Academic literature on the topic 'Dispatched workers'
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Journal articles on the topic "Dispatched workers"
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Hsieh, Yi Hua, and Yi Lung Yang. "Study on human capital of dispatched workers in high-tech industry – evidence from Taiwan." Corporate Ownership and Control 11, no. 3 (2014): 50–62. http://dx.doi.org/10.22495/cocv11i3p3.
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From perspective of scholars, experts, dispatched work agencies and supervisors of enterprises which need dispatched workers, this study divides dispatched workers into core and non-core dispatched workers and probes into the difference of human capital of these two types of workers from dimensions and indicators. Regarding four dimensions of human capital, this study demonstrates that high-tech industry pays more attention on capability, affection & motive and uniqueness of core dispatched workers. As to indicators of dimensions of human capital, there are still significant differences between core and non-core dispatched workers. This study completely aims to probe into high-tech industry, human capital and dispatched workers. The results and contributions of this study offer academia, enterprises which need dispatched workers, dispatched work agencies, and dispatched workers.
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Dean, Stephen F. "Why the Closest Ambulance Cannot be Dispatched in an Urban Emergency Medical Services System." Prehospital and Disaster Medicine 23, no. 2 (April 2008): 161–65. http://dx.doi.org/10.1017/s1049023x00005793.
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AbstractIntroduction:Response time performance is related to increased survival for a relatively small group of patients with critical emergencies. Effectively utilizing current resources is a challenge for all emergency medical services (EMS) systems for reasons of cost-effectiveness and safety.Problem:The objective of this study was to identify opportunities for improving ambulance response-time performance in an urban EMS system using fixed deployment.Methods:This was a qualitative and quantitative case study which consisted of structured interviews with policy makers, managers, and workers in a fire department EMS division, as well as analysis of dispatch data and observation of dispatch operations.Results:The current computer-aided dispatch (CAD) system does not identify the closest ambulance to the emergency, and therefore, dispatchers must guess which unit is closer when units are not within their stations or “first due” areas. There is no means to track how often dispatchers guess correctly or how often the closest ambulance actually is dispatched to the emergency.Temporal and geographic patterns were identified. Opportunities also were identified to improve response time performance through the use of dynamic deployment and peak-load staffing.Conclusions:The results suggest that there were opportunities for improving ambulance response times by implementing strategies such as peak-load staffing and dynamic deployment. However, the most important improvement would be the implementation of a policy to send the closest ambulance to the emergency. More research is needed to identify how prevalent the failure to send the closest ambulance is within EMS systems that use fixeddeployment response strategies and computer-aided dispatch systems that are incapable of tracking unit locations outside of their stations.
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Halegua, Aaron, and Xiaohui Ban. "Labour Protections for Overseas Chinese Workers: Legal Framework and Judicial Practice." Chinese Journal of Comparative Law 8, no. 2 (September 1, 2020): 304–30. http://dx.doi.org/10.1093/cjcl/cxaa024.
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Abstract The launch of China’s Belt and Road Initiative has brought attention to the dispatch of Chinese workers overseas. These vulnerable migrants are often charged high fees in China only to suffer wage abuses and work injuries abroad, where obtaining relief is often impossible. But what laws or regulations within China protect these workers, and how effective are they? This study takes an initial step towards answering those unexplored questions by analysing over 100 Chinese court decisions. While, for much of the China’s history, overseas workers were primarily seconded abroad by Chinese employers, a clear preference has emerged for sending workers through intermediary agencies that can charge fees and execute ‘service’ contracts. Nonetheless, the courts generally provide some relief to aggrieved workers who are dispatched through formal channels. However, a large number of workers go abroad through informal brokers. When disputes arise in these cases, judicial practice becomes very inconsistent. Ironically, workers sometimes fare better because the courts adopt a ‘strict liability’ approach that punishes the unregistered broker, ordering them to pay all compensation or refund all fees. But some judges punish the worker who entrusted an unregistered broker or worked abroad on a tourist visa. And other courts simply treat the matter as a contract or tort dispute. While aggrieved overseas workers who litigate in court face mixed results, this article also discusses why many workers never make it to the courthouse door. The conclusion offers proposals to enhance protections for overseas workers and discusses why it is important that China do so.
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Fu, Huiyan. "Flexibility or inequality: the political debate on dispatched workers." Critical Discourse Studies 10, no. 3 (August 2013): 312–26. http://dx.doi.org/10.1080/17405904.2013.789973.
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Sangho Kim. "A Study on the French Legal System's ruling of Dispatched Workers and Subcontractor's Workers." kangwon Law Review 33, no. ll (June 2011): 625–62. http://dx.doi.org/10.18215/kwlr.2011.33..625.
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NAKANO, Mami. "Challenges and Perspective of Non-regular Workers -Part-time, temporary, dispatched workers- in Japan." TRENDS IN THE SCIENCES 18, no. 5 (2013): 5_14–5_21. http://dx.doi.org/10.5363/tits.18.5_14.
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SUZUKI, Keiko, Tadashi KITAIKE, Yukiko MIYAZAKI, and Masami NOJIRI. "Factors Related to the Mental Health of Workers Dispatched to Foreign Countries." SANGYO EISEIGAKU ZASSHI 45, no. 3 (2003): 105–13. http://dx.doi.org/10.1539/sangyoeisei.45.105.
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Pribadi, Luh Eni, I. Nyoman Putu Budiartha, and Desak Gde Dwi Arini. "Perlindungan Hukum Pekerja Rumah Tangga dalam Hubungan Kerja Penuh Waktu." Jurnal Interpretasi Hukum 1, no. 1 (August 20, 2020): 89–94. http://dx.doi.org/10.22225/juinhum.1.1.2192.89-94.
