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The Expansion and Implications of Various Forms of Collective Representation in the United States
Get PDF[Excerpt] I have been student of collective bargaining my entire career as much of my scholarship and teaching has focused on understanding why and how U.S. collective bargaining evolved over the post-World War II period. What I am now struck by is the fact that various new organizations are being used by employees to pursue group action do as to improve those employees’ terms and conditions of work. Let me first describe how I came to see this emerging trend as the origins of my thinking leads me to a related point about this development, namely, that the U.S. labor relations system is becoming increasingly similar to the labor relations systems that exist in emerging countries.
With Tom Kochan and Alex Colvin three years ago I published a textbook, “Labor Relations in a Globalizing World” (2015). In that book we trace how core principles about bargaining power and negotiations can be used and, in some cases appropriately modified, to describe labor relations in emerging countries. We focus in particular on recent developments in China, India, Brazil and South Africa as case illustrations and also focus on those countries because they are major players in the global economy. As we describe, in emerging countries 2 the activities of non-governmental organizations (NGO’s) has become a more significant influence on employees’ terms and conditions of employment than trade unions. This past year Tom, Alex and I published the 5th edition of our U.S. collective bargaining textbook (Katz, Kochan, and Colvin, 2018. In that book we spend a significant amount of space describing how NGO’s have become a significant force within U.S. labor relations. Perhaps it was the fact that we had been alerted to the role that NGO’s are playing in emerging countries that led us to recognize the influence of NGO’s in the U.S. as well as the fact that the growing influence of NGO’s was becoming the subject of labor relations research and current events
Gender Equality and Social Inclusion Assessment of the Energy Sector: Enhancing Social Sustainability of Energy Development in Nepal
Get PDFIn Nepal, deeply embedded structural conditions determined by gender, caste or ethnicity, religion, language, and even geography have made access to and benefits from energy resources highly uneven. Women, the poor, and excluded groups experience energy poverty more severely. To address this imbalance, the government and other stakeholders have introduced measures to achieve greater gender equality and social inclusion. This study is an attempt to understand the factors affecting the outcomes and extent to which the initiatives have fostered gender equality and social inclusion. The study recommends measures to facilitate the distributive impact of energy sector development if Nepal is to meet its target of ensuring energy access to all
Understanding Database Reconstruction Attacks on Public Data
Get PDFIn 2020 the U.S. Census Bureau will conduct the Constitutionally mandated decennial Census of Population and Housing. Because a census involves collecting large amounts of private data under the promise of confidentiality, traditionally statistics are published only at high levels of aggregation. Published statistical tables are vulnerable to DRAs (database reconstruction attacks), in which the underlying microdata is recovered merely by finding a set of microdata that is consistent with the published statistical tabulations. A DRA can be performed by using the tables to create a set of mathematical constraints and then solving the resulting set of simultaneous equations. This article shows how such an attack can be addressed by adding noise to the published tabulations, so that the reconstruction no longer results in the original data
Clarence Central School District and Clarence Teachers Association, New York State United Teachers (NYSUT), American Federation of Teachers (AFT) (2018)
Get PDFTalk and Let Talk: The Effects of Language Proficiency on Speaking up and Competence Perceptions in Multinational Teams
Get PDF[Excerpt] In global firms multinational teams (MTs) are a way of life. Increasingly these firms find it essential to assemble just the right mix of talent from around the globe to tackle complex tasks.Typically MTs perform much if not all of their work using a common language which, while necessary, can have its drawbacks. For example, it is unlikely that all team members will be equally proficient in the chosen language. This can cause problems for team members who are less facile with the language and, thus, find it difficult to contribute to the work of their teams in a timely and meaningful way. These personal challenges, in turn, can accrue to the team level. A few recent studies suggest, for example, that asymmetries in language proficiency in MTs undermine trust and confidence among team members and often lead to the formation of cliques and uneven levels of influence that hamper team processes and eventually undermine team performance. Overall, though, little is known about the ways in which language proficiency affects those who work in MTs or the ways in which variations in language proficiency within teams affect their ultimate performance. The present study was designed to shed light on these issue
