Household Hazardous Materials Programs, January 2004

Household hazardous materials annual report for the Iowa Department of Natural Resources.

Schooling supply and the structure of production: Evidence from US States 1950-1990

We find that over the period 1950-1990, US states absorbed increases in the supplyof schooling due to tighter compulsory schooling and child labor laws mostly throughwithin-industry increases in the schooling intensity of production. Shifts in the industrycomposition towards more schooling-intensive industries played a less important role.To try and understand this finding theoretically, we consider a free trade model withtwo goods/industries, two skill types, and many regions that produce a fixed rangeof differentiated varieties of the same goods. We find that a calibrated version ofthe model can account for shifts in schooling supply being mostly absorbed throughwithin-industry increases in the schooling intensity of production even if the elasticityof substitution between varieties is substantially higher than estimates in the literature.

Fraud Program: Prevention and Detection, 1956

The information contained in this handbook attempts to outline the fraud problem in Iowa's unemployment compensation and provide some solutions.

Work accident indemnity in Iowa, 1912

This paper on Work Accident Indemnity in Iowa, as well as the volume on the History of Work Accident Indemnity in Iowa, is the outgrowth of the author's, E. H. Downey, study of the History of Labor Legislation in Iowa, which was published by The State Historical Society of Iowa in the Iowa Economic History Series. Dealing with the vital subject of employers' liability and workmen's compensation, Professor Downey's paper will, it is thought, be found especially helpful to those interested in present day legislation. This paper was edited by Benjamen F. Shambaugh.

Plant Size and Frequency of Strike, December 1970

In Illinois and Iowa, the author finds that plants with approximately 750 employees have suffered the highest strike-frequency rate. Why at this size? Among other explanations, it is posited that in significantly smaller plants labor-management relations can be personalized-and tensions reduced-while in appreciably larger plants sophistication in dealing with disputes may, of necessity, have been developed. C. Fred Eisele is a graduate teaching assistant at the University of Iowa's College of Business Administration.

Collective bargaining in U.S. higher education, 1960-1971 : a selective bibliography, 1972.

This document represents a substantial attempt to survey the literature of labor negotiations as it relates to the faculty in higher education.

Collective redundancies in the State of California of the United States and in the Republic of Finland. Procedures and Provisions

Video games industry has recently bonded California and Finland in a new way and where the employers are recruiting they also need to be aware of the provisions and procedures related to terminations. In general, collective dismissals are on a relatively high level both in Finland and in California. In California, collective redundancies are regulated under the WARN law. The WARN obligates employers with 75 or more employees to give a 60-day notice prior to a mass lay off and some other similar events. Employers with less than 75 employees are free to administer the terminations without the WARN notice period. Generally, the California at-will presumption allows employment relationship to be terminated any day with or without reason and without notice period if conditions of collective agreements or employment contract do not limit this right. Termination cannot anyhow be in violation of the anti-discrimination law. In Finland the termination related provisions are part of the Employment Contracts Act and the Act on Co-operation within Undertakings. Collective redundancies are allowed under financial and production related grounds. Small employers with less than 20 employees follow the termination provisions of the Employment Contracts Act and are obligated to inform the employee to be terminated on the details of the termination itself and also the services of the Employment and Economic Development Office. Employers with 20 or more employees are to initiate co-operation procedure under the Act on Co-operation within Undertakings when reducing personnel. The co- operation negotiations are to inform employees on the employer’s plans and financial situation as well as to involve them in the decision making regarding the terminations. The employer’s duty to inform the employees of the services of Employment and Economic Development Office needs to be fulfilled also in terminations under the co-operation procedure. Discrimination is prohibited in Finland in terminations of employment. As an alternative for terminations, employees can for example be transferred to another position or be temporarily laid off. Employer’s duties related to search of alternatives for layoff are broader in Finland than in California. The recent development of the labor laws in Finland and in California suggests that the labor law is not static in either one of these environments but changes can be expected as the needs of the business life so require.

