1,720,991 research outputs found
WageIndicator Collective Agreements Database Dataset with Full Texts and Selected Clauses
No full textSince 2012, the WageIndicator Foundation has maintained a Collective Agreements Database, where the texts of 1600 collective agreements (CBAs) from 61 countries and in 27 languages have been uploaded, coded and annotated. This database is a unique example at global level: collective agreements are documents containing conditions of employment that result from negotiations between independent unions and employers, and their content is often surrounded by an atmosphere of secrecy. Under the SSHOC project and with the support of the CLARIN Research Infrastructure, the agreements have been manually and automatically annotated on several levels: for each agreement, the team answers a series of questions and selects the appropriate piece of text (clause) for each.
One of the results of the collective agreements' annotation process is the dataset which is available here and includes all the clauses selected for each variable (WageIndicator_CBADatabase_Selected_Clauses). The full collective agreements' texts are stored in another dataset, also available here (WageIndicator_CBADatabase_Full_Texts_211019). A codebook is also included (210125-wageindicator-cba-codebook.pdf)
WageIndicator Collective Agreements Database Dataset with Full Texts and Selected Clauses
No full textSince 2012, the WageIndicator Foundation has maintained a Collective Agreements Database, where the texts of 1600 collective agreements (CBAs) from 61 countries and in 27 languages have been uploaded, coded and annotated. This database is a unique example at global level: collective agreements are documents containing conditions of employment that result from negotiations between independent unions and employers, and their content is often surrounded by an atmosphere of secrecy. Under the SSHOC project and with the support of the CLARIN Research Infrastructure, the agreements have been manually and automatically annotated on several levels: for each agreement, the team answers a series of questions and selects the appropriate piece of text (clause) for each.
One of the results of the collective agreements' annotation process is the dataset which is available here and includes all the clauses selected for each variable (WageIndicator_CBADatabase_Selected_Clauses). The full collective agreements' texts are stored in another dataset, also available here (WageIndicator_CBADatabase_Full_Texts_211019). A codebook is also included (210125-wageindicator-cba-codebook.pdf)
WageIndicator Collective Agreements Database Dataset with Full Texts and Selected Clauses
No full textSince 2012, the WageIndicator Foundation has maintained a Collective Agreements Database, where the texts of 1600 collective agreements (CBAs) from 61 countries and in 27 languages have been uploaded, coded and annotated. This database is a unique example at global level: collective agreements are documents containing conditions of employment that result from negotiations between independent unions and employers, and their content is often surrounded by an atmosphere of secrecy. Under the SSHOC project and with the support of the CLARIN Research Infrastructure, the agreements have been manually and automatically annotated on several levels: for each agreement, the team answers a series of questions and selects the appropriate piece of text (clause) for each.One of the results of the collective agreements' annotation process is the dataset which is available here and includes all the clauses selected for each variable (WageIndicator_CBADatabase_Selected_Clauses). The full collective agreements' texts are stored in another dataset, also available here (WageIndicator_CBADatabase_Full_Texts_211019). A codebook is also included (210125-wageindicator-cba-codebook.pdf).</p
Living Wages in Niger
Full text linkMinimum wages and living wages are under discussion. CNV International and WageIndicator Foundation developed a concept and app to get more grip on living wages. In this report we show what research on cost of living can bring us. The data collection for cost of living in Niger during July and August 2016 took place in three regions: Dosso (south east, 2 hours from the capital), Maradi (south east, one day’s drive from the capital) and the capital region Niamey
WageIndicator Survey
No full textThe WageIndicator Survey is a continuous, multilingual, multi-country web-survey, counducted across 65 countries since 2000. The web-survey generates cross sectional and longitudinal data which might provide data especially about wages, benefits, working hours, working conditions and industrial relations.
The survey has detailed questions about earnings, benefits, working conditions, employment contracts and training, as well as questions about education, occupation, industry and household characteristics.
The WageIndicator Survey is a multilingual questionnaire and aims to collect information on wages and working conditions. As labour markets and wage setting processes vary across countries, country specific translations have been favoured over literal translations. The WageIndicator Survey includes regularly extra survey questions for project targeting specific countries, for specific groups or about specific events. These projects usually address a specific audience (employees of a company, employees in an industry, readers of a magazine, members of a trade union or an occupational association, and alike). The data of the project questions are included in the dataset.
