee's point of view on employee benefits are discussed. Also considers availability of benefits in child care and the obstacles to improved benefits for workers. (DG)

29 CFR 784.147 - Employees “employed in” canning.

Science.gov (United States)

2010-07-01

... within the exemption provided by section 13(b)(4). Thus, employees engaged in handling the fish or seafood, placing it into the cans, providing steam for cooking it or operating the machinery that seals...

Stereotypes of older employees compared to younger employees in Slovenian companies

Directory of Open Access Journals (Sweden)

Maja Rožman

2016-01-01

Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.

20 CFR 1002.36 - Can an employer be liable as a successor in interest if it was unaware that an employee may claim...

Science.gov (United States)

2010-04-01

... 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. ...

26 CFR 801.5 - Employee satisfaction measures.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 20 2010-04-01 2010-04-01 false Employee satisfaction measures. 801.5 Section... REVENUE SERVICE § 801.5 Employee satisfaction measures. The employee satisfaction numerical ratings to be... employed to gather data regarding satisfaction. The information gathered will be used to measure, among...

Health assessment of self-employed in the food service industry.

Science.gov (United States)

Grégoris, Marina; Deschamps, Frédéric; Salles, Julie; Sanchez, Stéphane

2017-07-01

Objectives This study's objective was to assess the morbidity of self-employed workers in the food service industry, an industry with a large amount of occupational health risks. Methods A cross-sectional study, consisting of 437 participants, was conducted between 2011 and 2013 in Champagne-Ardenne, France. The health questionnaire included an interview, a clinical examination, and medical investigations. Results The study population consisted of 146 self-employed workers (not working for an employer) and 291 employees (working with employment contracts for an employer). Logistic regression analysis revealed that self-employed workers had a higher morbidity than employees, after adjusting for age (OR: 3.45; 95% CI: 1.28 to 9.25). Main adverse health conditions were joint pain (71.2% self-employed vs. 38.1% employees, p < 0.001), ear disorders (54.1% self-employed vs. 33.7%, employees, p < 0.001), and cardiovascular diseases (47.3% self-employed vs. 21% employees, p < 0.001). Conclusions The study highlights the need for occupational health services for self-employed workers in France so that they may benefit from prevention of occupational risks and health surveillance. Results were presented to the self-employed healthcare insurance fund in order to establish an occupational health risks prevention system.

Employers' perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in Australia.

Science.gov (United States)

Scott, Melissa; Jacob, Andrew; Hendrie, Delia; Parsons, Richard; Girdler, Sonya; Falkmer, Torbjörn; Falkmer, Marita

2017-01-01

Research has examined the benefits and costs of employing adults with autism spectrum disorder (ASD) from the perspective of the employee, taxpayer and society, but few studies have considered the employer perspective. This study examines the benefits and costs of employing adults with ASD, from the perspective of employers. Fifty-nine employers employing adults with ASD in open employment were asked to complete an online survey comparing employees with and without ASD on the basis of job similarity. The findings suggest that employing an adult with ASD provides benefits to employers and their organisations without incurring additional costs.

Perspectives on workplace health promotion among employees in low-wage industries

Science.gov (United States)

Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2016-01-01

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

The impact of employment statutes on independent contract workers

International Nuclear Information System (INIS)

Molnar, L.F.

1999-01-01

The minimum statutory entitlements that apply to employees and independent contractors engaged in Alberta's petroleum industry were reviewed. The importance of employers being aware of the potential applications of these statutes to its independent contractors was emphasized. The employment relationship between independent contractors and employers are regulated by the Employment Standards Code and the Human Rights, Citizenship and Multiculturalism Act. The paper also described the obligations that the Occupational Health and Safety Act and the Workers' Compensation Act impose on both employers and independent contractors. This presentation also listed the criteria used in determining if a person is performing a contract of employment or a contract for service. An employee/non-employee questionnaire was also included

Employee perception of breastfeeding-friendly support and benefits of breastfeeding as a predictor of intention to use breast-pumping breaks after returning to work among employed mothers.

Science.gov (United States)

Tsai, Su-Ying

2014-01-01

Although increasing numbers of large companies are complying with demands for a breastfeeding-friendly workplace by providing lactation rooms and breast-pumping breaks, the effectiveness for intention to use breast-pumping breaks to express breast milk among employed mothers is uncertain. To explore the impact of employees' perceived breastfeeding support from the workplace and the benefits of breastfeeding on a woman's intention to use breast-pumping breaks after returning to work, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan. A structured questionnaire survey was administered to 715 working mothers employed in an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. Questionnaire content included female employee demographics, employment characteristics, and breastfeeding behavior after returning to work, as well as employees' perception of breastfeeding-friendly support and awareness of the benefits of breastfeeding when raising their most recently born child. Higher education (odds ratio [OR] 2.33), non-clean room worksite (OR 1.51), awareness of breast-pumping breaks (OR 4.70), encouragement by colleagues to use breast-pumping breaks (OR 1.76), and greater awareness of the benefits of breastfeeding (OR 1.08) were significant predictors of the use of breast-pumping breaks after returning to work, whereas the perception of inefficiency when using breast-pumping breaks reduced an employed mother's intention to use breast-pumping breaks (OR 0.55). This study finds an association between an appreciation of the benefits provided by the employer and the likelihood of increased usage of breastfeeding breaks. Workplaces and employers can help employed mothers to understand the benefits of breastfeeding, which may increase the intention of the mother to take breast-pumping breaks after returning to work.

Employee Perception of Breastfeeding-Friendly Support and Benefits of Breastfeeding as a Predictor of Intention to Use Breast-Pumping Breaks After Returning to Work Among Employed Mothers

Science.gov (United States)

2014-01-01

Abstract Background: Although increasing numbers of large companies are complying with demands for a breastfeeding-friendly workplace by providing lactation rooms and breast-pumping breaks, the effectiveness for intention to use breast-pumping breaks to express breast milk among employed mothers is uncertain. To explore the impact of employees' perceived breastfeeding support from the workplace and the benefits of breastfeeding on a woman's intention to use breast-pumping breaks after returning to work, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan. Subjects and Methods: A structured questionnaire survey was administered to 715 working mothers employed in an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. Questionnaire content included female employee demographics, employment characteristics, and breastfeeding behavior after returning to work, as well as employees' perception of breastfeeding-friendly support and awareness of the benefits of breastfeeding when raising their most recently born child. Results: Higher education (odds ratio [OR] 2.33), non–clean room worksite (OR 1.51), awareness of breast-pumping breaks (OR 4.70), encouragement by colleagues to use breast-pumping breaks (OR 1.76), and greater awareness of the benefits of breastfeeding (OR 1.08) were significant predictors of the use of breast-pumping breaks after returning to work, whereas the perception of inefficiency when using breast-pumping breaks reduced an employed mother's intention to use breast-pumping breaks (OR 0.55). Conclusions: This study finds an association between an appreciation of the benefits provided by the employer and the likelihood of increased usage of breastfeeding breaks. Workplaces and employers can help employed mothers to understand the benefits of breastfeeding, which may increase the intention of the mother to take breast-pumping breaks after returning to work. PMID:24304034

It can work: Open employment for people with experience of mental illness.

Science.gov (United States)

Peterson, Debbie; Gordon, Sarah; Neale, Jenny

2017-01-01

Previous research has tended to focus on the barriers to employment for people with mental illness and the extra support they may need. This research contributes to the knowledge base pertaining to this population by looking at successful employment relationships in New Zealand. To describe factors enabling and/or sustaining the open employment of people with experience of mental illness. Fifteen pairs of employers and employees were interviewed individually but consecutively (using a semi-structured interview schedule) about their perceptions of the critical factors that enabled and sustained the employee's employment. Employee participants were recruited by advertisement, with employers approached through their employees. Transcripts were analysed using a thematic analysis. Themes raised in the interviews included the meaning of work, disclosure of mental illness, the benefits of working, special arrangements or accommodations, the work environment and key things employers and employees do to sustain successful employment. Four critical success factors were identified relating to disclosure, the employment relationship, freedom from discrimination and workplace flexibility.

The Netherlands: self-employed

NARCIS (Netherlands)

Houtman, I.L.D.

2009-01-01

This is the national contribution to the CAR on self-employed workers in the Netherlands. In this national contribution information is provided on self-employed workers in relation to (1) legal provisions and social security, (2) recent trends in self-employment with no employees, (3) collective

Valuing productivity loss due to absenteeism: firm-level evidence from a Canadian linked employer-employee survey.

Science.gov (United States)

Zhang, Wei; Sun, Huiying; Woodcock, Simon; Anis, Aslam H

2017-12-01

In health economic evaluation studies, to value productivity loss due to absenteeism, existing methods use wages as a proxy value for marginal productivity. This study is the first to test the equality between wage and marginal productivity losses due to absenteeism separately for team workers and non-team workers. Our estimates are based on linked employer-employee data from Canada. Results indicate that team workers are more productive and earn higher wages than non-team workers. However, the productivity gap between these two groups is considerably larger than the wage gap. In small firms, employee absenteeism results in lower productivity and wages, and the marginal productivity loss due to team worker absenteeism is significantly higher than the wage loss. No similar wage-productivity gap exists for large firms. Our findings suggest that productivity loss or gain is most likely to be underestimated when valued according to wages for team workers. The findings help to value the burden of illness-related absenteeism. This is important for economic evaluations that seek to measure the productivity gain or loss of a health care technology or intervention, which in turn can impact policy makers' funding decisions.

Premium growth and its effect on employer-sponsored insurance.

Science.gov (United States)

Vistnes, Jessica; Selden, Thomas

2011-03-01

We use variation in premium inflation and general inflation across geographic areas to identify the effects of downward nominal wage rigidity on employers' health insurance decisions. Using employer level data from the 2000 to 2005 Medical Expenditure Panel Survey-Insurance Component, we examine the effect of premium growth on the likelihood that an employer offers insurance, eligibility rates among employees, continuous measures of employee premium contributions for both single and family coverage, and deductibles. We find that small, low-wage employers are less likely to offer health insurance in response to increased premium inflation, and if they do offer coverage they increase employee contributions and deductible levels. In contrast, larger, low-wage employers maintain their offers of coverage, but reduce eligibility for such coverage. They also increase employee contributions for single and family coverage, but not deductibles. Among high-wage employers, all but the largest increase deductibles in response to cost pressures.

Small employers and the challenge of sponsoring a retirement plan: results of the 1998 Small Employer Retirement Survey.

Science.gov (United States)

Yakoboski, P; Ostuw, P

1998-10-01

Forty-two million individuals work for small employers; 9 million are participating in an employment-based retirement plan, while 33 million are not participating in a plan. This Issue Brief examines the barriers that prevent small employers from sponsoring a retirement plan, their level of knowledge about plans, and changes that might lead to plan sponsorship. It also examines the motivations of small employers that sponsor retirement plans. Small employers identify three main reasons for not offering a plan: employees' preferences for wages and/or other benefits, administrative costs, and uncertain revenue that makes it difficult to commit to a plan. Small employers without plans report being familiar with 401(k) and profit-sharing plans, but little else. Forty-seven percent report never having heard of the savings incentive match plan for employees (SIMPLE), and 55 percent report never having heard of simplified employee pensions (SEPs). There is apparent misunderstanding about retirement plans among small employers that do not sponsor one, especially with regard to costs. For example, 35 percent do not know that a plan can be set up for less than $2,000. What changes would lead to serious consideration of retirement plan sponsorship? In order of reported importance: increased company profits (66 percent), a business tax credit (64 percent), reduced administrative requirements (50 percent), demand from employees (49 percent), allowing key executives to save more in the plan (49 percent), and easing, i.e., lengthening, of vesting requirements (40 percent). Many small employers that sponsor a retirement plan cite business reasons among their motivations. Sixty-eight percent cite a "positive effect on employee attitude and performance" as a major reason for offering a plan. Fifty-six percent cite a "competitive advantage in employee recruitment and retention" as a major reason. Small employers with a retirement plan report direct benefits from sponsorship, but many

Indian primacy procedures handbook for the public water system supervision (PWSS) program and the underground injection control (UIC) program

International Nuclear Information System (INIS)

1993-03-01

The handbook defines primacy, the responsibilities of primacy, primacy's advantages and limitations, and how to seek primacy. Primacy is a provision in the 1986 Amendments to the Safe Drinking Water Act (SDWA). It allows Indian Tribes the opportunity to assume principal responsibility in the enforcement of public drinking water and/or underground injection control (UIC) regulations within the Indian Tribe's jurisdiction. To attain primacy a Tribe must have drinking water and underground injection control regulations which are at least as strict as EPA regulations, and must have an independent agency or organization within the Tribal government that has the power to enforce its regulations

The changing employment relationship in the chemical industry : the role of the employment- and psychological contract / Elsabé Keyser.

OpenAIRE

Keyser, Elsabé

2010-01-01

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey...

Analysis of employee benefits in a certain company

OpenAIRE

Valderová, Lenka

2009-01-01

The aim of this bachelor's thesismis to present motivation, the employee benefits and possibilities of providing them by the employer. Next there will follow analysis of the provided employee benefits in a chosen company. The analysis should reveal if the company applies theoretical knowledge in providing the employee benefits into practical life to meet its employees satisfaction.

Research highlights from the UIC/NIH Center for Botanical Dietary Supplements Research for Women’s Health: Black cohosh from the field to the clinic

Science.gov (United States)

Farnsworth, Norman R; Mahady, Gail B.

2009-01-01

In 1999, the Department of Medicinal Chemistry and Pharmacognosy at the College of Pharmacy, University of Illinois (UIC) at Chicago was funded to establish a Botanical Dietary Supplements Research Center from the National Institutes of Health (NIH). The emphasis of the UIC/NIH Center for Botanical Dietary Supplements Research (CBDSR) is botanical dietary supplements (BDS) for women's health. Center’s research has focused on BDS that may improve women's health and quality of life, specifically in the areas of menopause, premenstrual syndrome, and persistent urinary tract infections. Center investigators have overcome many challenges associated with botanical dietary supplements research, including acquiring and identifying plant species for investigation, isolating and identifying active constituents, elucidating the mechanisms of action of these botanicals, and conducting phase I and phase II clinical studies. Black cohosh [Actaea racemosa L. (Ranunculaceae)] has been used as a model to illustrate the steps involved in taking a botanical dietary supplement from the field, all the way to clinical trials. Bioassays are described that were necessary to elucidate the pertinent biological studies of plant extracts and their mechanisms of action. The Center has used an innovative multidisciplinary approach to this type of research, and thus has been very successful in fulfilling its specific aims. PMID:20161501

Employment contracts and health selection: Unhealthy employees out and healthy employees in?

NARCIS (Netherlands)

Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J. van den; Taris, T.W.

2012-01-01

OBJECTIVE:: The healthy worker effect implies that healthy workers go "up" in employment status whereas less healthy workers go "down" into precarious temporary employment or unemployment. These hypotheses were tested during an economic recession, by predicting various upward and downward contract

Employment Contracts and Health Selection Unhealthy Employees Out and Healthy Employees In?

NARCIS (Netherlands)

Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J. van den; Taris, T.W.