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A household assistant is someone who has basic duties and functions such as washing, cooking, cleaning the house, caring for the employer's child and various other tasks assigned by the employer. This study aims to analyze the form of legal protection of domestic workers in full-time employment relationships and find out the role of the Domestic Workers Distribution Agency in Full-time Work Relationships according to the Republic of Indonesia PERMENAKER No. 2 of 2015. The method used in this study is the normative method, sourced from primary and secondary legal materials. The results show that the form of legal protection for domestic workers has been set forth in the regulation of the Minister of Manpower Number 2 of 2015, as an effort to provide protection for domestic workers, to fulfill their rights as workers. Then, the role of the domestic worker supplier agency is as an intermediary to bring workers and employers together, the institution has the obligation to select prospective employers so that domestic workers do not fall into the wrong hands, the institution must also examine workers whether the workers are good and honest people so that no party who is harmed. Through this research, it is hoped that the government, especially in the field of Manpower, will further socialize the Minister of Manpower Regulation No. 2 of 2015 so that there is no violence against domestic workers. In addition, in preventing the occurrence of undesirable things to domestic workers, the channeling institution should pay more attention to the workers who are being dispatched, be more in depth with the background and origin of the prospective employer, supervise domestic workers by asking how the situation is and how the employer treats Domestic workers both by telephone and mail.
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Choi, Hoon. "Do anti-discrimination laws alleviate labour market duality?" International Journal of Manpower 41, no. 8 (May 11, 2020): 1341–61. http://dx.doi.org/10.1108/ijm-07-2019-0328.
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PurposeThis paper examines whether and how labour market duality can be alleviated through legislation that prohibits discrimination based on employment type.Design/methodology/approachIn 2007, the Korean government undertook a labour reform banning discriminatory treatment against fixed-term, part-time and dispatched workers. By exploiting a gradual implementation of the anti-discrimination law by firm size targeting a subset of non-regular workers, the paper identifies the treatment effects of the anti-discrimination law, taking a difference-in-difference-in-differences approach.FindingsThe results suggest that the anti-discrimination law significantly increases hourly wages and the probabilities of being covered by national pension, health insurance, and employment insurance for targeted non-regular workers in small firms relative to other workers. Anticipatory behaviours of employers and selective transitions of employees in response to the implementation of the anti-discrimination law do not underlie the estimated effects. The presence of labour unions contributes to reducing gaps in labour conditions between regular workers and targeted non-regular workers.Originality/valueThe main contribution of this paper is to provide empirical evidence on causal impacts of equal pay legislation on the gaps in labour conditions between different categories of workers, using a difference-in-difference-in-differences estimation.
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Østergaard, Simon. "Evaluation of dispatch outcomes and staffing of the Copenhagen mobile health and social care unit – Sociolancen." Dansk Tidsskrift for Akutmedicin 2, no. 3 (April 30, 2019): 46. http://dx.doi.org/10.7146/akut.v2i3.112988.
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Background: The mobile health and social care unit – Sociolancen (MHSCU) is a specialized unit within the Emergency Medical Services (EMS) of the Capital Region of Denmark. The unit provides acute social care for homeless and social deprived groups and is staffed with a social worker and a paramedic and available through the EMS dispatch during daytime. The MHSCU is dispatched to citizens where the need for acute social care is suspected, falling outside the normal scope of practice for emergency ambulances. The aim of this study was to evaluate the dispatch outcomes of the MHSCU and the constellation of paramedical and social effort.
Methods: Data on the total number of MHSCU dispatches and outcomes in 2016 and 2017 was retrieved from the dispatch system operated by EMS Copenhagen. Outcome data was grouped for descriptive statistics.
Results: During the data collection period the MHSCU was dispatched 2976 times. The outcome resulted in 384 (12.9%) citizens being brought to a somatic emergency department (ED) and 255 (8.6%) citizens being brought to a psychiatric ED. A total of 355 (11.9%) citizens were left to selfcare and 196 (6.6%) citizens were brought to a shelter. Number of citizens handed over from emergency ambulances was 41 (1.4%), number of citizens handed over to emergency ambulances was 4 (0.1%), number of citizens handed over to police was 13 (0.4%). In 1386 (46.6%) cases MHSCU were doing outreach work, citizen had left scene or MHSCU was cancelled. Number of dispatches labeled ‘unknown’ was 342 (11.5%).
Conclusions: The outcome of MHSCU dispatches indicate the need for both paramedical and social staffing when attending the homeless and social deprived citizens, as there is an approximately even distribution between health related and social related referral. Half of dispatches covers outreach work not within the normal scope of practice for emergency ambulances, enabling MHSCU to provide community service and security. Further, based on the low referral to emergency ambulances and police, the dispatch of MHSCU seems well-prioritized.
Acknowledgments: The authors wish to thank Paramedic Martin Betzer for assistance.
Dissertations / Theses on the topic "Dispatched workers"
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Teng, Syu-Han, and 滕緒翰. "A study on the factors affecting organization commitment of dispatched workers：A case of dispatched workers in a dispatch company." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/53k3he.
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碩士國立政治大學
勞工研究所
107
Although the dispatching company can have many advantages, there are relatively unfavorable working conditions and potential risks for the dispatched workers. Therefore, manystudiesondispatchinglaborareunder way. Among them, there are quite a few on the organizational commitments for dispatched workers. The more human capital is valued, the more important it is to train and retain the employees. When it comes to retention, the organizational commitments will often be mentioned. According to the studies, organizational commitments are advantageous for the organization, such as the workers’ higher willingness to work, a lower quitting rate and so on. Researches on organizational commitments have resulted in many difinitions and therortical modules. Based on the Meyer, Allen & Smith’s (1993) organizational commitment scale, the organizational commitment scale contains three dimensions: affective commitment, contimuance commitment, and normative commitments to the organization. It is used to assess to what extent and what type of the commitments the research objects make. This study takes the dispatched workers of the dispatching company in Banqiao District, New Taipei City as the research objects and will discuss the factors affecting the organizational commitments of dispatched workers through interviews. The interview outline was based on the adapted quantitative questionnaire and the interviewer’s practical experience in dispatching. The purposes are to know what kind of commitments the dispatched workers make, under atypical employment, to the dispatching company and to the organization. And toward which do the workers make a higher organizational commitments? Still, what factors influence the organizational commitments of the dispatched workers most? As the study shows that the working conditions for most dispatched workers have gradually progressed. The dispatching job vacancies have higher admission rates or lower requirements than the regular job vacancies. The differences in training and the organizational commitments between the regular workers and the dispatched workers are not so apparent as the previous studies showed, except for the salary and welfare. As for the organizational commitment, the dispatched personnel have a higher organizational commitment to the send companies, mainly due to the emotional part. The affecting factors include positive opportunities, communication channels, salaries, working environments, getting along with the colleagues and so on.