Prestación laboral mediante las empresas de trabajo temporal según la legislación española

En los últimos años, es cada vez más frecuente que las necesidades puntuales de personal que tienen las empresas se cubran mediante trabajadores adscritos a una ETT. El elevado grado de aceptación de la contratación a través de esta vía no sólo deriva del hecho de ser un medio más flexible de contratación, sino tambien de los menores costes salariales que implican la contratación de trabajadores de empresas de trabajo temporal; siendo este el principio incentivo para su utilización. Así pues, el recurso de la contratación de los trabajadores de las empresas de trabajo temporal no sólo constituye un medio para atender a necesidades temporales de la empresa usuaria, sino que además se ha constituido en un medio de reducir los costes salariales. El aspecto más destacable de la relación que se crea , desde el punto de vista del trabajador, es que el empleador es la ETT, pese a que la prestación se realiza, fisicamente en la empresa usuaria. La contratación de trabajadores con la finalidad de cederlos con carácter temporal a otras empresas para hacer frente a necesidades conyunturales ha sido tradicionalmente prohibida por los ordenamientos laborales y considerada como tráfico ilegal de mano de obra, asimilándola a la actividad de intermediación en el mercado de trabajo con fines lucrativos, por estimar que ambas figuras podían atentar contra derechos fundamentales de los trabajadores. Sin embargo desde finales de la decada de los sesenta, los países centrales de la Unión Europea, teniendo ratificado, al igual que España, el convenio 96 de la OIT, han venido regulando la actividad de las empresas de trabajo temporal por entender que su actuación, cuando se desarrolla de forma debidamente controlada, lejos de perjudicar a los trabajadores por ellas contratados pueden canalizar un volumen muy importante de empleo cuya especialización e inmediatez en la respuesta, sobre todo en el sector de servicios, no puede ofrecerse a través de mecanismos tradicionales. Por otra parte, para los trabajadores constituye un mecanismo importante para acceder a la actividad laboral y familiarizarse con la vida de la empresa, posibilitando además una cierta diversificación profesional y formación polivalente, a la vez, que en determinados casos, facilita a ciertos colectivos un sistema de trabajo que les permiter compaginar la actividad laboral con otras ocupaciones no productivas o responsabilidades familiares. La puesta en marcha de la legislación reguladora del trabajo temporal ha cubierto un importante vacio que existia en la gestión de las empresas en el área de recursos humanos, fomentando el contrato de carácter fijo y regularizando situaciones de temporalidad.

As relações de gênero no trabalho: uma análise da inserção das mulheres e homens na rede de fast food

The purpose of this study was investigate the sexual division of the work in a chain of fast food, in Natal, RN. These aspects were analyzed with the ways of organization of the work, being made a case study. The main objective of this survey was to analyze the influence of gender relations in the insertion of men and women in the job market and to analyze the question of feminine submission in the professional world. These questions were analyzed considering the current period of the worldwide capitalism, from the characteristics of productive process and the growth of the service sectors. The research was made with a group of workers on the production sectors; attendance, management and human resources at restfood store, where six clerks were interviewed. Through our research, it is possible to perceive the permanence of the sexual division at the job in the interior of the productive processes at Restfood, that puts the woman in a subordinate position in relation to the man. This result can be confirmed if we considerate that the women, on this chain of food, occupy in first place the function of waitress and on this, trere s no functional progression, while her workmates (the men) for occupying other functions can progress inside the company. It was also evidenced that in a context of globalization of the capital, deregulation and disrespect of labor laws, the capital acts without any respect to workers. That was what we observed at the interviewer speech; the scarcity of the conditions of work and the constant disrespect of the labor laws. This way, we could evidence that the scarcity of work conditions hit men and women, but it has a crueler face with the women, and this one reproduces itself, day by day in the process of social reproduction, through family life, insertion in the world of the work, information and received social education. So, the capital explores all of them, but the gender relations create to the capital, the possibility of a different degree of exploration, becoming this way, the women main victims herself

Estado, burguesía e legislação trabalhista brasileira no limiar dos anos 30: notas para uma discussão

The creation and implementation of Brazilian labor laws during the 1930s gave rise to important political debates. The various stakeholders - the state, the bourgeoisie, and workers - each with their own social project, had forged mechanisms designed to protect their own interests. Within this framework, this article addresses the arguments regarding the Expulsion of Foreigners Act (1907), the "Dois Tercos"(Two-thirds) Act (1930), and the Unionization Act (1931). These acts provide clear evidence that the growth of state interventionism was accompanied by tensions and changes, and that the labor legislation was not simply the 'gift' of a Corporate State.

Empregadas domésticas e Relações de trabalho nos loteamentos fechados de Presidente Prudente - SP

Pós-graduação em Geografia - FCT

Ser negra na precariedade das relações de trabalho

Pós-graduação em Serviço Social - FCHS

Assédio moral: lesão aos direitos humanos e à saúde do trabalhador

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)