2012-01-01

Objective: The healthy worker effect implies that healthy workers go "up" in employment status whereas less healthy workers go "down" into precarious temporary employment or unemployment. These hypotheses were tested during an economic recession, by predicting various upward and downward contract

Employer Child Care Surviving and Thriving: Employer Child Care Trend Report #17

Science.gov (United States)

Neugebauer, Roger

2010-01-01

Today employer child care is accepted as standard benefit for employees and nearly all Fortune 500 companies have gotten involved. The current recession threatened to halt the growth of employer child care as companies consolidated, cut back, and folded. However, in reviewing the status of employer child care for this trend report, it appears that…

26 CFR 31.3211-3 - Employee representative supplemental tax.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Employee representative supplemental tax. 31... (CONTINUED) EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE Railroad Retirement Tax Act (Chapter 22, Internal Revenue Code of 1954) Tax on Employee...

Estimation of Employee Turnover with Competing Risks Models

Directory of Open Access Journals (Sweden)

Grzenda Wioletta

2015-12-01

Full Text Available Employee turnover accompanies every business organization, regardless of the industry and size. Nowadays, many companies struggle with problems related to the lack of sufficient information about the nature of employee turnover processes. Therefore, comprehensive analysis of these processes is necessary. This article aims to examine the turnover of employees from a big manufacturing company using competing risks models with covariates and without covariates. This technique allows to incorporate the information about the type of employment contract termination. Moreover, Cox proportional hazard model enables the researcher to analyse simultaneously multiple factors that affect employment duration. One of the major observations is that employee remuneration level differentiates most strongly the risk of job resignation.

Childcare Programs Benefit Employers, Too.

Science.gov (United States)

Petersen, Donald J.; Massengill, Douglas

1988-01-01

The person selecting a childcare program should consider how various plans would benefit employers as well as employees. The needs of the employees and the company must be considered and the options, benefits, and drawbacks of programs must be studied. (JOW)

20 CFR 203.7 - Local lodge employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Local lodge employee. 203.7 Section 203.7... THE ACT § 203.7 Local lodge employee. An individual who, prior to January 1, 1937, shall have rendered service to a local lodge or division of a railway labor organization included as an employer under section...

Work and family life of childrearing women workers in Japan: comparison of non-regular employees with short working hours, non-regular employees with long working hours, and regular employees.

Science.gov (United States)

Seto, Masako; Morimoto, Kanehisa; Maruyama, Soichiro

2006-05-01

This study assessed the working and family life characteristics, and the degree of domestic and work strain of female workers with different employment statuses and weekly working hours who are rearing children. Participants were the mothers of preschoolers in a large Japanese city. We classified the women into three groups according to the hours they worked and their employment conditions. The three groups were: non-regular employees working less than 30 h a week (n=136); non-regular employees working 30 h or more per week (n=141); and regular employees working 30 h or more a week (n=184). We compared among the groups the subjective values of work, financial difficulties, childcare and housework burdens, psychological effects, and strains such as work and family strain, work-family conflict, and work dissatisfaction. Regular employees were more likely to report job pressures and inflexible work schedules and to experience more strain related to work and family than non-regular employees. Non-regular employees were more likely to be facing financial difficulties. In particular, non-regular employees working longer hours tended to encounter socioeconomic difficulties and often lacked support from family and friends. Female workers with children may have different social backgrounds and different stressors according to their working hours and work status.

Availability and Use of Workplace Supports for Health Promotion Among Employees of Small and Large Businesses.

Science.gov (United States)

Dale, Ann Marie; Enke, Chris; Buckner-Petty, Skye; Hipp, James Aaron; Marx, Christine; Strickland, Jaime; Evanoff, Bradley

2018-01-01

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.

Employee participation in decision-making in architectural firms

Directory of Open Access Journals (Sweden)

Adedapo Oluwatayo

2017-06-01

Full Text Available In this study, the participation of employee architects in decision-making in architectural firms is investigated. This is with a view to identifying the organisational contexts that enhance employee participation in decision making. The impact of such participation on the performances of the firms was also assessed. This study was carried out through a questionnaire survey of employers of architects in Nigeria. In agreement with findings of previous studies, participation of the employees of the architectural firms in the study in decision making is low. Employee participation in decision making in the firms was dependent on the staffing strategy and proportion of junior staff in many cases. The positive impact of employee participation in decision making on firm performance varied with the nature of the decision. This study concludes that there is need for employers in architectural firms to identify the categories of decision that employees should be involved in and to modify their firm contexts to encourage participation where desired.

Employee Retention Strategies And Organizational Performance ...

African Journals Online (AJOL)

Implication of the results for practice is that any organization that fails to put in place adequate employee retention strategies is not likely to retain competent and motivated workforce in its employment and hence experience frequent labour turnover and poor organizational performance. Keywords: Employees, Retention ...

20 CFR 702.402 - Employer's duty to furnish; duration.

Science.gov (United States)

2010-04-01

... Care and Supervision § 702.402 Employer's duty to furnish; duration. It is the duty of the employer to furnish appropriate medical care (as defined in § 702.401(a)) for the employee's injury, and for such... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Employer's duty to furnish; duration. 702.402...

45 CFR 1170.23 - Employment criteria.

Science.gov (United States)

2010-10-01

... concerning employment so as best to ensure that, when administered to an applicant or employee who has a... applicant's or employee's job skills, aptitude, or other factors relevant to adequate performance of the job...

17 CFR 200.735-7 - Negotiation for employment.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Negotiation for employment. 200.735-7 Section 200.735-7 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION... Employees and Former Members and Employees of the Commission § 200.735-7 Negotiation for employment. (a) An...

Accounting and tax aspects of employee benefits

OpenAIRE

Kudláčková, Kristýna

2015-01-01

The thesis is dedicated to the exploration and analysis of the implementation of employee benefits such as the types of benefits provided by employers to employees according to Czech accounting and tax regulations. In the theoretical part deals with the topic of employee motivation at the work and describes the best known motivational theories. It tries to highlight the interconnections of social policy, evaluation and remuneration system with the level of employee satisfaction and its impact...

General Outside Employment

Data.gov (United States)

Montgomery County of Maryland — This dataset contains all outside employment requests held by employees of Montgomery County (excluding uniformed police officer) approved by the Ethics Commission...

20 CFR 227.4 - Reduction for employer pension.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Reduction for employer pension. 227.4 Section... COMPUTING SUPPLEMENTAL ANNUITIES § 227.4 Reduction for employer pension. (a) General. The supplemental annuity for each month is reduced by the amount of any private pension the employee is receiving for that...

20 CFR 655.1301 - Applications for temporary employment certification in agriculture.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Applications for temporary employment certification in agriculture. 655.1301 Section 655.1301 Employees' Benefits EMPLOYMENT AND TRAINING... Applications for temporary employment certification in agriculture. (a) Application filing requirements. (1) An...

[Employee satisfaction in hospitals - validation of the Picker employee questionnaire: the German version of the "survey of employee perceptions of health care delivery" (Picker Institute Boston)].

Science.gov (United States)

Riechmann, M; Stahl, K

2013-05-01

The aim of this study was the validation of a questionnaire specially developed for the German health-care market to measure workplace-related satisfaction of all employees in direct or indirect contact to patients. Beside this, its suitability for use in human resource and quality management was tested. Based on data from a postal survey of 38 054 employees from 37 hospitals a psychometric evaluation was done via exploratory factor analysis and reliability as well as regression analysis. For testing the capability to differentiate, subgroup analyses were conducted. 14 factors (Cronbach's alpha between 0.6 and 0.9) were extracted, explaining 44% of the variance. The factors leadership and organisational culture, conditions of employment, work load and relationship to direct line manager had the strongest influence on overall employee satisfaction. Age, gender, employment status, and senior position influence job satisfaction or relevant satisfaction-related factors. Psychometric properties, the ability to differentiate between employee groups and practicability render the questionnaire well suited for use in human resource and quality management of hospitals. © Georg Thieme Verlag KG Stuttgart · New York.

20 CFR 404.1065 - Self-employment coverage.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Self-employment coverage. 404.1065 Section... INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment § 404.1065 Self-employment coverage. For an individual to have self-employment coverage under social security, the...

Employers Roundtable: Employer Supported Child Care.

Science.gov (United States)

Delaware Valley Child Care Council, Philadelphia, PA.

This booklet outlines a number of options available to employers to enable them to better cope with child care issues that they and their employees face. Major options include: (1) flexible work policies, such as flexible scheduling, alternate work places, shorter work weeks, and the consolidating of sick leave, holidays, and vacation time into…

JOB STRESS AS A PREDICTOR OF EMPLOYEE HEALTH

OpenAIRE

AZMAN Ismail; NORHAFIZAH Abu Hasan; YU-FEI (Melissa) Chin; YUSOF Ismail; AINON JAUHARIAH Abu Samah

2013-01-01

This study was conducted to measure the relationship between job stress and employee health. A survey method was employed to collect self-administered questionnaires from employees in established universities in Sarawak, Malaysia. The outcomes of SmartPLS path model revealed three important findings: first, role ambiguity was positively and significantly related to employee health. Second, role conflict was positively and significantly related to employee health. Third, role overload was posi...

26 CFR 31.3306(c)-2 - Employment; services performed after 1954.

Science.gov (United States)

2010-04-01

... service is entered into is immaterial. The citizenship or residence of the employee or of the person... or other employees on or in connection with the vessel or aircraft may constitute employment. (v) A... citizenship or residence of the employee is immaterial, and the citizenship or residence of the employer is...

Vitality at work and its associations with lifestyle, self-determination, organizational culture, and with employees' performance and sustainable employability.

Science.gov (United States)

van Scheppingen, Arjella R; de Vroome, Ernest M M; Ten Have, Kristin C J M; Zwetsloot, Gerard I J M; Wiezer, Noortje; van Mechelen, Willem

2015-01-01

Vitality at work is an important factor for optimal functioning and sustainable employability. To date, knowledge on how to promote vitality at work is fragmented. Contribute to knowledge on how to promote vitality at work. Determinants of vitality at work are identified from three scientific fields, and used in a comprehensive model. Regression analyses on cross-sectional data from a Dutch dairy company (N= 629) are performed to examine the associations between these factors, vitality at work, and employees' perceived effective personal functioning and sustainable employability. Vitality at work is most strongly associated with basic psychological needs of self-determination, but also with healthy lifestyle behavior, having a balanced workstyle, and social capital. Vitality at work is also associated with effective personal functioning and with sustainable employability. The study confirms the multifactorial nature of vitality at work. Since organizational culture may support self-determination, and cultural aspects themselves are positively associated with vitality, organizational culture seems particular important in promoting vitality at work. Additionally, a healthy lifestyle appears important. The associations between vitality at work and effective personal functioning and sustainable employability endorse the combined health-based, business-related and societal importance of vitality at work.

ETHICAL LEADERSHIP AND EMPLOYEE VOICE: EMPLOYEE SELF-EFFICACY AND SELF-IMPACT AS MEDIATORS.

Science.gov (United States)

Wang, Duanxu; Gan, Chenjing; Wu, Chaoyan; Wang, Danqi

2015-06-01

Previous studies have used social learning theory to explain the influence of ethical leadership. This study continues the previous research by using social learning theory to explain the mediating effect of self-efficacy on the relationship between ethical leadership and employee voice. In addition, this study extends previous studies by introducing expectancy theory to explore whether self-impact also mediates the relationship between ethical leadership and employee voice. Ethical leadership, self-efficacy, self-impact, and employee voice were assessed using paired surveys among 59 supervisors and 295 subordinates employed at nine firms in the People's Republic of China. Using HLM and SEM analyses, the results revealed that ethical leadership was positively related to employee voice and that this relationship was partially mediated by both self-efficacy and self-impact.

20 CFR 404.1096 - Self-employment income.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Self-employment income. 404.1096 Section 404... INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment Income § 404.1096 Self-employment income. (a) General. Self-employment income is the amount of your net...

The Relation between Work Family Conflict and Employee Performance: A Research on Hotel Employee

OpenAIRE

KARAKAŞ, Ayhan; SAHİN, Nilufer

2017-01-01

The aim of thisstudy was, to examine the relation between work family conflict and  employeeperformance. To measure the relationship ,WFC and EP scales used. Data weregathered from hotel employees in Western Black Sea provinces. End of the study,through data were examined -obtained statistical software package-, frequencyanalysis, correlation analysis, t-test, ANOVA test and regression analysis. Theresult indicate that  work familyconflict related significantly to employee performance. Employ...

How does retiree health insurance influence public sector employee saving?

Science.gov (United States)

Clark, Robert L; Mitchell, Olivia S

2014-12-01

Economic theory predicts that employer-provided retiree health insurance (RHI) benefits have a crowd-out effect on household wealth accumulation, not dissimilar to the effects reported elsewhere for employer pensions, Social Security, and Medicare. Nevertheless, we are unaware of any similar research on the impacts of retiree health insurance per se. Accordingly, the present paper utilizes a unique data file on respondents to the Health and Retirement Study, to explore how employer-provided retiree health insurance may influence net household wealth among public sector employees, where retiree healthcare benefits are still quite prevalent. Key findings include the following: Most full-time public sector employees anticipate having employer-provided health insurance coverage in retirement, unlike most private sector workers.Public sector employees covered by RHI had substantially less wealth than similar private sector employees without RHI. In our data, Federal workers had about $82,000 (18%) less net wealth than private sector employees lacking RHI; state/local workers with RHI accumulated about $69,000 (or 15%) less net wealth than their uninsured private sector counterparts.After controlling on socioeconomic status and differences in pension coverage, net household wealth for Federal employees was $116,000 less than workers without RHI and the result is statistically significant; the state/local difference was not. Copyright © 2014 Elsevier B.V. All rights reserved.

Newcomer Psychological Contracts and Employee Socialization Activities: Does Perceived Balance in Obligations Matter?

Science.gov (United States)

Payne, Stephanie C.; Culbertson, Satoris S.; Boswell, Wendy R.; Barger, Eric J.

2008-01-01

We sought to determine the extent to which one's beliefs about the relationship between an employee and an organization at the start of employment influence subsequent socialization activities. The balance of employee exchange relationships, employee perceptions of both their own obligations and the employers' obligations, were collected from 120…

26 CFR 1.1402(d)-1 - Employee and wages.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 12 2010-04-01 2010-04-01 false Employee and wages. 1.1402(d)-1 Section 1.1402... (CONTINUED) INCOME TAXES Tax on Self-Employment Income § 1.1402(d)-1 Employee and wages. For the purpose of the tax on self-employment income, the term “employee” and the term “wages” shall have the same...

Employability Skills Valued by Employers as Important for Entry-Level Employees with and without Disabilities

Science.gov (United States)

Ju, Song; Zhang, Dalun; Pacha, Jacqueline

2012-01-01

Individuals with disabilities face persistent challenges in gaining meaningful employment. One of the barriers to successful employment is a lack of employability skills. The purpose of this study was to identify employability skills that employers value as being important and to examine whether employers have different expectations for…

26 CFR 1.401-10 - Definitions relating to plans covering self-employed individuals.

Science.gov (United States)

2010-04-01

... not include a self-employed individual when the term “common-law” employee is used or when the context... insurance salesmen as employees. Furthermore, an individual who is a common-law employee is not a self... is a common-law employee is not a self-employed individual with respect to income attributable to...