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Shun-TienChih and 池舜田. "A Research on Problems of Dispatched Workers in Taiwan : Dispatched Workers at Tainan Branch of CHT as an Example." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/bc57fk.
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碩士國立成功大學
政治經濟學研究所專班
101
Due to the change of global economic environment and domestic social structure, labor dispatching has become an inevitable trend of labor market development. But if we do not attach importance to a variety of problems hidden in the interior of dispatched workers, the problems will eventually become confront roots between labor and management, labor organizations and government in Taiwan society; cause labor conflicts, class antagonism, and affect the country's economic development and social progress. This study took Telemarketing dispatched workers at Chunghwa Telecom Tainan Branch Office as a case. Through depth interviews, the researcher explored the labor dispatching status after the dispatched agency contracted user enterprise' outsource case, then signed a contract of employment with the dispatch workers as an employee, and last through the dispatch sent employers to work in the user enterprise. The researcher finally compared the differences between the dispatched workers’ problems on which the labor organizations called on the government to emphasis and the former labor dispatching status to propose recommendations on labor dispatching policy to actuate the government, business, and labor all win. The main findings in this study: First, dispatched workers would have scruples in the fight for the solidarity rights of labor. Second, dispatched workers are not keen to organize worker unions but prefer to make money. Third, labor organizations have no forces at facilitating the solidarity rights of the dispatched workers. Fourth, dispatched workers think there is no discrimination on the piecework salary system. Fifth, some people choose to engage in dispatch work because of personal considerations. Six, user enterprise controls salary costs to dispatched workers within the budget limits. Seven, contract period of dispatched agency and dispatched workers is in line with the contract of dispatched agency and user enterprise. Eight, dispatched workers’ ideas on fixed-term employed labor contract varies. Nine, both user enterprise and dispatched agency want to treat dispatched workers in accordance with the laws and regulations. Ten, government officials think that the government should adopt legislation to establish the clear employee-employer relationship to solve social problems of the dispatched workers. Finally, the researcher makes recommendations based on former findings. First, it is inadvisable for the government to promote turn dispatched workers to full-time employee by legislation; instead it should help enhance the value of dispatched workers at first. Second, the government should continue to enforce labor inspection project to prompt both dispatched agency and user enterprise to undertake the responsibility of employers. Third, the government should not only consider the opinions of labor organizations but also take the ideas of business groups into account to complete enactment of the labor dispatch law. Fourth, the government should take the compensation for dispatched workers’ special leave and severance pay into the legislative considerations. Fifth, the government should legislate to have user enterprise undertake more employers' responsibility to care for dispatched workers. Six, user enterprise requested the dispatched agency fulfilled its obligation of employers to dispatched workers by taking advantage of its strong position of contract owners. Seven, user enterprise requested the dispatched agency that salary and benefit information for dispatched workers must be transparent. Eight, to dispatched workers dispatched agency gives appropriate pre-employment training before dispatching and user enterprise gives a vocational on-job training after their reporting for duty. Nine, labor organizations strategically change from previously opposing the legislation of the labor dispatch law firmly toward conditionally concur the enactment of the law. Ten, labor must make a real achievement to get the trust and support of dispatched workers and thus acquire their willingness to participate actively in worker unions. Eleven, dispatched workers must have a prudent attitude and focus on work devotedly and responsibly. Twelve, dispatched workers should regard each dispatched work as a rare learning experience and opportunity.
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Tang, Feng-ling, and 唐鳳苓. "A Study on the Influence of Management Practices of Dispatched Workers on the Dispatched Workers’ Job Satisfaction and Performance." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/92466640876748332262.
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碩士義守大學
管理學院碩士班
97
With the assistance of manpower dispatching orporations, by analyzing dispatched workers in various domestic industries, this study expects to find out the influence of dispatched labor force management pratices on dispatched workers’ job satisfaction and work performance during their periods of dispatched service from the perspective of dispatched workers. The results of this study are to be provided for manpower dispatching businesses and dispatched service requested corporations as an essential reference when adopting appropriate dispatched labor force management means. The purposes of this study include: (1) analyzing the influence of the dispatched worker management practices of domestic manpower dispatching businesses to the job satisfaction of dispatched workers; (2) examining the impact of the dispatched worker management practices of domestic manpower dispatching businesses to dispatched workers’ performance; (3) analyzing the influence of the dispatched worker management practices of domestic dispatched service requested corporations to the job satisfaction of dispatched workers; (4) examining the impact of the dispatched worker management practices of domestic dispatched service requested corporations to dispatched workers’ performance; and (5) analyzing the influence of the dispatched worker management practices of both domestic manpower dispatching businesses and dispatched service requested corporations, through the moderation of dispatched workers’ characteristics and backgrounds, to the job satisfaction and work performance of dispatched workers. The objects of this study are dispatched workers in various domestic industries. By analyzing 374 effective anonymous questionnaires through random sampling, the results are summarized as follows: 1. Education, training and career planning provided by dispatched service requested corporations, and education, training, and welfare and benefits provided by manpower dispatching businesses have significant impacts on the job satisfaction as well as work performance of dispatched workers; 2. Dispatched workers who are between the ages of 21 and 40, fresh graduate, or with college education backgrounds obviously demonstrate better job satisfaction than others; 3. Female, registered type, fresh graduate, or college graduate dispatched workers have better work performance than others; 4. To sum up, dispatched workers with better job satisfaction usually perform better than others. Manpower dispatching businesses and dispatched service requested corporations should pay attention to this phenomenon, and appropriately emphasize education, training, career planning, and welfare and benefits of dispatched workers, in order to achieve an all-win situation for manpower dispatching businesses, dispatched service requested corporations, and dispatched workers.
