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A City Divided: A Brief History of Segregation in Buffalo
Get PDFBuffalo-Niagara is one of the most racially segregated metropolitan regions in the nation. While racial segregation has declined slightly in recent years, economic segregation has increased, resulting in neighborhood conditions growing worse – not better – for most people of color in the region. Segregation imposes a wide range of costs on people of color, impairing their health, education, job access, and wealth. Individuals living in segregated neighborhoods tend to have less access to services that allow adequate standards of living, and their economic mobility is severely impaired
Do Information and Communication Technologies Empower Female Workers? Firm-Level Evidence from Viet Nam
Get PDFThis paper studies the effects of firms’ investments in information and communication technologies (ICT) on their demand for female and skilled workers. Using the gradual liberalization of the broadband Internet sector across provinces from 2006 to 2009 as a source of exogenous variation to identify the causal impacts of ICT, we find evidence from the country’s comprehensive enterprise survey data that firms’ adoption of broadband Internet and other related ICT increased their relative demand for female and college-educated workers. The effect of ICT on firms’ female employment is particularly strong among the college-educated workers, and is stronger in industries that are more dependent on highly manual and physical tasks. These results suggest that ICT can lower gender inequality in the labor market by shifting the labor demand from highly manual, routine tasks in which men have a comparative advantage toward more nonroutine, interactive tasks in which women hold a comparative advantage. However, the effect of ICT is weaker in industries relying more on complex and interactive tasks, suggesting that gender differences in education may have limited female labor supply for the most innovative industries that require highly technical skills to complement ICT
Research Brief: ADA Employment Discrimination Charges Citing Harassment
Get PDFThis brief presents some descriptive information about charges filed under the ADA that cite harassment and a summary of a qualitative analysis of case notes from a subset of the charge data. According to the EEOC, discriminatory behavior that qualifies as harassment under the ADA is unwelcome conduct based on disability, “Where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive”
What are Large Companies Really Doing About Pay Equity, If Anything?
Get PDF[Excerpt] Women are now earning 98 cents for every dollar earned by men when controlling for position. Despite being small, the difference is still grating, and many people and institutions have decided that now is the time to close the gender pay gap once and for all. This executive summary will outline what steps, if any, large companies are taking to erase the wage gap and highlight the reasons companies are—or are not—taking these steps
Resolving Discrimination Complaints in Employment Arbitration: An Analysis of the Experience in the Securities Industry
Get PDFThis article empirically examines whether employment discrimination claims differ from other types of disputes resolved through arbitration. Whether arbitration is appropriate for resolving violations of anti-discrimination statutes at work is a focus of ongoing policy debates. Yet empirical scholarship has rarely considered whether different types of complaints might have distinct characteristics and receive varied outcomes in arbitration. The authors analyze all of the employment arbitration awards for cases filed between 1991 and 2006 in the financial services industry to determine whether differences in the type of allegation affect award outcomes. They also examine the effects of the financial industry’s decision in 1999 to introduce voluntary arbitration for discrimination claims. Results indicate that discrimination claims largely fared worse in arbitration than did other statutory or nonstatutory claims but that arbitration systems are capable of meaningful self-reform
Rental Housing Costs in Buffalo
Get PDFThis fact sheet summarizes the data currently available on the changing costs of rental housing in Buffalo, NY. It explores six data sources for rent figures and what each one can tell us about Buffalo’s rental market. The sources include U.S. Census data, online rental listing sites, and housing organizations in Buffalo
Disaster Unemployment Assistance (DUA)
Get PDF[Excerpt] Disaster Unemployment Assistance (DUA) benefits are available only to those individuals who have become unemployed as a direct result of a declared major disaster and are not eligible for regular Unemployment Compensation (UC). First created in 1970 through P.L. 91-606, DUA benefits are authorized by the Robert T. Stafford Disaster Relief and Emergency Relief Act (the Stafford Act), which authorizes the President to issue a major disaster declaration after state and local government resources have been overwhelmed by a natural catastrophe or, “regardless of cause, any fire, flood, or explosion in any part of the United States” (42 U.S.C. §5122(2)).
The DUA program provides income support to individuals who become unemployed as a direct result of a major disaster and who have no remaining entitlement for regular UC benefits. DUA is funded through the Federal Emergency Management Agency (FEMA) and is administered by the Department of Labor (DOL) through each state’s UC agency. DUA beneficiaries (because they are not entitled to regular UC) are not eligible to receive Extended Benefits (EB).
On October 5, 2018, P.L. 115-254, the FAA Reauthorization Act of 2018, was signed into law. Among its many provisions, it temporarily extends the duration of DUA for an additional 26 weeks (up to 52 weeks total) for persons who were unemployed in Puerto Rico or the U.S. Virgin Islands as a direct result of the 2017 Hurricane Irma and Hurricane Maria disasters.
This report contains information on how to ascertain if an individual is eligible for DUA benefits
Long-Tenured Displaced Workers
Get PDF[Excerpt] Job separations are a part of most workers’ careers. Some workers leave jobs to pursue other opportunities; others are fired for poor performance or because they are otherwise not a good fit. In some cases, workers experience job displacement (i.e., involuntary job separations that occur when businesses shut down, move, or cut back shifts). Job displacement is of particular interest to policymakers because the separations tend to be caused by worsening economic conditions or changing production patterns (as opposed to worker performance), and can permanently alter local job prospects. Costs of such job loss can be particularly high for long-tenured workers, whose investments in job-specific skills do not transfer completely to, and do not result in higher wages in, new jobs.
The Bureau of Labor Statistics (BLS) defines long-tenured displaced workers as workers age 20 or older who held their job for at least three years before separating due to the closure or relocation of a company or worksite, insufficient work, or the elimination of a position or shift. BLS reports that in the three-year interval from 2015 to 2017, 3 million long-tenured workers and 3.8 million short-tenured (less than three years of tenure) workers were displaced. While these losses were significant, most job loss is not a result of displacement. Using broader estimates of job loss, BLS estimates that there were 57.8 million layoffs or discharges over the same period. (Different from long-tenured displaced workers, layoffs and discharges include workers fired for cause and workers with fewer than three years of job tenure, and are not limited to one observation per worker). An additional 113.2 million workers willingly left their jobs (e.g., quit, retired), illustrating that job separations are frequent and largely voluntary
Labor Enforcement Issues in U.S. FTAs
Get PDF[Excerpt] Labor provisions in free trade agreements (FTAs)—both in the U.S. and globally—were first included in the North American Agreement on Labor Cooperation (NAALC), the side agreement to the 1994 North American Free Trade Agreement (NAFTA). Since then provisions have evolved from commitments not just to enforce a country’s own domestic labor laws, but also to adopt and enforce core labor principles of the International Labor Organization (ILO). As mandated by Congress through trade promotion authority (TPA), recent U.S. FTAs also subject labor chapters to the same dispute settlement procedures as all other obligations. Some Members view strong worker rights provisions in U.S. FTAs as an important issue and they have raised concerns over FTA partner compliance with labor commitments and the U.S. record of enforcement. These issues were a part of the debate over the Trans-Pacific Partnership (TPP) and in the NAFTA renegotiation