Employment Change and Business Prospects in Serbia

Directory of Open Access Journals (Sweden)

Kosovka Đ Ognjenovic

2013-11-01

Full Text Available The aim of this article is to examine whether some previous knowledge about business prospects affects companies’ decisions about new employment in Serbia. In order to investigate this assumption a set of firm level data for 2012 is used. Following the theoretical approach that put an employer in a position to make various decisions about employment within the company, the trichotomous logit model is employed for the estimation of outcomes of possible companies’ decisions with respect to a set of independent variables. We find that the level of employment in the year that precedes companies’ decisions and relative changes in the number of employees in two successive years, as well as age and size of the company to some extent, affect companies’ decisions about new employment. The most important finding of our research is that the companies that experienced fluctuations in the number of employees and upgraded their business opportunities in the previous period hesitate to make decisions on the engagement of new workers, whereas those companies that lost some business opportunities rather decide to downsize the total number of employees.

The Evaluation Of An Insourced Employee Assistance Programme

OpenAIRE

Rajeshree Naicker; Christa Fouché

2003-01-01

Employers worldwide are appreciating the increasing need for maximum employee productivity and effectiveness in a global economy. In countries with labour and/or skill shortages, the strategic value of worker recruitment and retention is vital. Employers are thus utilising workplace services, such as Employee Assistance Programmes (EAPs) and other related programmes to enhance their overall Human Resources systems. However, the mere introduction of an EAP is not in itself sufficient to achiev...

WP 5 - Employers' and employees' preferences for working time reduction and working time differentiation

OpenAIRE

Kea Tijdens

2001-01-01

Working time reduction is high on the political agenda, but preferences and practices have not been studied extensively. Using large-scale survey data of 17,308 employees in Dutch banks after the introduction of the 36-hours working week by the end of 1996, ordinal and logistic regression analyses are performed to determine (1) which employees have favourable or unfavourable attitudes with regard to the working time reduction and (2) which employees are assigned reduced working hours and whic...

Workplace Financial Wellness Programs Help Employees Manage Health Care Changes.

Science.gov (United States)

Meyer, Cynthia; Smith, Michael C

Employers and employees are navigating major changes in health insurance benefits, including the move to high-deductible health plans in conjunction with health savings accounts (HSAs). The HSA offers unique benefits that could prove instrumental in helping workers both navigate current health care expenses and build a nest egg for much larger health care costs in retirement. Yet employees often don't understand the HSA and how to best use it. How can employers help employees make wise benefits choices that work for their personal financial circumstances?

Life after College: Retirement Security for Higher Ed Employees

Science.gov (United States)

Purcell, James; McGill, Robin; Brodeur, Philip; Hall, Erin

2016-01-01

The relationship between employer and employee has changed significantly over the past 40 years. One of the greatest changes in this relationship is in the nature of employee retirement. While pension reform at public and private colleges has helped ensure institutional financial viability, retirement security for employees has declined. With the…

Financial Participation of Employees in Lithuania

DEFF Research Database (Denmark)

Darskuviené, Valdoné; Hanisch, Stefan; Mygind, Niels

2006-01-01

Participation of employees in decision-making in Lithuanian companies has its roots in trade union movement as well as in the practice of managing companies under Soviet rule. After Lithuania regained independence, employee ownership was used to facilitate privatization. A notable success...... as participation in decision-making - is not well developed and does not provide for stronger incentives. The solution of current employment and social problems by the Government, ruling parties as well as social partners is not associated with a higher level of participation of employees. Financial participation...... is viewed mainly as a way of employee motivation as initiated by managers and current owners of companies....

Predicting Employer's Benefits from Cooperative Education.

Science.gov (United States)

Wiseman, Richard L.; Page, Norman R.

1983-01-01

Attempts to predict employer benefits resulting from their involvement in cooperative education programs. Benefits include a good source of quality employees, increased worker motivation, and increased respect between students and employers. (JOW)

Lack of Commitment? Work Orientations of Finnish Employees in a European Comparison

Directory of Open Access Journals (Sweden)

Teemu Turunen

2014-05-01

Full Text Available It has been argued that individuals’ employment commitment, that is, their commitment to work in general is crucial in today’s labor markets where life-long employment relationships are less frequently offered by organizations. In addition, employees’ organizational commitment, that is, their commitment to their own organization is also vital for organizations and firms, affecting many areas of importance to them. This article asks how Finnish employees rank in both employment commitment and affective organizational commitment compared with employees in 15 other European countries. The data were collected in 2005–2007 through the International Social Survey Program (ISSP, Work Orientation Module III. The results show Finnish employees scoring below European averages in both types of commitment when employee-level and organizationlevel factors are taken into account. Employment commitment was highest in Norway and affective organizational commitment highest in Portugal. The perceived intrinsic rewards of the job were the strongest predictor of employment and affective organizational commitment in most of the countries researched, increasing both these types of commitment. However, the perceived social relations between management and employees were found to be the most powerful determinant of affective organizational commitment in Finland, with perceived good relations adding to the affective organizational commitment of employees. The data were analyzed mainly by means of a general linear model procedure.

Career adaptability and employee engagement of adults employed in an insurance company: An exploratory study

Directory of Open Access Journals (Sweden)

Rebecca Tladinyane

2016-05-01

Full Text Available Orientation: As a resiliency resource, career adaptability relates to an individual’s ability to adapt to new work demands and is seen to impact various occupational outcomes such as engagement. Research purpose: The aim of the study was to determine the relationship dynamics between career adaptability (measured by Career Adapt-Abilities Scale and employee engagement (measured by Utrecht Work Engagement Scale. Motivation for the study: As a personal resource, career adaptability enables employees to deal with job demands, facilitating employee engagement. Limited research exists on the impact of career adaptability variables on employee engagement, bearing significant relevance in the current workforce. Research design, approach and method: A quantitative survey was conducted with a convenience sample (N = 131 of employees in an insurance company within South Africa. Main findings/results: Significant positive relationships were found between career adaptability and employee engagement. The results suggest that participants who have experienced higher employee engagement have better developed career adaptability skills. Practical implications: Managers and human resource practitioners need to recognise how people’s career adaptability influences their level of engagement in the organisation. Contribution: This research is the first to investigate the construct of career adaptability in an insurance company and the findings add to the existing career literature and provide valuable information that can be used to inform career development and engagement strategies. Keywords: career adaptability; career development; employee engagement; vocational guidance.

The social dynamics of employees in Russia

Directory of Open Access Journals (Sweden)

Z T Golenkova

2015-12-01

Full Text Available The article describes the specific features of the socio-structural processes that take place in the Russian economy over the past decades, determine the dynamics of interaction between social groups, and change the criteria of social inequality and differentiation. The authors believe that the transformation of property relations in the Russian society led to a sharp polarization in income and changed the structure of employment. In the first part of the article, the authors analyze the employment by economic sectors, identify general characteristics of the labor market at different levels (macro- and micro-levels in the field of socio-economic and socio-labor relations. In the second part of the article, the authors on the basis of their own empirical studies estimate the positions of employees working in both the public and private sectors, but focus on the private sector employees as a new social class. The authors describe how a class of employees is forming in Russia; indicate the general characteristics of this community, as well as the factors that determine the social differences within it, and the nature of these differences, which depend on the sector of employment, employee professional and educational level, his age, and job position.

Building Employer Capacity to Support Meaningful Employment for Persons with Developmental Disabilities: A Grounded Theory Study of Employment Support Perspectives.

Science.gov (United States)

Rashid, Marghalara; Hodgetts, Sandra; Nicholas, David

2017-11-01

To explore strategies to build employer capacity to support people with DD in meaningful employment from perspective of employment support workers. A grounded theory study was conducted with 34 employment support individuals. A theoretical sampling approach was used to identify and recruit participants from multiple sites in Ontario and Alberta. Three main themes, with seven sub-themes, emerged: (1) experiences of supporting employment finding for people with DD, (2) institutional influences on employee experiences, and (3) attitudes, assumptions and stigma. Several recommendations related to building employer capacity were offered. Our findings provide insight on specific elements and strategies that can support building employer capacity for persons with DD.

49 CFR 805.735-7 - Outside activities of Members and employees.

Science.gov (United States)

2010-10-01

...) NATIONAL TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-7 Outside activities of Members and employees. (a) A Member or employee shall not engage in outside employment or other... 49 Transportation 7 2010-10-01 2010-10-01 false Outside activities of Members and employees. 805...

A Response to Proposed Equal Employment Opportunity Commission Regulations on Employer-Sponsored Health, Safety, and Well-Being Initiatives.

Science.gov (United States)

2016-03-01

The aim of this study was to identify areas of consensus in response to proposed Equal Employment Opportunity Commission Americans with Disabilities Act of 1990 and Genetic Information Nondiscrimination Act of 2008 regulations on employer-sponsored health, safety, and well-being initiatives. The consensus process included review of existing and proposed regulations, identification of key areas where consensus is needed, and a methodical consensus-building process. Stakeholders representing employees, employers, consulting organizations, and wellness providers reached consensus around five areas, including adequate privacy notice on how medical data are collected, used, and protected; effective, equitable use of inducements that influence participation in programs; observance of reasonable alternative standards; what constitutes reasonably designed programs; and the need for greater congruence between federal agency regulations. Employee health and well-being initiatives that are in accord with federal regulations are comprehensive, evidence-based, and are construed as voluntary by employees and regulators alike.

A model for reducing health care employee turnover.

Science.gov (United States)

Nowak, Paul; Holmes, Gary; Murrow, Jim

2010-01-01

Explaining the rationale as to why employees leave their jobs has led to many different strategies to retain employees. The model presented here seeks to explain why employees choose to stay or to leave their place of employment. The information from the analysis will provide managers with well-tested tools to reduce turnover and to ascertain what employees value from their work environment in order to help the organization to retain those employees. The model identifies key factors that management can utilize to provide barriers to exit and retain professional employees in their health care units. Recommendations are provided that reward loyalty and build barriers to exit.

5 CFR 6901.103 - Outside employment.

Science.gov (United States)

2010-01-01

... ETHICAL CONDUCT FOR EMPLOYEES OF THE NATIONAL AERONAUTICS AND SPACE ADMINISTRATION § 6901.103 Outside..., astronaut candidate, procurement officer, or chief counsel. (2) Outside employment means any form of... submitted to and reviewed by the employee's supervisor and by a Deputy Ethics Official or designee. (3...

29 CFR 1910.165 - Employee alarm systems.

Science.gov (United States)

2010-07-01

... 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...

Framework for the Study of Employee Commitment | Mugizi ...

African Journals Online (AJOL)

This paper is a conceptual discussion of the construct of employee commitment identifying its antecedents in an organisational context. ... In regard to organisational characteristics, it is hypothesised that organisational structure, leadership styles, employee relationships and organisational support are antecedents of employ ...

Peak expiratory flow rate (PEFR) among Nuclear Fuel Complex (NFC) employees

International Nuclear Information System (INIS)

Vijay Rao, J.; Venkaiah, K.; Mohan Rao, N.

2010-01-01

At Nuclear Fuel Complex (NFC), employees are exposed to ammonia, hydrofluoric acid, acetone, etc., which are respiratory toxicants and inhalation of these pollutants may produce irritation and obstruction in airways. Due to nature of their occupation, tradesman working in plants are having longer duration of exposure (LDE) and others, such as supervisors, scientific officers, helpers, etc., that occasionally visit plants are having shorter duration of exposure (SDE) to these pollutants. The peak expiratory flow rate (PEFR) is an index to diagnose obstruction in larger airways and this is metered with mini peak flow meter among 835 NFC employees. Using ANOVA test, PEFR value was compared according to age and smoking. The value was compared between LDE and SDE employees according to smoking and duration of employment. The multiple regression equation for prediction of PEFR was developed. Age, smokers and higher duration of LDE employees demonstrated significantly lower PEFR value. In comparison to 10 year duration, 30 and above year duration of employment, LDE employees showed a higher decline in PEFR, that is 95 L (17.6%) and in SDE employees, that is 41L (7.8%). This may be due to longer duration of employment of LD employees smoking prevention and follow up study is suggested. (author)

Improving employee productivity through improved health.

Science.gov (United States)

Mitchell, Rebecca J; Ozminkowski, Ronald J; Serxner, Seth

2013-10-01

The objective of this study was to estimate productivity-related savings associated with employee participation in health promotion programs. Propensity score weighting and multiple regression techniques were used to estimate savings. These techniques were adjusted for demographic and health status differences between participants who engaged in one or more telephonic health management programs and nonparticipants who were eligible for but did not engage in these programs. Employees who participated in a program and successfully improved their health care or lifestyle showed significant improvements in lost work time. These employees saved an average of $353 per person per year. This reflects about 10.3 hours in additional productive time annually, compared with similar, but nonparticipating employees. Participating in health promotion programs can help improve productivity levels among employees and save money for their employers.

Incentives and other factors associated with employee participation in health risk assessments.

Science.gov (United States)

Taitel, Michael S; Haufle, Vincent; Heck, Debi; Loeppke, Ronald; Fetterolf, Donald

2008-08-01

Investigate factors associated with employee participation rates in health risk assessments. This cross-sectional study using multiple regression analyzed data from 124 employers with 882,275 eligible employees who completed 344,825 health and productivity assessments (HPAs). Incentive value and Communications and Organizational Commitment Level (Com/Org Level) were the strongest predictors of HPA completion rates. Employer size and a Gateway Model were also significant predictors. In addition, a correlation of variables showed other important relationships. To achieve a 50% HPA completion rate, employers with a low Com/Org Level will need an incentive value of approximately $120 whereas employers with a high Com/Org Level only need approximately $40--a difference of $80 dollars. This applied study offers empirical evidence to help employers increase their employees' participation in health risk assessments.

20 CFR 404.1012 - Work excluded from employment.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Work excluded from employment. 404.1012... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Work Excluded from Employment § 404.1012 Work excluded from employment. Certain kinds of work performed by an...

5 CFR 315.705 - Employees serving under transitional or veterans recruitment appointments.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employees serving under transitional or veterans recruitment appointments. 315.705 Section 315.705 Administrative Personnel OFFICE OF PERSONNEL...-Conditional Employment From Other Types of Employment § 315.705 Employees serving under transitional or...

Employee Reward Systems in Organizations

Directory of Open Access Journals (Sweden)

Došenović Dragana

2016-06-01

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.

Workplace accommodations for employees with disabilities: A multilevel model of employer decision-making.