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Jhou, Huei-Ping, and 周卉萍. "A Study of Dispatched Workers’ Freedom of Association." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/00188957232560687287.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
105
With global economic restructuring giving rise to the knowledge economy, fluctuations in the world economy, rapid changes in the environment, and intense industrial competition, enterprises must maintain elasticity in their manpower for them to utilize the internal and external labor force flexibly in a manner that enables them to derive competitive advantages. Under the influence of Taiwan’s flexible labor market, traditional employment relations have changed, and this has contributed to an increase in the number of dispatched workers in the labor market. Nevertheless, numerous problems regarding the rights of dispatched workers have emerged, including unfair salaries, job instability, and unequal treatment of dispatched workers (compared with regular employees). Consequently, the labor rights of dispatched workers urgently require protection, and the manner in which dispatched workers exercise the freedom of association to practice their labor rights is currently a critical issue for labor policy. The purpose of this study was to investigate the practical situation of dispatched workers’ freedom of association in Taiwan. Semistructured in-depth interviews were conducted with dispatched laborers, dispatched work agencies, the corporate union of a dispatched work company, an industrial union, a craft union, as well as experts and scholars; the purpose of these interviews was to elicit their perspectives on dispatched workers’ freedom of association. The results are summarized as follows: (A) By virtue of asserting legal labor rights, guaranteeing continuity of work, and restraining counterfeit dispatching, dispatched workers must join labor unions to obtain support. (B) Industrial characteristics, dispatched workers’ concerns, and obstacles from user enterprises were the challenges that dispatched workers confront when joining a union. (C) Through the establishment of labor awareness, discussions on issues concerning dispatched workers, and ensuring that dispatched workers are convinced of the benefits of dispute mediation, dispatched workers’ freedom of association can be established. (D) Different unions have different strengths and weaknesses. (E) Dispatched work agencies and user enterprises influence dispatched workers’ decisions to join unions. (F) We determined the influences for dispatched workers’ decision to found a union. (G) We offer suggestions that concerning dispatched workers’ freedom of association on the future dispatched labor legislative direction .
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Huang, Bing-Hang, and 黃柄翰. "Substitute or Complementary Effect ? A study between Dispatched Workers and Formal Workers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/34417001336942706748.
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碩士國立高雄第一科技大學
運籌管理所
98
In this research, a random sample of dispatched workers as the research object, the main purpose is to see the observed phenomena of dispatched workers on the job environment, understanding whether there is substitute or complementary effect between formal workers and dispatched workers. In this research, two integrated indicators of work content be used: "corporate policy" and "job content." A total of 300 questionnaires were issued, 201 were recovered, after deducting out invalid questionnaires, 193 valid questionnaires, effective response rate was 64.33%. Based the purpose of this study, the data has analysis and statistical processing. The following conclusions: According to the hypothesis test, in all indicators of the project: job conditions, job training, job time, job responsibility, job authority, job level, job difficulty, special skills, business uncertainty. Formal workers and dispatched workers had no significant differences. So we can found a high degree of similarity between formal workers and dispatched workers.
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Hung-Chien-An and 洪鍵銨. "The Study of Occupational Safety and Health Management toward Dispatched Workers: With Sanitary Dispatched Workers in Public Hospital as an Example." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/94880584316621841511.
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碩士中國文化大學
勞動學研究所
97
Abstract According to the survey of dispatched workers employed in institutions of the Council of Labor Affairs in June 2006, the employment rate of the dispatched workers in public institutions is higher than that in private institutions. The major employment of the dispatched workers in public institutions is in administrative offices, MRT, museums and hospitals, and the type of work is cleaning work. Among the institutions, hospitals are the most infectious ones. Therefore, this research adopted in-depth interview method to 24 interviewees, comprising one dispatched agency, four client companies (public hospitals), sanitary dispatched workers working in the public hospitals, experts and scholars, labor inspectors, and labor groups. The purpose of this study is to understand the relative problems of occupational safety and health management and occupational accidents of sanitary dispatched workers in public hospitals attempting to provide advices to public hospitals and private hospitals in the occupational safety and health management of sanitary dispatched workers, and government in legislation. The important finding is that both of the dispatched agency and client companies have circumvented the responsibilities of safety and health management and occupational accidents. Moreover, through the interviews with experts and scholars, labor inspectors, and labor groups, the suggestions for improvement of the occupational safety and health management and the responsibilities of occupational accidents of sanitary dispatched workers are concluded as the follows: 1. Both of the dispatched agency and client companies should have co-responsibilities in safety and health management, and occupational accidents of sanitary dispatched workers. There’s no excuse to decline in practice or the contracts. 2. The legal principle of contracted relation is recommended to rule dispatched works. If both the dispatched agencies and client companies were stipulated as co-employers in Labor Safety and Health Law and Labor Standards Law, and distinctly regulated the responsibilities, the two parties would not evade employers’ responsibilities to protect the workers’ rights in safety and health management and occupational accidents. 3. To prevent the incapability of dispatched agencies and client companies toward responsibilities of occupational accidents causing elusion or maliciously close down, there should be legally regulate. To dispatched agencies and client companies that in higher risks of occupational accidents, commerce insurance should be adopted to disperse the risks to fully protect the rights of dispatched workers. Keywords: Dispatched Work, Safety and Health Management, Occupational Accidents, Sanitary Dispatched Worker
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Chen, Giun-Chi, and 陳俊淇. "The Factors for Dispatched Workers Tranfer to Regular Employers." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/90597446508259934306.
