Alternative approaches to adjusting compensation for federal blue-collar employees /

S/N 052-070-054735

Amending the Employees' compensation act to include chiropractors

Mode of access: Internet.

Rules and regulations for all employees

Description based on: 1951

Public employees' retirement law : adjusted for 1976 law changes, inclusive of those effective January 1, 1977 /

Includes indexes.

Locality pay for federal employees /

"June 26, 1989"

Federal quality management : strategies for involving employees : report to the Director, Office of Personnel Management /

"B-249779"--P. 1.

The role of delegated examining units : hiring new employees in a decentralized civil service : a report to the President and the Congress of the United States /

"August 1999"--P. [1]

Decisions of the Employees' Compensation Appeals Board /

Mode of access: Internet.

Age discrimination : use of waivers by large companies offering exit incentives to employees /

"April 1989."

Agreement between the Office of Hearings and Appeals and National Treasury Employees Union /

Cover title.

Questions and answers on the Public employees' fair employment act, 1967 /

Public employees' fair employment law, Article 14 of civil service law, Chapter 392 of the Laws of 1967 : p. 21-32.

Federal Employees Flexible and Compressed Work Schedules Act of 1982.

At head of title: 97th Congress, 2d Session, House of Representatives, report no. 97-433.

Recovering from Natural Disasters: Helping Museum Employees Return to Workplace Normalcy

Thesis (Master's)--University of Washington, 2016-06

Cultures within culture: Unity and diversity of two generations of employees in state-owned enterprises

This study adopts integration and differentiation perspectives to examine why unity and diversity of organizational cultures emerged as a function of economic reform, and how subcultural differences were reflected in employees' perceptions of cultural practices. Data were gathered from in-depth interviews and a large-scale survey in two large, state-owned enterprises in north-east China. Results indicated that, although all employees were oriented towards a common set of cultural themes, the two generations of employees did not exemplify the themes in the same way. Specifically, unity was illustrated by employees' desire to maintain Harmony and to reduce Inequality. Diversity was revealed by first-generation employees' higher ratings on Loyalty, Security and even Bureaucracy. The findings are discussed in the light of traditional Chinese cultural values, political ideology and the social context. Implications are drawn for organizational cultural theory and research.

Casual jobs and internal labour markets

This paper examines the role of casual employment as a route into permanent employment. Using a competing risks framework we compare transitions from casual to permanent employment made within the firm and to other firms. We also examine the wage outcomes and job durations of these two transitions. It is found that internal transitions occur at all occupational levels and display characteristics associated with probationary employment. Thus, as suggested by previous case study evidence, permanent positions at all levels in the firm are open to a degree of external competition.