Science.gov (United States)

Telwatte, Apsara; Anglim, Jeromy; Wynton, Sarah K A; Moulding, Richard

2017-02-01

Existing research suggests that the decision to grant or deny workplace accommodations for people with disabilities is influenced by a range of legal and nonlegal factors. However, less is known about how these factors operate at the within-person level. Thus, we proposed and tested a multilevel model of the accommodation decision-making process, which we applied to better understand why people with psychological disabilities often experience greater challenges in obtaining accommodations. A sample of 159 Australian adults, composed mostly of managers and HR professionals, read 12 vignettes involving requests for accommodations from existing employees. The requests differed in whether they were for psychological or physical disabilities. For each vignette, participants rated their empathy with the employee, the legitimacy of the employee's disability, the necessity for productivity, the perceived cost, and the reasonableness, and indicated whether they would grant the accommodation. Multilevel modeling indicated that greater empathy, legitimacy, and necessity, and lower perceived cost predicted perceptions of greater reasonableness and greater granting. Accommodation requests from employees with psychological disabilities were seen as less reasonable and were less likely to be granted; much of this effect seemed to be driven by perceptions that such accommodations were less necessary for productivity. Ratings on accommodations were influenced both by general between-person tendencies and within-person appraisals of particular scenarios. The study points to a need for organizations to more clearly establish guidelines for how decision-makers should fairly evaluate accommodation requests for employees with psychological disabilities and disability more broadly. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Management of employee wellness in South Africa: Employer, service provider and union perspectives

Directory of Open Access Journals (Sweden)

Charlotte Sieberhagen

2011-06-01

Full Text Available Orientation: This article focuses on how South African organisations manage their employees’ wellness through their Employee Wellness Programmes (EWPs. Research purpose: The objective of this research is to describe employee wellness in South Africa by investigating the types, foci and perceived success of EWPs. Motivation for the study: Despite the growing awareness of the importance of EWPs in South Africa, the nature, content, context, participants, role-players and anticipated benefits as well as the possible drawbacks of these programmes in the South African context are unclear. Research design, approach and method: The researchers used a cross-sectional design. The first author developed the Employee Wellness Survey, consisting of quantitative and qualitative questions, to collect data from 16 organisations, four service providers and seven labour unions in South Africa. Main findings: The results showed that organisations, service providers and labour unions define employee wellness differently and that these role players give different reasons for introducing EWPs. Almost half of the participating organisations have no baseline measurement with which to compare the effectiveness of their EWPs. Generally, all the organisations present the results of their programmes reasonably. However, the programmes involve little overall expenditure to the organisations. Practical/managerial implications: Organisations should monitor the state of their employees’ wellness in order to manage it effectively. This will only become possible when information about employee wellness improves. Contribution/value-add: This study provides new information about the nature, content, context, participants, role-players, anticipated benefits and possible drawbacks of EWPs in the South-African context.

29 CFR 1904.31 - Covered employees.

Science.gov (United States)

2010-07-01

..., salary, part-time, seasonal, or migrant workers. You also must record the recordable injuries and... partners are not considered employees for recordkeeping purposes. (b) Implementation—(1) If a self-employed... illness? No, self-employed individuals are not covered by the OSH Act or this regulation. (2) If I obtain...

Well-being improvement in a midsize employer: changes in well-being, productivity, health risk, and perceived employer support after implementation of a well-being improvement strategy.

Science.gov (United States)

Hamar, Brent; Coberley, Carter; Pope, James E; Rula, Elizabeth Y

2015-04-01

To evaluate employee well-being change and associated change in productivity, health risk including biometrics, and workplace support over 2 years after implementation of a well-being improvement strategy. This was an employer case study evaluation of well-being, productivity (presenteeism, absenteeism, and job performance), health risk, and employer support across three employee assessment spanning 2 years. Employee well-being was compared with an independent sample of workers in the community. Well-being and job performance increased and presenteeism and health risk decreased significantly over the 2 years. Employee well-being started lower and increased to exceed community worker averages, approaching significance. Well-being improvement was associated with higher productivity across all measures. Increases in employer support for well-being were associated with improved well-being and productivity. This employer's well-being strategy, including a culture supporting well-being, was associated with improved health and productivity.

Child Care Is Good Business: A Manual on Employer Supported Child Care.

Science.gov (United States)

Haas, Karen S.

Many companies today consider employer-sponsored child care a viable solution to problems facing employees who are also parents. Companies can choose from many program options, each with particular benefits for employer and employees. This manual highlights what is presently happening in employer-supported child care, particularly the cost…

Work Ethic and Employment Status: A Study of Jobseekers

Science.gov (United States)

Hill, Roger B.; Fouts, Susan

2005-01-01

Although there have been numerous changes within the workplace during the past century, employers continue to search for employees with a strong work ethic. Employers often cite a strong work ethic as the most desired characteristic in a new employee. Work ethic can be described as a set of characteristics and attitudes in which an individual…

The workplace as a community: promoting employee satisfaction.

Science.gov (United States)

Byron, W J

1985-03-01

Because people's primary commitments lie elsewhere, the workplace will never be a true community. The workplace will be better, however, if employees show concern and respect for coworkers and if employers celebrate traditions, recognize achievement, and encourage creative thinking. Such workplace enhancement should encourage employees' participation in a shared enterprise but not substitute for workers' outside ties. To offset excessive competition, which can lead to suspicion and hostility, employers can (1) provide communication outlets, (2) faster loyalty to the job by providing attractive surroundings and benefits, (3) promote cooperation by allowing employees to participate in decision making. Family, neighborhood, and faith communities also benefit if employers acknowledge the family's importance, bring the workplace and the neighborhood together (for example, by investing in the area), and encourage church membership. Work in health care is potentially satisfying because it can meet people's need to serve others. Efforts to provide some semblance of community in the workplace will help to release the workplace's potential to provide personal satisfaction.

Association of occupation, employment contract, and company size with mental health in a national representative sample of employees in Japan.

Science.gov (United States)

Inoue, Akiomi; Kawakami, Norito; Tsuchiya, Masao; Sakurai, Keiko; Hashimoto, Hideki

2010-01-01

The purpose of this study was to investigate the cross-sectional association of employment contract, company size, and occupation with psychological distress using a nationally representative sample of the Japanese population. From June through July 2007, a total of 9,461 male and 7,717 female employees living in the community were randomly selected and surveyed using a self-administered questionnaire and interview including questions about occupational class variables, psychological distress (K6 scale), treatment for mental disorders, and other covariates. Among males, part-time workers had a significantly higher prevalence of psychological distress than permanent workers. Among females, temporary/contract workers had a significantly higher prevalence of psychological distress than permanent workers. Among males, those who worked at companies with 300-999 employees had a significantly higher prevalence of psychological distress than those who worked at the smallest companies (with 1-29 employees). Company size was not significantly associated with psychological distress among females. Additionally, occupation was not significantly associated with psychological distress among males or females. Similar patterns were observed when the analyses were conducted for those who had psychological distress and/or received treatment for mental disorders. Working as part-time workers, for males, and as temporary/contract workers, for females, may be associated with poor mental health in Japan. No clear gradient in mental health along company size or occupation was observed in Japan.

Strategies for improving employee retention.

Science.gov (United States)

Verlander, Edward G; Evans, Martin R

2007-03-28

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.

Advancing intercultural competency: Canadian engineering employers' experiences with immigrant engineers

Science.gov (United States)

Friesen, Marcia; Ingram, Sandra

2013-05-01

This paper explores Canadian engineering employers' perceptions of and experiences with internationally educated engineers (recent immigrants to Canada) employed in their organisations for varying lengths of time. Qualitative data were collected from employers using focus group methodology. Findings reflected employers' observations of culturally different behaviours and characteristics in their internationally educated employees, employers' reactions to cultural differences ranging from negative attributions to tolerance, and the implementation of largely ad hoc intra-organisational strategies for managing cultural differences in employer-employee relationships. Findings exposed the lack of corporate intercultural competency in the Canadian engineering profession. Equity and gatekeeping implications are discussed.

The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice

NARCIS (Netherlands)

Elving, W.J.L.; Westhoff, J.J.C.; Meeusen, K.; Schoonderbeek, J.-W.

2013-01-01

Organisations need highly loyal employees in order to fulfil the needs of their stakeholders and achieve success. Employer branding (EB) could be a powerful tool for attracting employees with high potential. In this article, we present two separate studies. The first study involves a content

29 CFR 791.2 - Joint employment.

Science.gov (United States)

2010-07-01

... the Act. In this event, all joint employers are responsible, both individually and jointly, for... they have. Of course, an employer should not be held responsible for an employee's action in seeking... two or more employers at the same time under the Fair Labor Standards Act of 1938, since there is...

Do Creditor Rights Increase Employment Risk? Evidence from Loan Covenants

OpenAIRE

Liang, J. Nellie; Falato, Antonio

2013-01-01

Using a regression discontinuity design, we provide evidence that incentive conflicts between firms and their creditors have a large impact on employees. There are sharp and substantial employment cuts following loan covenant violations, when creditors exercise their ex post control rights. The negative impact of violations on employment is stronger for firms that face more severe agency and financing frictions and those whose employees have weaker bargaining power. Employment cuts following ...

78 FR 217 - Shared Responsibility for Employers Regarding Health Coverage

Science.gov (United States)

2013-01-02

...-time employees on business days during the preceding calendar year. For purposes of determining whether... referred to, for convenience, as the ``look-back measurement method.'') This method may not be used for... employer (the start date), a new employee was reasonably expected to be employed an average of 30 hours of...

29 CFR 780.511 - Meaning of “agricultural employee.”

Science.gov (United States)

2010-07-01

... “agricultural employee.” His engagement in agriculture should be sufficiently substantial to demonstrate some... 29 Labor 3 2010-07-01 2010-07-01 false Meaning of âagricultural employee.â 780.511 Section 780.511... Employment or Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and...

25 CFR 63.24 - What protections must employers provide to applicants, volunteers and employees?

Science.gov (United States)

2010-04-01

..., 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...

Holland's got talent? The relevance of employer branding in job advertisements for becoming n employer of choice

NARCIS (Netherlands)

Schoonderbeek, J.; Westhoff, J.; Meeusen, K.; Elving, W.J.L.; Podnar, K.; Balmer, J.M.T.

2010-01-01

Organizations are in need of high quality employees in order to be able to fulfil the needs of its stakeholders and to be successful. Employer branding in recruitment might be a first step to attract high potential employees. In this paper we conducted two separate studies. First we analyzed whether

How many employees receive safety training during their first year of a new job?

Science.gov (United States)

Smith, Peter M; Mustard, Cameron A

2007-02-01

To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Three repeated national Canadian cross-sectional surveys. 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Receiving occupational health and safety training, orientation training or office or non-office equipment training in either a classroom or on-the-job in the previous 12 months. Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium-sized workplaces and in manufacturing, and men in large workplaces and in part-time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries.

Flexible Fringe Benefit Plans Save You Money and Keep Employees Happy.

Science.gov (United States)

Johnson, Rob

1987-01-01

This fringe benefit plan saves money for both employers and employees, provides a better fit for employees' actual benefit needs, and allows employees to choose options from a menu of benefits. One option is a flexible spending plan. Employees place a portion of their before-tax income into a special account from which allowable expenses are paid…

26 CFR 31.3306(c)(5)-1 - Family employment.

Science.gov (United States)

2010-04-01

... this section, the exception is conditioned solely upon the family relationship between the employee and... partnership are not within the exception unless the requisite family relationship exists between the employee... relationship between the employee and the individual employing him. The exceptions are as follows: (1) Services...

Human Capital Development Policies: Enhancing Employees Satisfaction

Science.gov (United States)

Wan, Hooi Lan

2007-01-01

Purpose--The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.…

Mobbing, threats to employees

Directory of Open Access Journals (Sweden)

Tatjana Vene

2012-02-01

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

Employee recruitment outsourcing in Bangladesh: An ethical dilemma

Directory of Open Access Journals (Sweden)

Maksuda Hossain

2018-04-01

Full Text Available The present paper focuses on the ethical issues resulting from recruitment outsourcing in Bangladesh. It is a case based explorative study. Besides secondary data, both outsourced employees and employers who engage in outsourcing for their organization were interviewed to reach the valid data. Poor salary and benefit structure of the outsourced employees, different folded discrimination between in-house and outsourced employees, employee poaching from the competitors with the help of 3rd parties are some of the findings of the study that are creating ethical dilemma for organizations and employees as well. Both from the demographic perspective and subject matter the study is original one.

Policy Watch: The Federal Employees Health Benefits Plan

OpenAIRE

Roger Feldman; Kenneth E. Thorpe; Bradley Gray

2002-01-01

This short feature describes the Federal Employees Health Benefits Plan (FEHBP), which provides health insurance benefits to active and retired federal employees and their dependents. The article discusses the FEHBP as a touchstone for research on employment-based health insurance and as a touchstone for health policy reform.

26 CFR 1.132-3 - Qualified employee discounts.

Science.gov (United States)

2010-04-01

... sales price of property must be determined in accordance with generally accepted accounting principles... thereunder apply in determining the cost of property. (d) Treatment of leased sections of department stores... property or services provided by an employer to an employee for use by the employee to the extent the...

Intrinsic Motivations of Public Sector Employees: Evidence for Germany

NARCIS (Netherlands)

A.J. Dur (Robert); R. Zoutenbier (Robin)

2012-01-01

textabstractWe examine differences in altruism and laziness between public sector employees and private sector employees. Our theoretical model predicts that the likelihood of public sector employment increases with a worker's altruism, and increases or decreases with a worker's laziness depending

A biblioterapia na humanização da assistência hospitalar do Hospital Universitário da Universidade Federal de Santa Catarina – HU/UFSC/Bibliotherapy for the hospital care humanization in the university hospital of Santa Catarina Federal University – HU/UFSC

Directory of Open Access Journals (Sweden)

Eva Seitz

2008-01-01

Full Text Available Este artigo tem por finalidade apresentar resultados do estudo realizado com pacientes, acompanhantes e funcionários das Unidades de Internação Cirúrgica do Hospital Universitário da Universidade Federal de Santa Catarina (UIC/HU/UFSC. O foco central foi o de verificar até que ponto a prática biblioterapêutica e as atividades de lazer contribuem no processo de Humanização da Assistência Hospitalar dos pacientes internados nas (UIC/HU/UFSC, na percepção dos pacientes, acompanhantes, funcionários da enfermagem e assistentes sociais da referida unidade de internação. Foram entrevistados 16 pacientes, 11 acompanhantes e 13 funcionários da enfermagem e assistentes sociais. As atividades de lazer analisadas neste estudo foram a prática biblioterapêutica, as atividades do grupo Reaja e a dança. Trata-se de uma pesquisa quantitativa e qualitativa. Quanto ao procedimento técnico, a presente pesquisa é classificada como estudo de caso, no qual, utilizou-se, para a coleta dos dados a entrevista estruturada e, cujos resultados demonstram que as atividades contribuem muito na Humanização da Assistência Hospitalar dos pacientes internados na UIC/HU/UFSC. This article has for purpose to present resulted of the study carried through with patients, companions and employees of the Units of Surgical Internment of the University Hospital of the Federal University of Santa Catarina (UIC/HU/UFSC. The central focus was to verify until point the practical library-therapy and the activities of leisure contribute in the process of Humanization of the Hospital Assistance of the patients interned in (UIC/HU/UFSC, in the perception of the patients, companions, employees of the nursing and social assistants of the related unit of internment. 16 patients, 11 companions and 13 social employees of the nursing and assistants had been interviewed. The analyzed activities of leisure in this study had been the practical library-therapy, the activities of

Acknowledging and Accounting for Employee Benefits

Directory of Open Access Journals (Sweden)

Florentina MOISESCU

2009-01-01

Full Text Available Employee benefits are all forms of counter services granted by anentity in return to services given by the employees. This category includes onlythe benefits covered by the entity, not those from the state or the employee onthe payroll. The employer counting and presenting all the benefits of theemployees, including those provided on the basis of official programs or otherofficial contracts between the entity and the individual employees, groups ofemployees or their representatives, those established on the basis of legalprovisions or by contracts at the level of activity sector, through which theentities are required to contribute to national programs, as well as thoseresulting from unofficial practices give rise to an implicit obligation.Acknowledging and especially assessing these benefits are issues demandingspecial attention.

Employee perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum / L. Holtzhausen

OpenAIRE

Holtzhausen, Lida

2007-01-01

Large multi-national corporations experience more and more pressure to maintain good relationships with their stakeholders, including employees. Concurrent with this, the focus of Corporate Communication management has shifted from pure communication management to relationship management. Lonmin Platinum, a mining company within the South African mining and minerals sector is no exception in this regard. In fact, due to the apartheid legacy and government regulations that ar...