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碩士中國文化大學
勞工關係學系
103
Abstract This study is mainly to discuss the major factor of dispatched workers transferring to regular employees. Dispatched work is a new way of elastically use the labors, the essence of labor dispatching is the employee-leasing in America, and it is called dis-patched work or labor dispatching in Taiwan. Dispatched work is the tripartite rela-tionship among dispatch agencies, employing units and dispatched workers. It is dif-ferent with typical employment relationship. It featured the separation of "using" and "employing". Dispatch agencies dispatch the workers to the employing units for "us-ing". In the idea of labor market compartmentation, this dual-structure of labor market will exclude the dispatching from typical employment relationship. Dispatched work is an atypical employment; it is part of secondary labor market. The working condi-tions such as salary, welfare is obviously worse than regular employees. Regular em-ployees and dispatched workers are separated because of the different working condi-tions. For most of the enterprises, dispatched workers doing work is belong to non-core business. In order to reduce personal costs or increase the elasticity of labor using, enterprises are not willing to employ the workers for the vacancy of formal po-sition. And a lot of job bank’s investigations show that dispatched workers consider dispatched work as the bride of turning to regular employees by the employers. The employing enterprises also will observe the working performances of dispatched workers and to decide are they suitable for these positions. So it is difficult to transfer the dispatched workers to regular employees, the factors of this transition is the dis-cuss purpose of this article. This article uses the way of literature arrangement to discuss the definition and type of dispatched workers, relevant regulations of transferring dispatched workers to regular employees, relevant problems of transferring dispatched workers to regular employees. Then uses the method of depth interview, try to use the angle of labors, employers and government to review the problems we face when transferring dispatched workers to regular employees and the reasons of the transition. And then put forward an idea that: national labor policy should regard transferring dispatched workers to regular em-ployees as the legislative intent, instead of forbid dispatching. This study finds out that our country’s dispatched workers transferring to regular em-ployees can be discussed from subjective factors and objective factors. The objective reason is the ways and systems which the enterprises use in transferring dispatched workers to regular employees. The subjective reason is the working performance, working attitude, professional ability and the subjective consciousness of the employ-ers. This study also from aspect of legal system to discuss Article 8 of labor relation de-partment’s draft of dispatched worker protective laws. It uses the terms of transferring dispatched workers to regular employees to inspect the factors of transferring dis-patched workers to regular employees. Then makes a conclusion: 1. the period during dispatched workers offering service for the employing units; 2.employing units’ veto power of dispatched workers transferring to regular employees. About above two points, according to the analysis of interviews, it finds out there really exist the prob-lems of the period is too long and the vote power should be limited. At the end, this study provides suggestions for Article 8 of the draft of dispatched workers protective laws, including there should come up with a consensus about the attached conditions of transferring dispatched workers to regular employees and the importance of negotiation pattern. Key words: dispatched workers transferring to regular employees, the separation of labor market, the draft of labor dispatching, transfer to regular employee in one year.
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HSU, CHI-HSIANG, and 徐啓祥. "A Study on The Issues of Dispatched Work in Taiwan : Focusing on Dispatched Workers’ Freedom of Association." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/02928329277569364543.
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碩士開南大學
人文社會學院法律碩士在職專班
105
Abstract The slogan of “Higher pay, less dispatched employment” is constantly asserted in almost every protest march on the fist of May. In other words, most labors in Taiwan don't get the pay that they deserve. It is understandable that organizations want to pursue the maximum profits in an effective and efficient manner by reducing and controlling labor costs. This general guideline has contributed to the rise of atypical employment and diversified hiring condition. The distinctive relation among the organization, the dispatched worker, and the business entity that provides specialized and efficient services has caused numerous problems due to the combination of uncertainty and recognizing the responsibility and lack of attention to ensure the rights and benefits for the three parties. The current labor law regulations are designed to protect the rights and interests for the regular workers who are hired in the traditional condition. As a result, the current labor laws can’t offer sufficient and thorough protection for labors. Moreover, the complexion between the company and labors cause chaos in both individual and collective cases. First of all, the rights that the dispatched labors are entitled to are the right to organize, the right to bargain and the right to dispute. Moreover, the collective rights for labor groups in Taiwan are mainly complied with Labor Union Act, Collective Agreement Act, and Act for Settlement of Labor – Management Disputes. Second, This paper is to study the relationship between the dispatched workers and their employers, and this is especially focused on analysis the collective rights for the workers and to discuss about how dispatched workers can implement the right to organize and what the labor unions can keep an eye on the interaction among the dispatched workers, the employers and the labor service providers. Furthermore, this paper will talk thoroughly about what the union can do to make sure that the labor laws are not violated and the workers can be benefited under the protection of the laws in Taiwan. Third, in order to contemplate the circumstances of dispatched workers have encountered in the workplace in Taiwan, this paper will first define and take a close look at atypical employment in various situations, then, examine how the laws can or can’t do when there are labor problems and mistreatments. This paper will also talk about the labor laws in different developed countries, such as Germany, Japan and the United States. It is important to learn from the experience of other countries and see how their laws ensure the three basic rights for the dispatched workers. By discussing the similar problems that had happened in these countries may provide some solutions for labors to solve the dispute. Finally, this paper will discuss the pros and cons the actual court cases about disputations for dispatched workers have faced in workplace in Taiwan. In other words, this paper will take a close look at how the Labor Dispatch Law can offer to the workers and what it can do for the people. Currently, the Ministry of Labor in Taiwan has proposed a draft to the Department of Executive. This draft has stated the definition of the relation of the agent, the organization and the labors. Furthermore, it has stated the things that might be illegal and are against the laws. These sensitive issues such as what industries can’t hire dispatched workers, the maximum numbers of dispatched workers an organization can hire, equal pay for equal work, how to officially change the status of a dispatched worker to become a full-time employee in an organization and so on. There are still numerous debated parts in this draft, and as a result, this paper will try to look into these issues and analyze and present with some solutions and suggestions.
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Wei-Cheng, Lin, and 林威成. "The Study of The Dispatched Workers' Labor Right in Government." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/67927282267972493138.
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Luo, Yeong-Shin, and 羅永新. "The Influence of Dispatched Workers’ Working Conditions on Organizational Commitments." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/38890605559888891137.
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碩士國立中山大學
公共事務管理研究所
99
Dispatched employment has become one of the most popular ways of employment under globalization. The corporate can freely choose the most favorable business environment whereby they can by-pass collective bargaining with trade unions and legal restrictions. Dispatched workers and regularly employed workers in the same client company may experience different working conditions (including wages, working hours, overtime and vacation, etc.). Workers of the same dispatching agency who are dispatched to client companies may also experience different working conditions. Often, working conditions of dispatched workers are relatively poor. This study mainly explores dispatched workers’ working conditions in different companies and how these conditions would affect their organizational commitment to client companies. Four hundred and twenty copies of a questionnaire were distributed to workers who are dispatched to companies located in Kaohsiung, Tainan and Pingtung. Out of these 134 copies were returned and counted as valid response. The findings revealed that (1) working conditions varied across gender and age; (2) dispatched workers tended to accept working conditions below the legal standards; (3) organizational commitment varied across education, job duties and depended on how workers felt about the conditions; (4) working conditions and organizational commitment were significantly related. This study therefore recommends that: Dispatching companies should 1.Employ dispatched workers as full-time workers, rather than merely-registered workers; 2.Provide more training opportunities to dispatched workers; 3.Fulfill their legal obligations to the workers. Client companies should 1.Create a gender-equal working environment; 2.Create sanitary and safe working conditions; 3.Take the responsibility of a joint employer. Authorities of labor affairs should 1.Inspect labor conditions more frequently and closely; 2.Establish a formal legal system to regulate dispatched employment; 3.Specify dispatching agencies and client companies as joint employers in relevant laws and regulations.
