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Serving Justice-Involved Youth with Disabilities
Full text linkDisability is an important intersectional identity in juvenile justice trends. Youth with intellectual disabilities, developmental disabilities, and mental health disabilities are more likely to be involved in the juvenile justice system or multiple systems, and intersecting identities can increase the risk of justice involvement, particularly when disability overlaps with other identities associated with higher rates of discipline or justice involvement, such as race and lower socioeconomic status. This points to the importance of practitioners being aware of personal and systemic barriers that may influence youths’ experiences and outcomes related to key transition points. Youth with disabilities often require more intense and individualized services during and after justice involvement, and overall have poor post-release education and employment outcomes. Many youth experience challenges in obtaining resources and navigating multiple systems, necessitating additional transition support as they pursue life outcomes. Locating and reaching out to justice-involved youth with disabilities served by multiple systems is a known challenge. Success in this area requires strong collaborations between state and local government agencies, and the community partners and stakeholders who support youth upon release. In this policy brief, the authors discuss barriers and evidence-based practices in locating, serving, and supporting justice-involved youth with disabilities, focusing on efforts to re-engage youth with their former setting (school, home, and community), while also preparing them for future education, employment, independent living, and reducing the risk of recidivism through appropriate resources, services, and supports
Making Call Center Jobs Better: The Relationship between Management Practices and Worker Stress
Full text linkThe work of a call center agent has been described as one of the ten most stressful jobs in the global economy (Holdsworth and Cartwright 2003). Call centers are known for their heavy use of electronic monitoring, tightly controlled schedules and break times, and intense performance pressure. Past research has shown that these practices contribute to high levels of employee stress, anxiety, and burnout (Holman and Fernie 2000; Deery et al. 2002; Holman 2002). Worker stress also creates problems for companies and their customers. Managers are affected by staffing challenges associated with employee turnover and absenteeism. Customers are routinely routed between employees who have been narrowly trained to answer specialized questions.
This report summarizes research findings from a survey administered to 2100 call center workers represented by the Communications Workers of America (CWA), with the aim of investigating the causes and consequences of well-being and stress in these workplaces. We ask the following questions:
• What kinds of stress are experienced by call center workers, and how high are stress rates across different measures?
• What management practices and workplace factors are associated with lower rates of worker stress?
• How does worker stress relate to job satisfaction, absenteeism, and turnover intentions?
• What explains differences in the practices and outcomes associated with high rates of worker stress across call centers?
The call center workers we surveyed report high levels of stress across a range of measures, including emotional strain, sleep difficulties, use of anxiety medication, and repetitive stress injuries. Workers experiencing higher stress were also more likely to be absent, were less satisfied with their jobs, and more likely to want to quit. However, call centers do not have to be stressful workplaces that damage workers’ health. Good management practices that invest in skills, give workers more control over how they talk with customers, and use monitoring information to develop rather than discipline workers all can improve the workplace climate and reduce stress and burnout. Experience with outsourcing and fears of future outsourcing were also correlated with stress: suggesting that commitments to job security and in-sourcing work may also contribute to improved worker well-being
After the Social Crisis: The Transformation of Employment Relations at France Télécom
Full text linkThis article contributes to debates on the conditions for strengthening collective worker voice in financialized organizations. It examines change in employment relations at France Télécom/Orange (FT) following a social crisis associated with employee suicides in 2007-2009. FT’s labor unions developed creative approaches to study and publicize the negative effects of employment restructuring on workers’ psychosocial health. The common framing they developed became a source of ‘communicative power’, used to influence how the suicides were interpreted both within the firm and in the media. This power was deployed to encourage substantive social dialogue that institutionalized worker participation in management decision-making. Findings demonstrate the potentially transformative role of discursive strategies that assert the legitimacy of worker well-being as both a measure of and input to organizational performance
Return to Work Plan for COVID19
No full text[Excerpt] The purpose of this document is to describe the nature of arrangements for staff returning to work after COVID19. Throughout the last six months, we have experienced significant events, which have brought unplanned changes in many areas of life. Many people have experienced the quick transition to work from home. This experience of working from home to assist the community ‘flatten the curve’, has presented opportunities and challenges for all. These experiences are important to reflect upon, as they give insights into our ability to adapt to unprecedented, challenging and fast-moving situations and recognise new skills we have practiced in response to these changes
Military Survivor Benefit Plan: Background and Issues for Congress
Full text link[Excerpt] This report describes the categories of beneficiaries eligible for survivor benefits under the military Survivor Benefit Plan (SBP), the formulas used in computing the income level (including the integration of SBP benefits with other federal benefits), and the costs of SBP participation incurred by the retiree and/or the beneficiary. While this report focuses primarily on SBP, survivors of military members may be eligible for other benefits, including life insurance, TRICARE health benefits, Annuity for Certain Military Surviving Spouses (ACMSS), the Minimum Income Widow Annuity, Department of Defense (DOD) death gratuity, commissary and exchange privileges, and other federal benefits, such as Social Security
The Temporary Assistance for Needy Families (TANF) Block Grant: Responses to Frequently Asked Questions
Full text linkThe Temporary Assistance for Needy Families (TANF) block grant funds a wide range of benefits and services for low-income families with children. TANF was created in the 1996 welfare reform law (P.L. 104-193). This report responds to some frequently asked questions about TANF