The business case: collaborating to help employees maintain their mental well-being.

Science.gov (United States)

Sairanen, Sari; Matzanke, Deanna; Smeall, Doug

2011-01-01

There has been a change in the mindset of businesses in recent years. Companies are starting to realize that proactively helping their employees to maintain mental health is beneficial, both for their workers and their business. In this article, we present three different but complementary views - those of an advocate, an employer and a provider - on helping employees maintain mental, and physical, health. In the first section, Sari Sairanen outlines programs and services to manage stress and maintain mental health that have been developed by the Canadian Auto Workers' union and implemented in partnership with employers, wellness providers, service agencies and other community partners. The union focuses on raising awareness and providing education, as well as removing the stigma associated with mental illness. Deanna Matzanke, in her section, discusses the commitment of a company, Scotiabank, to create and maintain an inclusive and accessible workplace for all its employees. It has recently worked with providers to develop and implement integrated services dealing specifically with mental health illness and addiction, which aid not only its current employees but also possible future employees. Finally, Doug Smeall shares his observations as an insurer at Sun Life Financial, who has seen the rates of both short-term and long-term disabilities increase. He elaborates on the collaborative work between insurers and employers to help employees maintain their mental health, and to return to work sooner when issues do occur. Ultimately, this article argues that unions, employers and insurers can work together with partners and employees to promote and maintain employee health because, as Sairanen asserts, "preventing a problem in the first place is the best strategy." Copyright © 2011 Longwoods Publishing.

Employer Branding - Source of Competitiveness of the Industrial Plants

Science.gov (United States)

Babčanová, Dagmar; Babčan, Miroslav; Odlerová, Eva

2010-01-01

The paper deals with the concept of employer branding, which is very important to follow, as an employer brand represents the core values of an organization. Organizations considered good employers have a strong identity and a positive image in the marketplace. To be successful, organizations need to attract the employee market. Marketing tools associated with Brand Management have been applied by the HR (Human Resources) in order to attract, engage and retain employees in the same way as marketing applies such tools to attract and retain customers.

Employee Fitness Programs: Exploring Relationships between Perceived Organizational Support toward Employee Fitness and Organizational Sustainability Performance

Directory of Open Access Journals (Sweden)

Zhe Wang

2018-06-01

Full Text Available This study investigates the influence of employee fitness programs on organizational sustainability performance from the perspective of organizational support as perceived by employees. Organizational sustainability performance was specified as a second-order factor, which was affected by three first-order factors: financial performance, social performance, and environmental performance. A snowball sampling method was employed to conduct an online survey of working adults in Shanghai to test the proposed hypotheses. Results show that perceived organizational support toward employee fitness has a positive and significant effect on organizational sustainability performance, and the positive effect is mediated by job satisfaction and organizational commitment. This study also provides theoretical and managerial implications.

20 CFR 227.5 - Employer tax credits.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employer tax credits. 227.5 Section 227.5... SUPPLEMENTAL ANNUITIES § 227.5 Employer tax credits. Employers are entitled to tax credits if they pay non.... The tax credits for each month equal the sum of the reductions for employer pensions in the...

29 CFR 825.300 - Employer notice requirements.

Science.gov (United States)

2010-07-01

... (vii) The employee's potential liability for payment of health insurance premiums paid by the employer... requirements for the employee to furnish certification of a serious health condition, serious injury or illness... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY...

Employee contributions: a primer on their use, historical trends and overall fit within benefits strategy.

Science.gov (United States)

Peters, Hudson A

2007-01-01

This article focuses on the use of employee contributions as a strategic tool within employee health plans. While most employers require some form of employee contributions for health care, there is no clear "one-size-fits-all" solution. A myriad of strategies are in place, some active and some passive. This article reviews both common and emerging strategies and how they differ based on industry, employer size and region; discusses how employee contribution strategy fits within overall benefits strategy; and provides a strategic framework for approaching employee contributions in the future.

Shared governance: one way to engage employed physicians.

Science.gov (United States)

Sanford, Kathleen D

2012-09-01

To work better with employed physicians, finance leaders should: Understand classic management theories on what motivates employees. Learn from shared governance models with nurses at Magnet hospitals. Apply best practices in management to all employees, not just physicians.

20 CFR 404.1018b - Medicare qualified government employment.

Science.gov (United States)

2010-04-01

... AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Work Excluded from Employment § 404.1018b Medicare qualified government employment. (a) General. The work of a... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Medicare qualified government employment. 404...

How many employees receive safety training during their first year of a new job?

Science.gov (United States)

Smith, Peter M; Mustard, Cameron A

2007-01-01

Objective To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Design Three repeated national Canadian cross‐sectional surveys. Subjects 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Main outcome Receiving occupational health and safety training, orientation training or office or non‐office equipment training in either a classroom or on‐the‐job in the previous 12 months. Results Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium‐sized workplaces and in manufacturing, and men in large workplaces and in part‐time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. Conclusions From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries. PMID:17296687

Diversity management: the treatment of HIV-positive employees.

Science.gov (United States)

Yap, Matthew H T; Ineson, Elizabeth M

2012-01-01

Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.

5 CFR 3201.106 - Employment of family members outside the Corporation.

Science.gov (United States)

2010-01-01

... Employment of family members outside the Corporation. (a) Disqualification of employees. An employee shall... relationships. A covered employee shall make a written report to an agency designee within 30 days of the... relationship; or (3) A firm or business which, to the employee's knowledge, is seeking a business or...

Evaluation of employee commitment as an imperative for business success / Esti Olivier

OpenAIRE

Olivier, Esti

2011-01-01

Employee commitment is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organisations. Researchers such as Porter have attempted to identify what factors influence the formation of employee commitment in individuals and how employee commitment (once formed) influences important organisational consequences, particularly employee turnover and business success. In a highly committed workplace, employees understand and agree with the company's...

26 CFR 31.6051-1 - Statements for employees.

Science.gov (United States)

2010-04-01

... which tax must be withheld in the case of an employee claiming one exemption. If the percentage method... be withheld in the case of an employee claiming one exemption. If the percentage method is used, a... TAXES AND COLLECTION OF INCOME TAX AT SOURCE EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE...

Japan’s Supreme Court Discourse and Lifetime Employment

DEFF Research Database (Denmark)

Tackney, Charles T.; Sato, Toyoko

to employee participation in managerial prerogative. The comparative social policy aim is to examine and account for observed employment relations variance in the U.S. and Japan, given their similar labor legislation. Japan’s Supreme Court recognizes lifetime employment as an institutionalized practice and we......Our study explores cultural cognition in comparative U.S. – Japan employment relations through interdisciplinary analysis of Japanese Supreme Court regulation of the post-World War II lifetime employment system and the latest data available on Japan's collective bargaining-based approach...... on the Court's discourse. Causally related to this recognition, management councils (a form of employee participation in managerial prerogative) are also a defining feature of Japanese employment relations at the enterprise level. Despite unionization rate declines in both nations, the persistence of Japan...

Legal implications of employee assistance programs.

Science.gov (United States)

Lehr, R I; Middlebrooks, D J

1986-01-01

Employers who offer EAPs should be aware of their rights as well as the rights of employees. Appropriate steps should be taken to assure that employees are fully informed of the conditions of participating in a program prior to volunteering for treatment. An issue that must be considered is the confidentiality of information arising during the course of treatment. Several court cases involving the physician-patient relationship offer guidelines in this area.

5 CFR 1304.4607 - Advice to former Government employees.

Science.gov (United States)

2010-01-01

... 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...

BAD FAITH OF EMPLOYEES IN ACTUAL LABOUR LAW - THEORETICAL AND PRACTICAL IMPLICATIONS

Directory of Open Access Journals (Sweden)

Ştefania-Alina Dumitrache

2012-11-01

Full Text Available In designing the study we started with the analysis of good faith in employment law, from Article 54 of the Romanian Constitution and reaching to Article 8 of the Labour Code. Regarding the bad faith of the employee, it exceeds the scope of abuse of law and must be addressed in relation to the three main stages of any individual labour contract. Thus, when negotiations for a labour contract, bad faith of an employee can occur by breaching of private information disclosed by the employer and by violating the correlative obligation to employer's right to correct information. In disciplinary matters, the form of guilt of the employee who commits a disciplinary offense and his failure to appear at prior disciplinary investigation to which he was called are important for the analyzed issues. Not even termination of an individual labour contract is protected from the event of adopting a malicious behaviour by the employees. The study concludes with launching the opinion that a way to prevent and control this type of behaviour could be the employee's personnel file.

Leaving Employment to Entrepreneurship

DEFF Research Database (Denmark)

Rocha, Vera; Carneiro, Anabela; Varum, Celeste

: the relative inattention paid to other human resources beyond the founder, and the hetero-geneous context where employee startups may be established. We use a rich matched employer-employee dataset for Portugal, and estimate a multi-stage model addressing the issues of self-selection in entrepreneurship...... outcomes of arrival fi rms, and also for developing theories on labor markets for entrepreneurship. It also constitutes an important step towards unpacking the mechanisms through which mobile human capital affects the performance of receiving firms....

77 FR 6411 - Training, Qualification, and Oversight for Safety-Related Railroad Employees

Science.gov (United States)

2012-02-07

... Oversight for Safety-Related Railroad Employees AGENCY: Federal Railroad Administration (FRA), Department of... establishing minimum training standards for each category and subcategory of safety-related railroad employee... or contractor that employs one or more safety-related railroad employee to develop and submit a...

Effects of the Affordable Care Act on part-time employment: Early evidence

OpenAIRE

Dillender, Marcus; Heinrich, Carolyn J.; Houseman, Susan N.

2016-01-01

The Affordable Care Act (ACA) requires employers with at least 50 full-time-equivalent employees to offer "affordable" health insurance to employees working 30 or more hours per week. If employers do not comply with the mandate, they may face substantial financial penalties. Employers can potentially circumvent the mandate by reducing weekly hours below the 30-hour threshold or by using other nonstandard employment arrangements (direct-hire temporaries, agency temporaries, small contractors, ...

IMO and Internal Branding Outcomes: An Employee Perspective in UK HE

Science.gov (United States)

Yu, Qionglei; Asaad, Yousra; Yen, Dorothy A.; Gupta, Suraksha

2018-01-01

This study extends our knowledge of internal branding in the context of employees in the higher education sector. Employing a quantitative methodology in UK universities, a conceptual model is presented and tested on 235 employees. Internal market orientation (IMO) is examined as a management tool to drive employees' university brand commitment…

Aging workers and the employee-employer relationship

NARCIS (Netherlands)

Bal, P.M.; Kooij, T.A.M.; Rousseau, D.M.

2015-01-01

This book focuses on the aging workforce from the employment relationship perspective. This innovative book specifically focuses on how organizations can ensure their aging workers remain motivated, productive and healthy. In 15 chapters, several experts on this topic describe how organizations

Entrepreneurship and Employment Stability

DEFF Research Database (Denmark)

Failla, Virgilio; Melillo, Francesca; Reichstein, Toke

2017-01-01

This paper challenges the conventional belief that entrepreneurship is an unstable career path. Using longitudinal matched employer–employee data from Denmark, the analysis reveals that a transition to entrepreneurship decreases individual's employment turnover tendency. Three explanations...

Employee turnover and productivity among small business entities in Nigeria

Directory of Open Access Journals (Sweden)

John N. N. Ugoani

2016-12-01

Full Text Available This study was designed to evaluate the problems of employee turnover on productivity among small business entities in Nigeria, and recommend remedial actions. Employee turnover is the separation of employees from employers and replacement with other employees. Productive manpower is a critical element for the economic survival of any small business entity. The survey research design was used for the study. The sample comprised of 320 respondents. Data generated were analyzed by using descriptive, and Z-test statistical techniques. It was found that employee turnover adversely affects productivity in small business entities.

The Role of Graduate Employee Unions in Gender Equality (abstract)

Science.gov (United States)

Murphy, Nicholas A.; Freeland, Emily

2009-04-01

Graduate employee unions represent a significant fraction of graduate employees in the United States, Canada, and other nations. The collective bargaining process is a unique forum where issues ranging from paid parental leave, hostile work environment, and access to lactation rooms can be addressed on an even footing with the employing universities. Because employment is governed by a collective bargaining agreement, violations are subject to a grievance policy. The Teaching Assistants' Association at the University of Wisconsin-Madison is one of the oldest graduate employee unions in the world. We discuss this example union, including successes in both the collective bargaining process and the grievance procedure. In particular, we find that graduate employee unions are an effective means of fighting pregnancy discrimination. We also provide a comparison of parental leave policies for graduate students at various universities.

29 CFR 784.8 - “Employer,” “employee,” and “employ.”

Science.gov (United States)

2010-07-01

... STANDARDS ACT APPLICABLE TO FISHING AND OPERATIONS ON AQUATIC PRODUCTS General Some Basic Definitions § 784... prohibitions against the employment of oppressive child labor. The Act provides its own definitions of... political subdivision of a State or any labor organization (other than when acting as an employer), or...

Motivational drives of employees at an investment bank

OpenAIRE

2008-01-01

The purpose of this study was to determine what the motivational drives are for employees working in an investment bank and whether money plays a roll in motivating employees working for an investment bank. The target group for this study was all the employees who have been in the employment of the target organisation for one year and longer. This group was divided into subgroups of specialist transactors and specialist support personnel. The profile of these two subgroups included a variety ...

Employer's information and promotion-seeking activities

OpenAIRE

Epstein, Gil S.

2012-01-01

This paper presents a model in which promotion of employees within the internal firm hierarchy is determined by the individuals' allocation of time between promotion/rent-seeking and productive activity. We consider the effect of an increase in the employer's knowledge (information) regarding the employees' productivity levels on the total time spent by the workers in non-productive promotion-seeking activities.

20 CFR 702.211 - Notice of employee's injury or death; designation of responsible official.

Science.gov (United States)

2010-04-01

... facilitate the filing of notices, each employer shall designate at least one individual responsible for...; designation of responsible official. 702.211 Section 702.211 Employees' Benefits EMPLOYMENT STANDARDS... of responsible official. (a) In order to claim compensation under the Act, an employee or claimant...

Depression and Behavioral Problems Among Adolescent Girls and Young Women Employees of the Textile Industry in India.

Science.gov (United States)

Gnanaselvam, Nancy Angeline; Joseph, Bobby

2018-01-01

Stress and depression are common in textile industry employees due to inadequate working conditions and challenging socioeconomic conditions. The objective of the study was to assess depression and mental health among adolescent and young females currently employed in a textile factory located in Tamil Nadu compared with past employees and women who have never been employed. This cross-sectional study included a total of 107 participants in each study group who were interviewed. The Patient Health Questionnaire-9 and Strengths and Difficulties Questionnaire were administered to screen participants for depression and mental health. More current employees (16.82%) and past employees (15.88%) suffered from depression severe enough to require treatment compared with never employed girls and young women (2.8%). Of the study participants, 59.8% of current employees, 63.6% of past employees, and 32.7% of never employed women had mental health or behavior problems. In the regression model, history of abuse was significantly associated with depression. Participants who were current employees and reported family debt and a history of abuse were significantly more likely to have mental health or behavior problems. Mental health issues such as depression and behavior problems were more likely among adolescent girls currently employed in textile industries. Further studies into the causes of this phenomenon are needed.