Books on the topic "Dispatched workers"
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An emerging non-regular labour force in japan: The dignity of dispatched workers. New York: Routledge, 2011.
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P'adok kwangbu ŭi norae: Togil ro p'agyŏn toen kwangbu ŭi han manŭn iyagi = Dispatched miner's song in Germany. Kyŏnggi-do P'aju-si: Ch'ŏngmun'gak, 2011.
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Emerson, Ralph Waldo. Selected works: Essays, poems, and dispatches with introduction. Boston: Houghton Mifflin, 2003.
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Sanders, Lisa. Diagnosis: Dispatches from the frontlines of medical mysteries. New York: Broadway Books, 2009.
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In the classroom: Dispatches from an inner-city school that works. New York: Free Press, 1997.
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Peter, Jaret, ed. Impact: Dispatches from the front lines of global health. Washington, D.C: National Geographic, 2003.
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Patrol, Florida Division of Highway. Florida Highway Patrol: 75th anniversary, 1939-2014. Morley, Missouri: Acclaim Press, [2014]., 2014.
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Fu, Huiyan. Emerging Non-Regular Labour Force in Japan: The Dignity of Dispatched Workers. Taylor & Francis Group, 2015.
Find full textBook chapters on the topic "Dispatched workers"
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Andreas, Joel. "Enfranchised." In Disenfranchised, 27–52. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190052607.003.0002.
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Chapter 2 recounts how the Chinese Communist Party reorganized industrial enterprises after taking power in 1949. Small numbers of party cadres, typically peasant veterans of the rural insurgency, were dispatched to factories to mobilize workers to attack capitalists and incumbent managers. Through a series of aggressive mass campaigns, the party established its control, recruiting workers to serve as factory leaders and creating party-led institutions of participation. After nationalization was completed in 1956, Mao—concerned that Communist cadres were becoming autocratic and arrogant—initiated a Party Rectification campaign, in which he encouraged unusually freewheeling criticism of “bureaucratism” among party officials. This opening unleashed a torrent of criticism by intellectuals as well as strikes by workers and inspired union leaders to push for greater independence from the party. The campaign, however, was quickly aborted and during the subsequent Anti-Rightist movement those who had spoken out were harshly punished, squelching prospects for autonomous activity.
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Gardett, Isabel, Edward Trefts, Christopher Olola, and Greg Scott. "Unique Job Roles and Mental Health Risk Factors Among Emergency Dispatchers." In Advances in Psychology, Mental Health, and Behavioral Studies, 49–62. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9803-9.ch004.
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Emergency medical, fire, and police dispatchers are often called the first, first responders. Working in emergency communication centers, they are the first point of contact with medical, fire, and law enforcement resources and the first point of access to public health and public safety systems for millions of callers each year. Emergency dispatchers face unique risks to their mental health, and the roles and responsibilities specific to their work produce stressors not synonymous with those encountered by other first responders and emergency workers. Yet relatively little research has been done to understand the specific mental health concerns of this vital and often overlooked segment of the emergency services profession. The aim of this chapter is to provide an overview of the job-specific tasks and work characteristics that make the emergency dispatcher's job qualitatively different from the jobs of other emergency workers and first responders, then discuss the unique mental health risks associated with their work.
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Dodd, Julian. "Afterword." In Being True to Works of Music, 169–80. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198859482.003.0007.
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In this brief Afterword the author addresses the question of whether the picture of work performance recommended here is consistent with the ontological proposal for musical works elaborated and defended in his Works of Music (2007). It might be supposed that there is an irresolvable tension between that book’s account of musical works—as sempiternally existent, temporally and modally inflexible entities, individuated purely in terms of how they sound—and the claims made here about the norms governing our practice of work performance. Carefully distinguishing evaluative questions from ontological ones, the sources of this suspicion are brought out into the open and dispatched.
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Kornicki, Peter. "HMS Pembroke V, Alias Station X, Alias Bletchley Park." In Eavesdropping on the Emperor, 71–98. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780197602805.003.0004.
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Bletchley Park absorbed most of the graduates of the Bedford Japanese School but could never get enough Japanese linguists. Consequently, the Naval Section and the Air Section began running their own Japanese courses within Bletchley Park: after the elimination of Italy from the war, Italian linguists working at Bletchley Park were given crash courses in naval Japanese by John Lloyd, who had worked for the British consular service in Japan. It was at Bletchley Park that the dispatches of the Japanese ambassador in Berlin, General Ōshima Hiroshi, were deciphered and translated. Ōshima was a personal friend of Hitler and was extremely well informed on Hitler’s intentions and was unaware that his extensive dispatches to Tokyo were being intercepted and read in London, thanks to the breaking of the Japanese diplomatic cypher machine by American codebreakers.
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Watkins, John. "Diplomatic Pathos." In Cultures of Diplomacy and Literary Writing in the Early Modern World, 69–84. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198835691.003.0004.
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Chapter 4 explores the cultural resonances of the sixteenth-century realization that the greatest diplomatic achievements, even treaties ending a half-century of war between major powers, are vulnerable to ongoing historical experience. A conflict between extravagant hope that lasting peace might be achieved—expressed in the wake of peace settlements—and disillusioning experience—found in dispatches, speeches, legal treatises, and literary works by diplomats—repeatedly manifested itself in a pathos, sometime even a despair, that haunted diplomatic culture throughout the early modern period. The chapter traces the wider dissemination of this diplomatic pathos in works by the legal theorist Alberico Gentili and the Elizabethan writer-diplomat Sir Philip Sidney. The two men were closely enough associated that their understandings and critiques of the law of nations probably developed through mutual dialogue. Sidney was at least as interested in abstract questions of legal and diplomatic principle as he was in contemporary politics. In the Arcadia, his fantasy Mediterranean turns out to be a laboratory for experimenting with legal and strategic problems, with his two heroes, Pyrocles and Musidorus, providing military and diplomatic solutions. Nevertheless, the endpoint of both Gentili’s and Sidney’s anatomies of the emergent international system was Protestant despair over the possibility of lasting diplomatic achievements in a fallen world.