Bias:
Non-Probability web based surveys are problematic because not every individual has the same probability of being selected into the survey. The probability of being selected depends on national or regional internet access rates and on numbers of visitors accessing the webiste. Data of such surveys form a convenience rather than a probability sample. Due to the non-probability based nature of the survey and its selectivity the obtained results cannot be generalized for the population of interest; i.e. the labor force.
Comparisons with representative studies found an underrepresentation of male labour force, part-timers, older age groups, and low educated persons. Besides other strategies to reduce the bias the WageIndicators provides different weighting schemes in order to correct for selection bias.
Data Characteristics:
The data is organised in annual releases. The data of the period 2000-2005 is released as one dataset. Each data release consists of a dataset with continuous variables and one with project variables. The continuous variables can be merged across years. All variable and value labels are in English. The data does not include the text variables and verbatims form open-ended survey questions, these are available in Excel-Format upon request.
Spatial Coverage:
The survey started in 2000 in the Netherlands. Since 2004, websites have been launched in many European countries, in North and South America and in countries in Asia. From 2008 on web sites have been launched in more African countries, as well as in Indonesia and in a number of post-Soviet countries. For each country, the questions have been translated. Multilingual countries employ multilingual questionnaires. Country-specific translations and locally accepted terminology have been favored over literal translations
WageIndicator Survey of Living and Working in Coronavirus Times
No full textWageIndicator is interviewing people around the world to discover what makes the Coronavirus lockdown easier (or tougher), and what is the COVID-19 effect on our jobs, lives and mood.
WageIndicator shows coronavirus-induced changes in living and working conditions in over 110 countries on the basis of answers on the following questions among others in the Corona survey:
Is your work affected by the corona crisis?
Are precautionary measures taken at the workplace?
Do you have to work from home?
Has your workload increased/decreased?
Have you lost your job/work/assignments?
The survey contains questions about the home situation of respondents as well as about the possible manifestation of the corona disease in members of the household. Also the effect of having a pet in the house in corona-crisis times is included
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Wages and Work Survey 2020 Bangladesh - dataset
No full textManagement summary
Decent Wage Bangladesh phase 1
The aims of the project Decent Wage Bangladesh phase 1 aimed to gain insight in actual wages, the cost of living and the collective labour agreements in four low-paid sectors in three regions of Bangladesh, in order to strengthen the power of trade unions. The project received funding from Mondiaal FNV in the Netherlands and seeks to contribute to the to the knowledge and research pathway of Mondiaal’s theory of change related to social dialogue. Between August and November 2020 five studies have been undertaken. In a face-to-face survey on wages and work 1,894 workers have been interviewed. In a survey on the cost-of-living 19,252 prices have been observed. The content of 27 collective agreements have been analysed. Fifth, desk research regarding the four sectors was undertaken. The project was coordinated by WageIndicator Foundation, an NGO operating websites with information about work and wages in 140 countries, a wide network of correspondents and a track record in collecting and analysing data regarding wage patters, cost of living, minimum wages and collective agreements. For this project WageIndicator collaborated with its partner Bangladesh Institute of Development Studies (BIDS) in Dhaka, with a track record in conducting surveys in the country and with whom a long-lasting relationship exists. Relevant information was posted on the WageIndicator Bangladesh website and visual graphics and photos on the project webpage. The results of the Cost-of-Living survey can be seen here.
Ready Made Garment (RMG), Leather and footwear, Construction and Tea gardens and estates are the key sectors in the report. In the Wages and Work Survey interviews have been held with 724 RMG workers in 65 factories, 337 leather and footwear workers in 34 factories, 432 construction workers in several construction sites and 401 workers in 5 tea gardens and 15 tea estates. The Wages and Work Survey 2020 was conducted in the Chattagram, Dhaka and Sylhet Divisions.