Employer-sponsored health insurance and the gender wage gap.

Science.gov (United States)

Cowan, Benjamin; Schwab, Benjamin

2016-01-01

During prime working years, women have higher expected healthcare expenses than men. However, employees' insurance rates are not gender-rated in the employer-sponsored health insurance (ESI) market. Thus, women may experience lower wages in equilibrium from employers who offer health insurance to their employees. We show that female employees suffer a larger wage gap relative to men when they hold ESI: our results suggest this accounts for roughly 10% of the overall gender wage gap. For a full-time worker, this pay gap due to ESI is on the order of the expected difference in healthcare expenses between women and men. Copyright © 2015 Elsevier B.V. All rights reserved.

THE PHYSICAL AND/OR PSYCHIC INABILITY DISMISALL OF THE EMPLOYEE IN ROMANIAN LABOUR LAW

Directory of Open Access Journals (Sweden)

Olimpia-Monica Matiaș

2013-11-01

Full Text Available On the historical and legal side, the physical and/or psychic inability of the employee to provide the corresponding post in which he was employed as a basis for the contract of employment that equated professional discordance (article 130 paragraph 1 letter e of the Labor Code of 1973, adopted by law No. 10 of 25 November 1972. Dismissal for medical reasons is one of the cases of termination of the individual contract of work from the employer, which excludes the employee's contributory negligence. The employee is unable to fulfill his/her service obligations due to the reduction of some of his/her biological, intellectual capacity. The physical condition and/or mental inability of an employee in the performance of the duties corresponding to a post service is not general, but specific workplace at the time. Owing to the nature of the objective medical lies, we appreciate the useful proposal de lege ferenda, that where the employer opts for the dismissal of the employee pursuant to art. 61(c the Labor Code, due to the fact that at the same time there is no vacancy in the unit, to opt for the cessation of the individual employment contract.

5 CFR 5101.103 - Outside employment and activities.

Science.gov (United States)

2010-01-01

... STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE COMMODITY FUTURES TRADING COMMISSION § 5101.103 Outside... pertinent facts regarding the anticipated employment, including the name of the employer, the nature of the...

Motivational programme for talents and benefits for employee and employer

OpenAIRE

Komárková, Andrea

2011-01-01

Master thesis is focused on the topic of talent management. It is divided into theoretical and practical part. The theoretical part defines basic terms of talent, talent management, talent management processes - acquisition, development and retention of talented employees in the organization. The second part of the thesis focuses firstly on the introduction of Unicorn and analysis of the current state of talent management in the company. Information was obtained by interviewing concerned peop...

Employee motivations for self-censorship on social media

DEFF Research Database (Denmark)

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....

76 FR 76235 - Ex Parte Cease and Desist and Summary Seizure Orders-Multiple Employer Welfare Arrangements

Science.gov (United States)

2011-12-06

... definition, paragraph (b)(1) provides that a ``multiple employer welfare arrangement'' is an employee welfare... providing welfare plan benefits, including health benefits to the employees of two or more employers... provisions are limited to employee welfare benefit plans, other than governmental plans, church plans, and...

Access to Employment: People with Disabilities.

Science.gov (United States)

Pierce, Patricia A.

1990-01-01

Reports the findings of Lou Harris and Associates (1987) on what employers are doing to employ people with disabilities and what their experiences with disabled employees have been. Presents strategies that provide a model for addressing the needs of the disabled population and provide them with opportunities. (JS)

20 CFR 645.265 - What safeguards are there to ensure that participants in Welfare-to-Work employment activities do...

Science.gov (United States)

2010-04-01

... participants in Welfare-to-Work employment activities do not displace other employees? 645.265 Section 645.265 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROVISIONS GOVERNING WELFARE... ensure that participants in Welfare-to-Work employment activities do not displace other employees? (a) An...

Mortality among long-term Chalk River employees

International Nuclear Information System (INIS)

Werner, M.M.; Myers, D.K.

1986-12-01

Mortality among Chalk River Nuclear Laboratory (CRNL) employees who died during employment or after retirement has been updated to 1985 December 31. Data in tabular form are presented for overall mortality for male and female employees, for the participants in the clean-up for the NRX and NRU reactor accidents and for a group of CRNL staff with lifetime accumulative doses in excess of 0.2 Sv. Data are also presented on the different types of cancer causing death among male employees. No statistically significant increases in cancer deaths were found in any of the groups analyzed. 25 refs

Annual incremental health benefit costs and absenteeism among employees with and without rheumatoid arthritis.

Science.gov (United States)

Kleinman, Nathan L; Cifaldi, Mary A; Smeeding, James E; Shaw, James W; Brook, Richard A

2013-03-01

To assess the impact of rheumatoid arthritis (RA) on absence time, absence payments, and other health benefit costs from the perspective of US employers. Retrospective regression-controlled analysis of a database containing US employees' administrative health care and payroll data for those who were enrolled for at least 1 year in an employer-sponsored health insurance plan. Employees with RA (N = 2705) had $4687 greater average annual medical and prescription drug costs (P employees with RA used an additional 3.58 annual absence days, including 1.2 more sick leave and 1.91 more short-term disability days (both P Employees with RA have greater costs across all benefits than employees without RA.

Job Sharing in Health Care. A Handbook for Employees and Employers.

Science.gov (United States)

McGuire, Nan; And Others

This handbook provides detailed information about job sharing for both administrators and potential sharers who are interested in implementing this new work arrangement. It incorporates results of a survey of job sharing in health care organizations as well as interviews and contacts with health care providers. A section on employees and job…

Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money.

Science.gov (United States)

Davis, Jennifer J J

2008-09-01

Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, "Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense." This promising approach to improving health and reducing healthcare costs could potentially be applied to other employer groups.

Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money

Science.gov (United States)

Davis, Jennifer “J. J.”

2008-01-01

Background Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. Objectives As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. Methods The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. Results In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Conclusions Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, “Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense.” This promising approach to improving health and reducing healthcare costs could potentially be applied to other

Genetic testing in the workplace: the employer's coin toss.

Science.gov (United States)

French, Samantha

2002-09-05

A toss of the coin by the modern-day employer reveals two options regarding genetic testing in the workplace. The employer may choose to take advantage of increasingly precise, available, and affordable genetic testing in order to ascertain the genetic characteristics--and deficiencies--of its employees. This outcome exposes the employer to a vast array of potential litigation and liability relating to the Americans with Disabilities Act, the Fourth Amendment, Title VII of the Civil Rights Act, and state legislation designed to protect genetic privacy. Alternatively, the employer may neglect to indulge in this trend of genetic testing and may face liability for employer negligence, violations of federal legislation such as OSHA regulations, and increased costs associated with insuring the health of genetically endangered employees. In the rapidly developing universe of genetic intelligence, the employer is faced with a staggering dilemma.

The Contracting Parties' Ability To Conclude The Employment Contract

Directory of Open Access Journals (Sweden)

Carmen Constantina NENU

2014-08-01

Full Text Available This study's main objective is to analyze certain effects produced by the changes of the Labor Code and by the entry into force of the current Romanian Civil Code. These effects refer to one of the fundamental conditions for the valid conclusion of the individual employment contract, that is, to the legal capacity of employers and employees. Thus, a complete analysis of legal regulations and of the correlations between different provisions on the legal capacity of parties to the individual employment contract is required to identify the existing noncompliance and to propose solutions. The research demonstrated that the current regulatory framework governing the legal capacity of the parties to an individual employment contract does not entirely correspond to the social reality. Therefore, only the employer benefits from a relatively comprehensive statutory regulation on the legal capacity to conclude an individual employment contract. The employee, however, does not benefit from the same attention from legislature. Considering the above, the study represents a significant scientific contribution, whose value lies in the proposed changes to modify legislature, so that the legal capacity of job holders would benefit from fair regulation, in accordance with the principle of legal protection of employee rights.

Fast Food Jobs. National Study of Fast Food Employment.

Science.gov (United States)

Charner, Ivan; Fraser, Bryna Shore

A study examined employment in the fast-food industry. The national survey collected data from employees at 279 fast-food restaurants from seven companies. Female employees outnumbered males by two to one. The ages of those fast-food employees in the survey sample ranged from 14 to 71, with fully 70 percent being in the 16- to 20-year-old age…

5 CFR 2635.605 - Waiver or authorization permitting participation while seeking employment.

Science.gov (United States)

2010-01-01

... ETHICS GOVERNMENT ETHICS STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE EXECUTIVE BRANCH Seeking Other... prospective employer only after receiving a written waiver issued under the authority of 18 U.S.C. 208(b)(1... such prospective employer. The employee may participate in such matters only where the agency designee...

Solo self-employment and membership of interest organizations in the Netherlands: Economic, social, and political determinants

NARCIS (Netherlands)

Jansen, Giedo

2017-01-01

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

Workplace health promotion implementation, readiness, and capacity among midsize employers in low-wage industries: a national survey.

Science.gov (United States)

Hannon, Peggy A; Garson, Gayle; Harris, Jeffrey R; Hammerback, Kristen; Sopher, Carrie J; Clegg-Thorp, Catherine

2012-11-01

To describe workplace health promotion (WHP) implementation, readiness, and capacity among midsize employers in low-wage industries in the United States. A cross-sectional survey of a national sample of midsize employers (100 to 4999 employees) representing five low-wage industries. Employers' WHP implementation for both employees and employees' spouses and partners was low. Readiness scales showed that employers believe WHP would benefit their employees and their companies, but they were less likely to believe that WHP was feasible for their companies. Employers' capacity to implement WHP was very low; nearly half the sample reported no capacity. Midsize employers in low-wage industries implement few WHP programs; their responses to readiness and capacity measures indicate that low capacity may be one of the principal barriers to WHP implementation.

The financial responsibilities of the employer with regard to injuries caused by crime of the employee in the retail sector / Marius Lafras Smit

OpenAIRE

Smit, Marius Lafras

2014-01-01

The employee‘s right to a safe working environment or a safe place of work is recognised in common law, the Constitution of the Republic of South Africa 1996, the Labour Relations Act, Act 66 of 1995, The Basic Conditions of Employment Act, Act 75 of 1997 and the Occupational Health and Safety Act, Act 85 of 1993. The Compensation for Occupational Injuries and Diseases Act, Act 130 of 1993 (COIDA) prescribes the procedure for compensating employees for injury on duty. Region...

Consultation Services for the Employer

National Research Council Canada - National Science Library

1997-01-01

The Occupational Safety and Health Administration (OSHA) is sensitive to the difficulties faced by employers who are genuinely concerned with their employees' safety and health and who wish to comply with OSHA regulations...

Employee health services integration: meeting the challenge. Successful program.

Science.gov (United States)

Lang, Y C

1998-02-01

1. The first step of a successful Employee Health Service integration is to have a plan supported by management. The plan must be presented to the employees prior to implementation in a "user friendly" manner. 2. Prior to computerization of employee health records, a record order system must be developed to prevent duplication and to enhance organization. 3. Consistency of services offered must be maintained. Each employee must have the opportunity to receive the same service. Complexity of services will determine the site of delivery. 4. Integration is a new and challenging development for the health care field. Flexibility and brainstorming are necessary in an attempt to meet both employee and employer needs.

Part-Time Higher Education: Employer Engagement under Threat?

Science.gov (United States)

Mason, Geoff

2014-01-01

Employer support for employees who are studying part-time for higher education qualifications constitutes a form of indirect employer engagement with higher education institutions that has contributed strongly to the development of work-related skills and knowledge over the years. However, this form of employer engagement with higher education…

APPROACHES TO EMPLOYEE DEVELOPMENT IN CZECH ORGANISATIONS

Directory of Open Access Journals (Sweden)

VNOUČKOVÁ, Lucie

2015-03-01

Full Text Available Education, development, knowledge management, career development and talent management are currently often discussed themes regarding strategic management of organisations. Those concepts are strategically important. Therefore the aim of the article is to evaluate possibilities of employee education and development and identify main approaches to employee development in Czech organizations. The results are based on a quantitative survey by questionnaire data collection. The results shows that 70% of respondents have possibility of development; 86% uses their skills and abilities and 63% stated that their employer support their development. On the contrary, 27% do not feel any possibility to grow and that may lead to disaffection, loss of production or even to employee turnover. Based on the results of the analysis, employees, who miss adequate level of development are usually key and knowledge employees; it is necessary to support their career plans and development to retain them in organisation.

Employee perceptions of managers' leadership over time.

Science.gov (United States)

Palm, Kristina; Ullström, Susanne; Sandahl, Christer; Bergman, David

2015-01-01

This paper aims to explore if and how employees in a healthcare organisation perceive changes in their managers' leadership behaviour over time. An interview study was conducted with employees whose managers had participated in a two-year leadership development programme offered by their employer, Healthcare Provision Stockholm County. Qualitative content analysis was applied, and the interview discussions focused on areas in which the majority of the informants perceived that a change had occurred over time and their answers were relatively consistent. The majority of employees did discern changes in their managers' leadership over time, and, with very few exceptions, these changes were described as improvements. The knowledge that employees perceived changes in their managers' leadership supports investments in leadership development through courses, programmes or other initiatives. The present findings contribute to a deeper empirical understanding of leadership as it is practised over time in everyday contexts among employees in healthcare organisations.

Employee Handbook

Energy Technology Data Exchange (ETDEWEB)

Bello, Madelyn

2008-09-05

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

Evaluation of a comprehensive employee wellness program at an organization with a consumer-directed health plan.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B; Kasiarz, David; Edington, Dee W

2014-04-01

Consumer-directed health plans (CDHPs) are popular among employers in the United States. This study examined an employee wellness program and its association with employee health in an organization that recently initiated a CDHP. This retrospective observational analysis compared the health risks, employer-paid health care costs, and short-term disability absences of employees of a large financial services corporation from 2009 to 2010. The two-time health risk appraisal participants had a significant improvement in the percentage of employees in the overall low-risk category. The average annual employer-paid medical and pharmacy costs did not significantly change. For employees who improved their health risk category, there was a commensurate change in costs and absences. In a difficult economic climate, this organization began a health promotion program for employees as well as a new CDHP benefit structure. No short-term reduction in health care usage or overall health status was observed.

29 CFR 825.211 - Maintenance of benefits under multi-employer health plans.

Science.gov (United States)

2010-07-01

..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.211 Maintenance of benefits under multi-employer health plans. (a) A... that the employee would have been laid off and the employment relationship terminated; or, (3) The...

Direct and indirect economic costs among private-sector employees with osteoarthritis.

Science.gov (United States)

Berger, Ariel; Hartrick, Craig; Edelsberg, John; Sadosky, Alesia; Oster, Gerry

2011-11-01

To estimate direct and indirect economic costs among private-sector employees with osteoarthritis (OA). Using a large US employer benefits database, we identified all employees with evidence of OA during calendar year 2007, and compared their costs of health care and work loss to age-and-sex-matched employees without evidence of OA in that year. Private-sector employees with OA (n = 2399) averaged 62.9 days of absenteeism versus 36.7 days among matched comparators (n = 2399) (P Private-sector employees with OA have higher direct and indirect costs than those without this condition.

Promoting Influenza Vaccination to Restaurant Employees.