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Howard-Johnston, James. "The Difficult Road to Peace." In The Last Great War of Antiquity, 321–59. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780198830191.003.0011.
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The news of Khusro’s fall finally reached Heraclius on 3 April 628, marking the end of the war. There followed two years of negotiations with three successive Persian regimes. The threat from the Turks strengthened the Roman position until their sudden disappearance in 629. Under the terms finally agreed with Khusro’s daughter Boran, the Persians disgorged all his conquests and accepted the pre-war frontier. Victory was celebrated in Constantinople, when Heraclius’ final dispatch was read out in St Sophia (15 May 628). Two triumphal ceremonies were staged, the first at Constantinople on the occasion of Heraclius’ return in June 628, the second at Jerusalem on 21 March 630, when Heraclius brought back the fragments of the True Cross taken by the Persians in 614 from Calvary in the church of the Holy Sepulchre. Close attention is paid to the texts and works of art which commemorated the victory.
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Shrivastava, Sarika, and Piush Kumar. "Comparison of Artificial Intelligence-Based Solutions Applied to Economic Load Dispatch Problem." In Applications of Artificial Intelligence in Electrical Engineering, 210–29. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2718-4.ch012.
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The electric power system network is rapidly becoming more and more complex to meet energy requirements. With the development of integrated power systems, it becomes all the more necessary to operate the plant units most economically. More recently, soft computing techniques have received more attention and have been used in a number of successful and practical applications. In the chapter, artificial intelligence-based modern optimization techniques, the genetic algorithm (GA), particle swarm optimization (PSO), and differential evolution (DE), are used to solve the economic load dispatch related problems. In the chapter, the minimum cost is computed by adopting the genetic algorithm, PSO, and DE using the data from 15 generating units. Data has been taken from the published works containing loss coefficients are also given with the maximum-minimum power limits and cost function. All the techniques are implemented in MATLAB environment. Comparing the results obtained from GA, DE, and PSO-based method, better convergence was found in the PSO-based approach.
Conference papers on the topic "Dispatched workers"
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Wang Liping and Ma Yu. "Notice of Retraction: The study of maintain system of dispatched workers' psychological contract." In 2010 IEEE International Conference on Advanced Management Science (ICAMS). IEEE, 2010. http://dx.doi.org/10.1109/icams.2010.5552876.
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Oforiwaa, Priscilla Obeng, Liang Manchun, Su Guofeng, and Li Ke. "Scenario Development for Nuclear Emergency Decision Deduction Training Platform for Radiographers in Developing Countries: Case Study, Ghana." In 2020 International Conference on Nuclear Engineering collocated with the ASME 2020 Power Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/icone2020-16016.
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Abstract Nuclear Radiological accident is of great threat to the Nuclear Agency aside nuclear terrorism. In countries with little or no major nuclear infrastructural facilities, it is of great importance to educate stakeholders and employees in the handling and emergency decision involved in the usage of these radionuclides, thus training on this platform gives the maximum and technical know-how in cases where it is difficult to procure types of equipment needed for such educational exercise in real life. Ghana is a country that seeks to increase the use of nuclear technological applications. Sealed Radioactive Sources are used in Ghana for research, Agriculture, mining exploration and brachytherapy. Operators need to train immensely in the handling of these sources. The NEDDTP is a software system to help conduct training and emergency exercises simulation. The NEDDTP is developed by the China Nuclear Security center of excellence with the aim of performing the simulation and training of radiographers and emergency workers in the nuclear industry. This training platform gives a 3D real-life training scenarios, emergency simulation, command and dispatch, Process record and evaluation in exercise with virtual reality display for radiological worker. This paper elaborates on the process for scenario design, types of scenario development for different types of radiological accidents and the stages involved in training with these scenarios.
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Ono, Yuuko, and Genya Ishigami. "Routing Problem of Multiple Mobile Robots with Human Workers for Pickup and Dispatch Tasks in Warehouse." In 2019 IEEE/SICE International Symposium on System Integration (SII). IEEE, 2019. http://dx.doi.org/10.1109/sii.2019.8700428.
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Pedersen, A. "Satellite-Based Communications: Fleet Management/Dispatch, AVL, SCADA, Asset Tracking, Lone-Worker Security." In Canadian International Petroleum Conference. Petroleum Society of Canada, 2002. http://dx.doi.org/10.2118/2002-204.
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Gabriel Trombeta, João, and Odorico Machado Mendizabal. "Proposta para Reparticionamento de Estado em Replicação Máquina de Estado Paralela." In Computer on the Beach. Itajaí: Universidade do Vale do Itajaí, 2020. http://dx.doi.org/10.14210/cotb.v11n1.p071-073.
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State Machine Replication is a widely used technique to providefault tolerance and strong consistency. In this approach, all commandsare executed sequentially throughout the replicas. Aimingto improve the system’s throughput, enhanced versions were proposed,where independent commands can be executed in parallel.One arising challenge, though, is how to balance the workload betweenthreads, while avoiding the need of synchronization betweenthem. This extended abstract proposes a technique to schedule requestsin a dynamic and efficient manner, using a workload graph tokeep track of access patterns and graph partitioning to decomposeand dispatch workload to the worker threads.
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Ke, Li, Liang Manchun, Su Guofeng, Yang Jie, He Jingtao, and He Shuijun. "The Design of a Nuclear Emergency Decision Deduction and Training Platform." In 2018 26th International Conference on Nuclear Engineering. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/icone26-81691.