Earnings have been measured in great detail. Monthly median wages for a standard working week are BDT 3,092 in tea gardens and estates, BDT 9,857 in Ready made garment, Bangladeshi Taka (BDT) 10,800 in leather and footwear and BDT 11,547 in construction. The females’ median wage is 77% lower than that of the males, reflecting the gender pay gap noticed around the world. The main reason is not that women and men are paid differently for the same work, but that men and women work in gender-segregated parts of the labour market. Women are dominating the low-paid work in the tea gardens and estates. Workers aged 40 and over are substantially lower paid than younger workers, and this can partly be ascribed to the presence of older women in the tea gardens and estates. Workers hired via an intermediary have higher median wages than workers with a permanent contract or without a contract. Seven in ten workers report that they receive an annual bonus. Almost three in ten workers report that they participate in a pension fund and this is remarkably high in the tea estates, thereby partly compensating the low wages in the sector. Participation in an unemployment fund, a disability fund or medical insurance is hardly observed, but entitlement to paid sick leave and access to medical facilites is frequently mentioned. Female workers participate more than males in all funds and facilities. Compared to workers in the other three sectors, workers in tea gardens and estates participate more in all funds apart from paid sick leave. Social security is almost absent in the construction sector. Does the employer provide non-monetary provisions such as food, housing, clothing, or transport? Food is reported by almost two in ten workers, housing is also reported by more than three in ten workers, clothing by hardly any worker and transport by just over one in ten workers. Food and housing are substantially more often reported in the tea gardens and estates than in the other sectors. A third of the workers reports that overtime hours are paid as normal hours plus a premium, a third reports that overtime hours are paid as normal hours and another third reports that these extra hours are not paid. The latter is particularly the case in construction, although construction workers work long contractual hours they hardly have “overtime hours”, making not paying overtime hours not a major problem.
Living Wage calculations aim to indicate a wage level that allows families to lead decent lives. It represents an estimate of the monthly expenses necessary to cover the cost of food, housing, transportation, health, education, water, phone and clothing. The prices of 61 food items, housing and transportation have been collected by means of a Cost-of-Living Survey, resulting in 19,252 prices. In Chattagram the living wage for a typical family is BDT 13,000 for a full-time working adult. In Dhaka the living wage for a typical family is BDT 14,400 for a full-time working adult. In both regions the wages of the lowest paid quarter of the semi-skilled workers are only sufficient for the living wage level of a single adult, the wages of the middle paid quarter are sufficient for a single adult and a standard 2+2 family, and the wages in the highest paid quarter are sufficient for a single adult, a standard 2+2 family, and a typical family. In Sylhet the living wage for a typical family is BDT 16,800 for a full-time working adult. In Sylhet the wages of the semi-skilled workers are not sufficient for the living wage level of a single adult, let alone for a standard 2+2 family or a typical family. However, the reader should take into account that these earnings are primarily based on the wages in the tea gardens and estates, where employers provide non-monetary provisions such as housing and food. Nevertheless, the wages in Sylhet are not sufficient for a living wage.
Employment contracts. Whereas almost all workers in construction have no contract, in the leather industry workers have predominantly a permanent contract, specifically in Chattagram. In RMG the workers in Chattagram mostly have a permanent contract, whereas in Dhaka this is only the case for four in ten workers. RMG workers in Dhaka are in majority hired through a labour intermediary. Workers in the tea gardens and estates in Chattagram in majority have no contract, whereas in Sylhet they have in majority a permanent contract. On average the workers have eleven years of work experience. Almost half of the employees say they have been promoted in their current workplace.
COVID-19 Absenteeism from work was very high in the first months of the pandemic, when the government ordered a general lock down (closure) for all industries. Almost all workers in construction, RMG and leather reported that they were absent from work from late March to late May 2020. Female workers were far less absent than male workers, and this is primarily due to the fact that the tea gardens and estates with their highly female workforce did not close. From 77% in March-May absenteeism tremendously dropped till 5% in June-September. By September the number of absent days had dropped to almost zero in all sectors. Absenteeism was predominantly due to workplace closures, but in some cases due to the unavailability of transport. More than eight all absent workers faced a wage reduction. Wage reduction has been applied equally across the various groups of workers. The workers who faced reduced earnings reported borrowing from family or friends (66% of those who faced wage reduction), receiving food distribution of the government (23%), borrowing from a micro lenders (MFI) (20%), borrowing from other small lenders (14%), receiving rations from the employer (9%) or receiving cash assistance from the government or from non-governmental institutions (both 4%). Male workers have borrowed from family or friends more often than female workers, and so did workers aged 40-49 and couples with more than two children.
COVID-19 Hygiene at the workplace After return to work workers have assessed hygiene at the workplace and the supply of hygiene facilities. Workers are most positive about the safe distance or space in dining seating areas (56% assesses this as a low risk), followed by the independent use of all work equipment, as opposed to shared (46%). They were least positive about a safe distance between work stations and number of washrooms/toilets, and more than two in ten workers assess the number of washrooms/toilets even as a high risk. Handwashing facilities are by a large majority of the workers assessed as adequate with a low risk. In contrast, gloves were certainly not adequately supplied, as more than seven in ten workers state that these are not adequately supplied. This may be due to the fact that use of gloves could affect workers’ productivity, depending on the occupations
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