Science.gov (United States)

Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Parrish, Amanda T; Ahmed, Faruque; Zhou, Chuan; Allen, Claire L

2016-09-01

To evaluate an evidence-based workplace approach to increasing adult influenza vaccination levels applied in the restaurant setting We implemented an intervention and conducted a pre/post analysis to determine effect on vaccination. Eleven Seattle-area restaurants. Restaurants with 25+ employees speaking English or Spanish and over 18 years. Restaurants received influenza vaccination promotion materials, assistance arranging on-site vaccination events, and free influenza vaccinations for employees. Pre/post employee surveys of vaccination status with direct observation and employer interviews to evaluate implementation. We conducted descriptive analysis of employee survey data and performed qualitative analysis of implementation data. To assess intervention effect, we used a mixed-effects logistic regression model with a restaurant-specific random effect. Vaccination levels increased from 26% to 46% (adjusted odds ratio 2.33, 95% confidence interval 1.69, 3.22), with 428 employees surveyed preintervention, 305 surveyed postintervention, and response rates of 73% and 55%, respectively. The intervention was effective across subgroups, but there were restaurant-level differences. An access-based workplace intervention can increase influenza vaccination levels in restaurant employees, but restaurant-level factors may influence success. © 2016 by American Journal of Health Promotion, Inc.

Discrimination in Public Employment: The Evolving Law.

Science.gov (United States)

McCarthy, Martha M.

This monograph reviews the current status of constitutional, statutory, and case law governing public employers' obligations to assure equal employment opportunities and employees' rights to nondiscriminatory treatment. An initial overview of the legal framework discusses federal equal protection mandates including the guarantee of equal…

Social firms: sustainable employment for people with mental illness.

Science.gov (United States)

Williams, Anne; Fossey, Ellie; Harvey, Carol

2012-01-01

Social firms or enterprises aim to offer sustainable employment in supportive workplaces for people who are disadvantaged in the labour market. Therefore, this study sought to explore employees' views in one social firm about the features of their workplace that they found supportive. Seven employees were recruited, all of whom experienced persistent mental illness, and had worked in this social firm for between eleven months and six years. A semi-structured interview, the Work Environment Impact Scale (version 2.0), was used to explore participants' views of their workplace and to rate how its physical and social characteristics impacted them. Participants also rated their job satisfaction with a modified Indiana Job Satisfaction Scale. Features of the social firm workplace identified by these employees as contributing to their sustained employment and satisfaction were the rewards, task demands, work schedule, and workplace interactions with supervisors and other co-workers. From their views, guiding principles for the development of supportive workplaces and evaluation of their capacity to afford sustainable employment were derived. This study adds to current knowledge about workplace supports from an employee perspective, and is of relevance for informing future social firm development, workplace design and evaluation.

Are Employees Concerned About Corporate Social Responsibility?

OpenAIRE

Caner Dincer; Banu Dincer

2015-01-01

In this paper, we explore the impact of corporate social responsibility (CSR) on organizational commitment of internal publics especially employees. More precisely, we seek to examine the effect of CSR practices on different dimensions of organizational commitment focusing on the employee level. The study uses a web-based survey research method and employs hierarchical multiple regression analysis to explore the predictive ability of four dimensions of CSR on three dimensions of organizationa...

26 CFR 31.3201-1 - Measure of employee tax.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Measure of employee tax. 31.3201-1 Section 31... TAXES AND COLLECTION OF INCOME TAX AT SOURCE EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE Railroad Retirement Tax Act (Chapter 22, Internal Revenue Code of 1954) Tax on Employees § 31.3201-1...

26 CFR 31.3101-1 - Measure of employee tax.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Measure of employee tax. 31.3101-1 Section 31... TAXES AND COLLECTION OF INCOME TAX AT SOURCE EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE Federal Insurance Contributions Act (Chapter 21, Internal Revenue Code of 1954) Tax on Employees § 31.3101...

11 CFR 7.9 - Outside employment or activities.

Science.gov (United States)

2010-01-01

..., or create the appearance of, a conflict of interest; (4) Outside employment or other activities that...) Outside employment or other activities which tend to impair the employee's mental or physical capacities... 11 Federal Elections 1 2010-01-01 2010-01-01 false Outside employment or activities. 7.9 Section 7...

Outsourcing, occupational restructuring, and employee well-being: Is there a silver lining?

OpenAIRE

Petri, Böckerman; Mika, Maliranta

2012-01-01

This paper examines the relationship between outsourcing and various aspects of employee well-being by devoting special attention to the role of occupational restructuring as a conveying mechanism. Using linked employer-employee data, we find that offshoring involves job destruction, especially when the destination is a low-wage country. In such circumstances, staying employees' job satisfaction is reduced. However, the relationship between outsourcing and employee well-being is not entirely ...

The Atomic Energy of Canada Limited (AECL) employee health study

International Nuclear Information System (INIS)

Myers, D.K.; Werner, M.M.

1985-01-01

A preliminary examination of records relating to past Chalk River employees provides some reassurance that large numbers of cancer deaths that might be related to occupational radiation exposure do not exist in the groups of employees studied to the end of 1982. The lack of reliable information on deaths of ex-employees who left AECL for other employment prevented the inclusion of this group in this preliminary study. This information will presumably be obtained during the course of the more comprehensive Atomic Energy of Canada Ltd. employee health study. 6 refs

INSPECTION IN THE FIELD OF EMPLOYMENT RELATIONSHIPS AND PENALTY PROVISIONS UNDER THE LABOR LAW

Directory of Open Access Journals (Sweden)

Vojo Belovski

2017-10-01

Full Text Available If the primary efficacy of the projected normative order is absent, the mechanism of secondary efficacy occurs, which implies forceful realization of norms – repressive measures, i.e. coercive measures, and punitive undertakings. In the Labor Law there is a whole Chapter (Chapter XXV devoted to inspection supervision in the field of employment relationships. Labor inspection functions as a specialized organ of the Ministry which is responsible for the affairs in the area of labor. A request for a control by a labor inspectorate can be instigated by a worker individually, by the Trade Union and by the employer. It can also be instigated ex officio by the inspection supervision. Concerning supervision of the legal commencement of employment the procedure for the labor inspector is as follows: a to find employees at the place of work of the employer who are not employed according to the law; b employees not registered in the mandatory social insurance; c shall make a decision and shall order the employer to commence employment with the persons found there or with other persons without public job announcement within 8 days; d to employ for an indefinite period of time; e the number of employees shall not be reduced within the next three months; f will make a proposal for settlement by issuing a payment order of misdemeanor for the person responsible or a person authorized by the employer under the Law on Misdemeanors; g if the employer does not accept the payment order of misdemeanor, the inspector in charge will file a request for initiating a misdemeanor procedure. As an example of the misdemeanor provisions, a fine of 7,000 Euros in denar equivalent shall be pronounced on the employerlegal entity if: 1 if no agreement for employment has been made between the employee and the employer and the employer failed to register the employee in the Mandatory pension and Disability Insurance Fund, Health insurance and insurance in case of unemployment

Workplace Charging Challenge Mid-Program Review: Employees Plug In

Energy Technology Data Exchange (ETDEWEB)

None, None

2015-12-31

The EV Everywhere Workplace Charging Challenge aims to have 500 U.S. employers offering workplace charging by 2018. These reports describe the progress made in the Challenge. In 2015, the Workplace Charging Challenge celebrated a major milestone – it reached the halfway point to its goal of 500 Challenge partners committed to installing workplace charging by 2018. More than 250 employers have joined as Challenge partners and the installation of workplace charging as a sustainable business practice is growing across the country. Their efforts have resulted in more than 600 workplaces with over 5,500 charging stations accessible to nearly one million employees. In 2015, more than 9,000 PEV-driving employees charged at these worksites on a regular basis. Our Workplace Charging Challenge Mid-Program Review reports this progress and other statistics related to workplace charging, including employee satisfaction and charger usage.

Texas Employer 1996 Dependent Care Survey.

Science.gov (United States)

Ruggiere, Paul; Glass, James

Many employers have enacted "family-friendly benefits" in response to demands placed on their employees by the stress of caring for children or aging parents. The Employer Dependent Care Survey measured the prevalence of flexible work arrangements and child care and elder care benefits in Texas. Participating were 1,331 out of 6,500…

The Earnings Differential between Formal and Informal Employees in Urban China

Directory of Open Access Journals (Sweden)

Hong Zuo

2013-10-01

Full Text Available Few studies in the field of labor economics have analyzed the earnings differential between formal and informal employees in urban China. Due to data limitations, previous studies on this subject have not yielded accurate and widely acceptable results. This study seeks to obtain more accurate results by analyzing the earnings differential based on the conceptual framework of informal employment developed by the 17th International Conference of Labor Statisticians. We analyzed data from the 2006 Chinese General Social Survey, using the Lee model to correct for selection bias and decomposing the earnings differential between formal and informal employees in urban China in terms of the effects of employee characteristics, employment, and working hours. The latter two of these comprise the segmentation effect. We found that only 33% of the observed earnings differential can be explained by employee characteristics; the remaining 67% is attributable to the segmentation effect. The working hours effect narrows the earnings differential. Based on the results of our analysis, we conclude that informal employees in urban China, especially female informal employees, suffer from segmentation and that policies to address segmentation issues are needed.

The Transformation of Employee Participation

DEFF Research Database (Denmark)

Busck, Ole Gunni; Knudsen, Herman; Lind, Jens

2010-01-01

-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...

Employee influenza vaccination in residential care facilities.

Science.gov (United States)

Apenteng, Bettye A; Opoku, Samuel T

2014-03-01

The organizational literature on infection control in residential care facilities is limited. Using a nationally representative dataset, we examined the organizational factors associated with implementing at least 1 influenza-related employee vaccination policy/program, as well as the effect of vaccination policies on health care worker (HCW) influenza vaccine uptake in residential care facilities. The study was a cross-sectional study using data from the 2010 National Survey of Residential Care Facilities. Multivariate logistic regression analysis was used to address the study's objectives. Facility size, director's educational attainment, and having a written influenza pandemic preparedness plan were significantly associated with the implementation of at least 1 influenza-related employee vaccination policy/program, after controlling for other facility-level factors. Recommending vaccination to employees, providing vaccination on site, providing vaccinations to employees at no cost, and requiring vaccination as a condition of employment were associated with higher employee influenza vaccination rates. Residential care facilities can improve vaccination rates among employees by adopting effective employee vaccination policies. Copyright © 2014 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Mosby, Inc. All rights reserved.

The effect of work-life balance policies on women employees turnover

OpenAIRE

Chiang Hui-Yu; Noriaki Mamiko Takeuchi

2008-01-01

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...

RECOVERING NON-PECUNIARY LOSSES IN BREACH OF EMPLOYMENT CONTRACT UNDER MALAYSIAN LAW

OpenAIRE

Ali Mohamed, Ashgar Ali; Shair Mohamed, Mohd Akram; Sardar Baig, Farheen Baig

2017-01-01

Dismissal from employment is the prerogative ofthe employer. An impending dismissal must be carried out fairly with theaffected employee given the right to be heard. When a dismissal has beeneffected in high-handed manner, it may have real prospect of humiliation andembarrassment to the employee. Besides besmirching his reputation, it can alsoaffect the employee’s ability to seek new employment, forcing him to acceptemployment offering lower wages than what would have been expected in the typ...

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Science.gov (United States)

2010-04-01

... their general committees and their insurance departments and their local lodges and divisions...” shall include an employee of a local lodge or division defined as an employer in section 1 (a) only if..., That an individual shall be deemed to be in the service of an employer, other than a local lodge or...

Your employment brand: is it working for or against you?

Science.gov (United States)

Mitchell, Stephen G

2008-01-01

The ability to attract and retain hard-to-find professionals is vitally connected to the perceptions of your organization both internally and externally. Many organizations confuse their employment brand with branding and all too often put considerable effort and often scarce resources against ineffective initiatives. Most health care organizations do not consistently allocate the necessary resources needed to build and sustain a strong employer brand. The relationship between employers and employees to and among each other and the values you strive for collectively are the cornerstones of your employment brand. It is imperative for nurse leaders to create and sustain an environment where employees are inherently positive and connected to their organization.

Enterprise demography and foreign ownership: effects on employment

NARCIS (Netherlands)

Urlings, N.; Korvorst, M.; Fortanier, F.N.

2011-01-01

Current research has shown that foreign controlled enterprises are generally larger, employ more high-skilled employees and pay higher wages. However, a proper assessment of the employment consequences of firms requires consideration of longitudinal developments and demographic events such as

77 FR 2935 - Revision to Chemical Testing Regulations for Mariners and Marine Employers

Science.gov (United States)

2012-01-20

... Supervisors Currently, 46 CFR 16.401 requires Employee Assistance Program (EAP) training for employees subject... of your drug-testing programs? (6) Do marine employees appear for random drug tests required by Coast...), employers who must have a random drug testing program but who have 10 or fewer employees are exempt from...

CASES IN WHICH THE PATRIMONIAL LIABILITY OF THE EMPLOYER CAN BE ESTABLISHED

Directory of Open Access Journals (Sweden)

ADRIANA ELENA BELU

2013-05-01

Full Text Available The employer’s patrimonial liability can be triggered if the employee was subject to a moral or material prejudice. Most often, the material damage caused to the employee consists in the denial of material rights, case in which the employer also owes an interest. The moral prejudice represents a harmful consequence, with a noneconomic content determined by the violation of the non-patrimonial personal rights, such as: harming the honour, dignity, prestige or reputation. In this context, between the guilty employer and the prejudiced employee there could be an obligational report.

29 CFR 825.603 - Special rules for school employees, duration of FMLA leave.

Science.gov (United States)

2010-07-01

..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Special Rules Applicable to Employees... counted as FMLA leave; however, the employer shall be required to maintain the employee's group health insurance and restore the employee to the same or equivalent job including other benefits at the conclusion...

29 CFR 2520.104-24 - Exemption for welfare plans for certain selected employees.

Science.gov (United States)

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Exemption for welfare plans for certain selected employees.... (b) Exemption. Under the authority of section 104(a)(3) of the Act, each employee welfare benefit... employee welfare benefit plans: (1) Which are maintained by an employer primarily for the purpose of...

Employer-provided health insurance and hospital mergers.

Science.gov (United States)

Garmon, Christopher

2013-07-01

This paper explores the impact of employer-provided health insurance on hospital competition and hospital mergers. Under employer-provided health insurance, employer executives act as agents for their employees in selecting health insurance options for their firm. The paper investigates whether a merger of hospitals favored by executives will result in a larger price increase than a merger of competing hospitals elsewhere. This is found to be the case even when the executive has the same opportunity cost of travel as her employees and even when the executive is the sole owner of the firm, retaining all profits. This is consistent with the Federal Trade Commission's findings in its challenge of Evanston Northwestern Healthcare's acquisition of Highland Park Hospital. Implications of the model are further tested with executive location data and hospital data from Florida and Texas.

İşveren Markası Yönetimi Sürecinde İşe Alım Öncesi Dönem ve İşgören Seçimi: Kavramsal Bir Değerlendirme (Pre-Recruitment Period and Employee Selection in Employer Brand Management Process: A Conceptual Evaluation

Directory of Open Access Journals (Sweden)

Ebru GÖZEN

2016-03-01

Full Text Available Nowadays constantly renewing itself technological , socio-economic and cultural changes have dragged the companies to the tight competition. They can sustain their assets depends on finding the right labor and employment abilities. The quality and success of the human resources departments mostly depends on the process of finding employee. This process forms the basis of the other HR processes. One of the components of employer branding is Pre-Recruitment Period and Employee Selection. In this study, pre- recruitment and employee selection process is presented from the perspective of employer brand management. On this basis, it’s targeted to make suggestions for future researchers. The literature on this subject is very limited in our country. So this study is important to contribute to the literature

Stated Uptake of Physical Activity Rewards Programmes Among Active and Insufficiently Active Full-Time Employees.