Community-Owned Solar Power and Micro Grids for New York State
Get PDFThis policy brief discusses how community owned solar projects and micro grids offer a sustainable alternative to reliance on the large power grid and polluting fossil fuels. It explains how micro grids work and looks at how they are connected to and can improve standard power grids or macro grids
Social Movements and HR: The Impact of #MeToo
Get PDF[Excerpt] Considering the increased societal attention given to sexual harassment and assault, and the wide range of reactions to #MeToo, we wanted to know how companies are reacting, whether they are changing their policies and practices, and whether the societal movement is impacting company culture. The highlights of our study show opportunities in culture, leadership, policy and reporting formulation, and training practices. During our study, we also found innovative practices that could be replicated across companies. Lastly, we have included a self-assessment tool to measure progress in addressing sexual harassment and assault within an organizatio
Racial Disparities in Buffalo-Niagara: Housing, Income, and Employment
Get PDFIn 2010, the Buffalo-Cheektowaga-Niagara Falls Metropolitan Statistical Area (MSA) encompassing both Erie and Niagara counties ranked as the sixth most segregated metro area in the nation. The region is also marked by severe disparities in income, employment, home ownership, and homelessness. In this brief, we present information for Buffalo and, in many cases, comparisons with the similarly situated cities of Milwaukee, Cleveland, Rochester, and Pittsburgh
What are the Best Practices to Conduct Sales Training?
Get PDF[Excerpt] Annually, companies in the U.S. spend over 1459 per salesperson. This is almost 20% more than what companies spend on workers in all other functions. However, the returns on investment from sales training tend to disappoint. Studies demonstrate that participants in traditional curriculum-based training forget more than 80% of the information taught within 90 days. Nonetheless, sales training can still have significant positive impact if appropriate training strategies are employed. Therefore, this report will detail some of the best practices for sales training in the each of the stages of training: pre-training, during training, and post training
Electronic Employment Eligibility Verification
Get PDF[Excerpt] Unauthorized immigration and unauthorized employment continue to be key issues in the ongoing debate over immigration policy. Today’s discussions about these issues build on the work of prior Congresses. In 1986, following many years of debate about unauthorized immigration to the United States, Congress passed the Immigration Reform and Control Act (IRCA). This law sought to address unauthorized immigration, in part, by requiring all employers to examine documents presented by new hires to verify identity and work authorization and to complete and retain employment eligibility verification (I 9) forms. Ten years later, in the face of a growing unauthorized population, Congress attempted to strengthen the employment verification process by establishing pilot programs for electronic verification, as part of the Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA).
The Basic Pilot program (known today as E Verify), the first of the three IIRIRA employment verification pilots to be implemented and the only one still in operation, began in November 1997. Originally scheduled to terminate in November 2001, it has been extended several times. It is currently authorized until September 30, 2018, in accordance with the Consolidated Appropriations Act, 2018 (P.L. 115 141).
E Verify is administered by the Department of Homeland Security’s (DHS’s) U.S. Citizenship and Immigration Services (USCIS). As of April 2, 2018, there were 779,722 employers enrolled in E Verify, representing more than 2.5 million hiring sites. E Verify is a largely voluntary program, but there are some mandatory participation requirements. Among them is a rule, which became effective in 2009, requiring certain federal contracts to contain a new clause committing contractors to use E Verify.
Under E Verify, participating employers enter information about their new hires (name, date of birth, Social Security number, immigration/citizenship status, and alien number, if applicable) into an online system. This information is automatically compared with information in Social Security Administration and, if necessary, DHS databases to verify identity and employment eligibility. Legislation on electronic employment eligibility verification has been considered in recent Congresses. In weighing proposals on electronic employment verification, Congress may find it useful to evaluate them in terms of their potential impact on a set of related issues: unauthorized employment; verification system accuracy, efficiency, and capacity; discrimination; employer compliance; privacy; and verification system usability and employer burden