Science.gov (United States)

Ozdemir, Semra; Bilger, Marcel; Finkelstein, Eric A

2017-10-01

Employers are increasingly relying on rewards programmes in an effort to promote greater levels of activity among employees; however, if enrolment in these programmes is dominated by active employees, then they are unlikely to be a good use of resources. This study uses a stated-preference survey to better understand who participates in rewards-based physical activity programmes, and to quantify stated uptake by active and insufficiently active employees. The survey was fielded to a national sample of 950 full-time employees in Singapore between 2012 and 2013. Participants were asked to choose between hypothetical rewards programmes that varied along key dimensions and whether or not they would join their preferred programme if given the opportunity. A mixed logit model was used to analyse the data and estimate predicted uptake for specific programmes. We then simulated employer payments based on predictions for the percentage of each type of employee likely to meet the activity goal. Stated uptake ranged from 31 to 67% of employees, depending on programme features. For each programme, approximately two-thirds of those likely to enrol were insufficiently active. Results showed that insufficiently active employees, who represent the majority, are attracted to rewards-based physical activity programmes, and at approximately the same rate as active employees, even when enrolment fees are required. This suggests that a programme with generous rewards and a modest enrolment fee may have strong employee support and be within the range of what employers may be willing to spend.

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

Science.gov (United States)

Holton, M Kim; Barry, Adam E; Chaney, J Don

2015-01-01

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

29 CFR 471.4 - What employers are not covered under this part?

Science.gov (United States)

2010-07-01

... LABOR NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS; NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS Definitions, Requirements for Employee... 29 Labor 2 2010-07-01 2010-07-01 false What employers are not covered under this part? 471.4...

Affective commitment to the employer brand: Development and validation of a scale

OpenAIRE

Fernandez-Lores, Susana; Gavilan, Diana; Avello, Maria; Blasco, Francisca

2016-01-01

In recent years employer branding has become increasingly important as a source of sustainable competitive advantage. Companies are trying to engender affective commitment in the best employees in a global labor market. We develop and validate a multidimensional scale to measure the strength of an employee´s affective commitment to the employer brand in five separate studies. In Study 1 and 2 the Affective Commitment to the Employer Brand (ACEB) scale was developed and tested for its factor s...

Workplace bullying a risk for permanent employees.

Science.gov (United States)

Keuskamp, Dominic; Ziersch, Anna M; Baum, Fran E; Lamontagne, Anthony D

2012-04-01

We tested the hypothesis that the risk of experiencing workplace bullying was greater for those employed on casual contracts compared to permanent or ongoing employees. A cross-sectional population-based telephone survey was conducted in South Australia in 2009. Employment arrangements were classified by self-report into four categories: permanent, casual, fixed-term and self-employed. Self-report of workplace bullying was modelled using multiple logistic regression in relation to employment arrangement, controlling for sex, age, working hours, years in job, occupational skill level, marital status and a proxy for socioeconomic status. Workplace bullying was reported by 174 respondents (15.2%). Risk of workplace bullying was higher for being in a professional occupation, having a university education and being separated, divorced or widowed, but did not vary significantly by sex, age or job tenure. In adjusted multivariate logistic regression models, casual workers were significantly less likely than workers on permanent or fixed-term contracts to report bullying. Those separated, divorced or widowed had higher odds of reporting bullying than married, de facto or never-married workers. Contrary to expectation, workplace bullying was more often reported by permanent than casual employees. It may represent an exposure pathway not previously linked with the more idealised permanent employment arrangement. A finer understanding of psycho-social hazards across all employment arrangements is needed, with equal attention to the hazards associated with permanent as well as casual employment. © 2012 The Authors. ANZJPH © 2012 Public Health Association of Australia.

Employees as Active Consumers of HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value

NARCIS (Netherlands)

Meijerink, Jeroen Gerard; Bondarouk, Tatiana; Lepak, David P.

2016-01-01

Recognizing the importance for companies of having high-quality employment relationships with employees, previous studies have sought to explain the variability in employees’ perceptions of HRM service value. However, most of these studies view employees as inactive in employment relationships and,

Maintenance Communication and the Organizational Commitment of Dual-Career Employees.

Science.gov (United States)

Lay, Linda; DeWine, Sue

Focusing on the special needs of employees who are part of a two career couple, a study examined the (1) relationship between the employees' level of commitment to their employers and their perceptions of maintenance communication concerning dual career issues and (2) differences in organizational commitment between workers in dual and single…

20 CFR 404.1004 - What work is covered as employment?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false What work is covered as employment? 404.1004....1004 What work is covered as employment? (a) General requirements of employment. Unless otherwise... when outside the United States. (4) Your work is designated as employment or recognized as equivalent...

Hospital Mergers in Norway: Employee Health and Turnover to Three Destinations

Directory of Open Access Journals (Sweden)

Mari Holm Ingelsrud

2017-03-01

Full Text Available This article investigates the probability of turnover to three destinations following hospital merg- ers: within the hospital sector, out of the hospital sector, and out of work. It is hypothesized that mergers increase turnover to nonemployment among employees with poor health and increase turnover to employment outside of the hospital sector among healthy employees. Discrete-time survival analyses show that mergers increase turnover within the hospital sector for all employ- ees, regardless of health. Turnover to other sectors and out of work does not increase. Possible explanations for the limited turnover out of the sector associated with mergers are aspects of the Norwegian labor market such as the institution of employee participation, low unemployment, and labor shortages within hospitals.

5 CFR 7901.102 - Prior approval for outside employment.

Science.gov (United States)

2010-01-01

... ETHICAL CONDUCT FOR EMPLOYEES OF THE TENNESSEE VALLEY AUTHORITY § 7901.102 Prior approval for outside... or designee. The written request shall be submitted through the employee's supervisor or human resource office and shall, at a minimum, identify the employer or other person for whom the services are to...

5 CFR 7401.102 - Prior approval for outside employment.

Science.gov (United States)

2010-01-01

... STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE MERIT SYSTEMS PROTECTION BOARD § 7401.102 Prior approval... written approval from the employee's supervisor and the concurrence of the Designated Agency Ethics... name of the employer or organization; (ii) The nature of the legal activity or other work to be...

Employer Supported Child Care: An Idea Whose Time Has Come. A Conference on Child Care as an Employee Benefit (Costs and Benefits, Successful Programs, Company Options, Current Issues). Conference Proceedings.

Science.gov (United States)

Haiman, Peter, Ed.; Sud, Gian, Ed.

Many aspects of employer-sponsored child care programs--including key issues, costs and benefits, programmatic options, and implementation strategies--are discussed in these conference proceedings. Public policy issues, legal aspects of child care as an employee benefit, tax incentives for corporate child care, and funding sources for child care…

Employment strategy of the Russians

Directory of Open Access Journals (Sweden)

Vladimir Borisovich Toreev

2015-05-01

Full Text Available During the crisis it is especially important to choose a correct employment strategy. Every employee uses an employment strategy, as he/she selects the direction of long-term employment consciously or intuitively. The choice of strategy is determined by a number of factors shaping the person’s attitudes: health, character, upbringing, education, social environment, institutional environment. The employment strategies of the young people newly entering the labor market differ from lab our strategies of workers. Young people do not have such experience and can plan their life “from scratch”. The Soviet specialists, people who started their career in the planned economy, have their own features of employment strategies. The article describes employment strategies of the Russians

36 CFR 905.735-502 - Statements of employment and financial interests by employees.

Science.gov (United States)

2010-07-01

...) 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...

Affective commitment to the employer brand: Development and validation of a scale

Directory of Open Access Journals (Sweden)

Susana Fernandez-Lores

2016-01-01

Full Text Available In recent years employer branding has become increasingly important as a source of sustainable competitive advantage. Companies are trying to engender affective commitment in the best employees in a global labour market. In this study, we develop and validate a multidimensional scale to measure the strength of an employee's affective commitment to the employer brand in five separate studies. In Studies 1 and 2 the Affective Commitment to the Employer Brand (ACEB scale was developed and tested for its structure, reliability and convergent validity. Study 3 examines additional reliability and discriminant validity. Study 4 provides evidence of external validity. Study 5 examines the scale's nomological validity showing that a positive experience with the employer brand is important in making the employee develop affective commitment towards it. The limitations of the scale and the boundary conditions of its applicability are also discussed.

77 FR 16761 - Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban...

Science.gov (United States)

2012-03-22

...-Federal activity or business relationship, including self-employment, that involves the provision of..., or sibling of the employee; (D) The employee's, or the employee's spouse or minor child's, rental...

Prevention of Employees Fluctuation in IT

Directory of Open Access Journals (Sweden)

Libor Mesicek

2017-10-01

Full Text Available The aim of this paper is to present results of implementation fluctuation preventing counter-measures among other positions in IT department. In 2017 there is still one of the lowest unemployment rates in the history of the Czech Republic (especially in IT and companies are trying to preserve and prevent their key employees from moving to another employer. One of the tools, which could help reduce this risk, is providing additional education, certification and qualification with laying great emphasis on most valuable and essential personnel. The paper present updated results after 6 months since the company started with selection of high risks employees. It has been found that group of employees with high risk of leaving the company has shrunk and overall fluctuation index has also plunged.

Using employee experts to offer an interprofessional diabetes risk reduction program to fellow employees.

Science.gov (United States)

Lenz, Thomas L; Gillespie, Nicole D; Skrabal, Maryann Z; Faulkner, Michele A; Skradski, Jessica J; Ferguson, Liz A; Pagenkemper, Joni J; Moore, Geri A; Jorgensen, Diane

2013-03-01

A recent increase in the incidence of diabetes and pre-diabetes is causing many employers to spend more of their healthcare benefit budgets to manage the conditions. A self-insured university in the USA has implemented an interprofessional diabetes mellitus risk reduction program using its own employee faculty and staff experts to help fellow employees manage their diabetes and pre-diabetes. The interprofessional team consists of five pharmacists, a dietitian, an exercise physiologist, a health educator and a licensed mental health practitioner. In addition, the participant's physician serves as a consultant to the program, as does a human resources healthcare benefits specialist and a wellness coordinator. The volunteer program takes place at the worksite during regular business hours and is free of charge to the employees. The faculty and staff delivering the program justify the cost of their time through an interprofessional educational model that the program will soon provide to university students.

The Association Between Health Program Participation and Employee Retention.

Science.gov (United States)

Mitchell, Rebecca J; Ozminkowski, Ronald J; Hartley, Stephen K

2016-09-01

Using health plan membership as a proxy for employee retention, the objective of this study was to examine whether use of health promotion programs was associated with employee retention. Propensity score weighted generalized linear regression models were used to estimate the association between telephonic programs or health risk surveys and retention. Analyses were conducted with six study samples based on type of program participation. Retention rates were highest for employees with either telephonic program activity or health risk surveys and lowest for employees who did not participate in any interventions. Participants ranged from 71% more likely to 5% less likely to remain with their employers compared with nonparticipants, depending on the sample used in analyses. Using health promotion programs in combination with health risk surveys may lead to improvements in employee retention.

CAREER DEVELOPMENT OF TEXTILE INDUSTRY EMPLOYEES

Directory of Open Access Journals (Sweden)

UROŠEVIĆ Snežana

2017-05-01

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.

20 CFR 216.16 - What is regular non-railroad employment.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false What is regular non-railroad employment. 216.16 Section 216.16 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD... the United States Government: (i) Department of Transportation; (ii) Interstate Commerce Commission...

CSR: FOCUS ON EMPLOYEES. ITALIAN CASES.

Directory of Open Access Journals (Sweden)

Patrizia Gazzola

2014-12-01

Full Text Available The aim of the paper is to analyze the Corporate Social Responsibilitys (CSR influence on employees considering the fact that employees are primary stakeholders who directly contribute to the success of the company. CSR relates to employees helps to motivate the employees themselves. Job quality should be a key objective of any employer because the happy employees can create happy customers, which produce good business results. Research clearly indicates, with the help of statistical data and with the case study methodology, that committing to CSR boosts the morale and commitment of workers in a positive way. Employees who are satisfied with the organization s commitment to social and environmental responsibilities demonstrate more commitment, engagement and productivity. A conceptual framework is proposed based on literature. The author predominantly uses methods of qualitative research. In the research the case study methodology, which has been developed within the social sciences, is used. The paper starts with a concise introduction of CSR. In the first part the potential impact of CSR on employees is explained, considering why CSR may represent a special opportunity to positively influence employees’ and prospective employees’ perceptions of companies. In the second part the research considers three Italian companies that have distinguished themselves for their CSR strategy for employees: Luxottica, Brunello Cucinelli and Ferrero. A growing number of studies have been done regarding the benefits of CSR. However, most are concerned with the external view of shareholders and customer perspective. CSR research on the employee level is not well developed now. In order to better understand its effect on the employees, this study explore the impact of employees' perception of CSR on subsequent work attitudes and behaviors. CSR has a significant effect and it could improve employees' attitudes and behaviors, contribute to corporations' success

20 CFR 404.1074 - Farm crew leader who is self-employed.

Science.gov (United States)

2010-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment § 404.1074 Farm crew leader who is self-employed. If you are a farm crew leader and are deemed the... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Farm crew leader who is self-employed. 404...

Globalisation, the development of constitutionalism and the individual employer

Directory of Open Access Journals (Sweden)

K Calitz

2007-11-01

Full Text Available To establish which legal system will govern the relationship between parties involved in an international employment contract, the rules of private international law (or conflict of laws must be applied. Each country has its own rules of private international law and each country’s courts will apply its own rules if the court is seized with a matter that involves foreign elements. There may be conflict between the potentially applicable legal systems of countries in terms of the level of protection afforded to employees who are parties to international employment contracts. South Africa has constitutionalised the right to fair labour practices and the question is whether this right is applicable to South African employees working in other countries, or to foreigners working in South Africa who originate from countries where this right is not protected. The answer to this question is to be found in the influence of the Constitution on the rules of private international law as applied by South African courts. It is evident from recent judgments of the Labour Court that the Court will readily assume jurisdiction and will furthermore readily hold that the proper law of the contract is South African law in order to protect the constitutional rights of employees involved in international employment contracts. Had the Labour Court held that the place of performance was still the decisive connecting factor, (as previously decided in most South African cases on this aspect the law of the other countries involved in the international employment relationship could have left employees in a worse position than under South African law. This possibility seems to be one of the important underlying reasons for the Labour Court’s willingness to assume jurisdiction and to hold that the proper law was in fact South African law. In the globalisation context the Labour Court has contributed to the advancement of constitutionalism by developing South Africa�

Employees\\' perceptions of the Aid-for-AIDS disease-management ...

African Journals Online (AJOL)

It is estimated that 18–20% of South Africa\\'s more than 5 million HIV-positive individuals are formally employed. Disease management programmes for these employees vary in scope and sophistication, with services provided by the employer, or third-party specialist disease managers, or through medical aid schemes.

29 CFR 825.106 - Joint employer coverage.

Science.gov (United States)

2010-07-01

... facts and circumstances. A PEO does not enter into a joint employment relationship with the employees of... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Coverage Under the Family and Medical Leave Act § 825.106 Joint employer...