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Nuclear accident and nuclear terrorism are of great threats to international security. The countermeasures against nuclear emergency situation should be deliberately considered before it happened. In accordance with experience from Fukushima Daiichi Accident, various kinds of complex situations must be considered at the phase of emergency preparedness. And all related schedules, including national laws and regulations, allocation of responsibility and authority, emergency plans and procedures, facilities, instruments, trainings and exercises must be examined. The appropriateness of the emergency preparedness and the emergency response capability need to be verified through emergency exercises. However, exercises are usually costly and labor-intensive. So, it is necessary to design a software system to help conduct emergency exercises simulation. A Nuclear Emergency Decision Deduction and Training Platform (NEDDTP) is designed in China Nuclear Security Center of Excellence, which aims at performing the simulation of nuclear emergency process and providing a training platform for emergency workers. 3D models, the environment of nuclear power plant (NPP), some physical numerical models for simulating and several typical nuclear emergency scenarios for training are included in the platform. NEDDTP realizes the function of digitization of scenario, emergency simulation, resource management, command and dispatch, process record and evaluation in exercise, and it also provide VR display for emergency workers.
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Li, W. D., W. F. Lu, and Y. L. Cai. "Geometric Simplification to Stream 3D Models for Collaborative Product Design." In ASME 2005 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2005. http://dx.doi.org/10.1115/detc2005-84834.
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One of the challenging problems that hinder the development of collaborative design systems is the contradiction of large CAD files and the limited speed to share them over the Internet and Web. 3D streaming technique, which can allow effective and efficient dispatch and access of large-volume CAD data as a series of patched streams across the Internet, provides a promising solution to overcome the obstacle. Geometric simplification (or decimation) of 3D models is the key algorithm to realize the streaming technique. In this paper, a new geometric simplification algorithm has been developed, in which two criteria are the crucial elements to control the collapse process for edges in 3D VRML models to reduce the amount of information. The major feature of the algorithm is that it has incorporated some advantages of the previously developed vertex decimation approach and edge collapse approach. Meanwhile, the mechanism of adaptive threshold parameters adopted in this work enhances the adaptability of the algorithm for various applications. Through case studies and comparisons with some related works, the algorithm shows good performance and potentials in terms of efficiency, adaptability and robustness.
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De Carvalho Ribeiro Júnior, Egidio, Omar Andres Carmona Cortes, and Osvaldo Ronald Saavedra. "A Parallel Mix Self-Adaptive Genetic Algorithm for Solving the Dynamic Economic Dispatch Problem." In Simpósio Brasileiro de Sistemas Elétricos - SBSE2020. sbabra, 2020. http://dx.doi.org/10.48011/sbse.v1i1.2499.
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The purpose of this paper is to propose a parallel genetic algorithm that has adaptive and self-adaptive characteristics at the same time for solving the Dynamic Economic Dispatch (DED) problem that is a challenging problem to solve. The algorithm selects the proper operators (using adaptive features) and probabilities (using the self-adaptive code) that produce the most fittable individuals. Regarding operations, the choice is made between four different types of crossover: simple, arithmetical, non-uniform arithmetical, and linear. Concerning mutation, we used four types of mutations (uniform, non-uniform, creep, and enhanced apso). The choice is made scholastically, which is uniform at the beginning of the algorithm, being adapted as the AG executes. The crossover and mutation probabilities are coded into the genes, transforming this part of the algorithm into self-adaptive. The multicore version was coded using OpenMP. An ANOVA test, along with a Tukey test, proved that the mixed self-adaptive algorithm works better than both: a random algorithm, which chooses operators randomly, and a combination of operators set previously in the DED optimization. Regarding the performance of the parallel approach, results have shown that a speedup of up to 3.19 can be reached with no loss in the quality of solutions.
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Magni, Fulvio, Duane Hudgins, Weiqun Geng, and Frank Grimm. "Reduction of NOx Emissions in Alstom GT11NM Engines: Development, Validation and Engine Operation Experience of the EV-Alpha Burner." In ASME Turbo Expo 2012: Turbine Technical Conference and Exposition. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/gt2012-68345.
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The first Alstom GT11N engine was introduced to the market at the end of the eighties. In order to keep our base fleet engines (aged fleet) attractive for dispatch and therefore for operation, one of the key issues of the service business is the development of upgrade packages. For the GT11N fleet an emission reduction package was worked out in recent years with the target of single digit NOx at base load (<10 ppm NOx @15%O2). The purpose of this paper is to present the performed development work, starting from the R&D work with the CFD optimization of the mixing quality, going to the atmospheric combustion tests and finally to the engine validation tests on site. The first section of the paper focuses on the performed R&D work, mainly on the improvement of the gas/air mixing quality of the EV burner. For the down selection of the most promising configurations the calculated unmixedness at different places of the burner and the hottest flame zones were analyzed and evaluated. The second part of the paper focuses on the results of the atmospheric burner combustion tests. The last part of the paper is focusing on the verification phase and on the achieved results during the engine validation tests on site. The EV-alpha burners were implemented during an A-inspection. Before the implementation a reference measurement with the standard EV burners was carried out. This section gives an overview of the performed engine tests and achieved emissions at base load and part load, about flame stability behaviour and transient operation results. With the implementation of the EV-alpha burner the target “single digit NOx” could be achieved and the combustion stability kept at comparable levels.
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McFarlane, Wayne G., and Allen Marsollier. "Effective Use of an Alliance to Deliver Pipeline Maintenance Services." In 2002 4th International Pipeline Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/ipc2002-27394.
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Pipeline companies face a difficult task in cost-effectively managing pipeline maintenance activities. Complexity is introduced due to geographical expanse, remote locations, access to qualified contractors and the desire to hire locally, and contract management of available suppliers. Pipeline companies have traditionally provided maintenance activities through in-house resourcing, or management of a multitude of available contractors. With increasing efforts to focus in-house resources on core pipeline operations, there has been a corresponding shift in moving noncore maintenance activities to outside providers. This has introduced an increase in administration costs associated with supplier qualification activities, document management and payment processing. TransCanada PipeLines Limited has developed a model where core skills have been retained to perform critical activities in-house and less essential services have been contracted out, along with the management of the subcontracts. This model relies on a central dispatch service along with a large base of subcontractors strategically located along our pipeline system to provide these services. The process involves two basic steps — managing subcontractors and performing work. Managing subcontractors is the key to the process. This part of the process proactively provides TransCanada with qualified subcontractors at the right place, the right time and for the best price. This paper will discuss the alliance model we’ve implemented in conjunction with Ledcor Industrial Maintenance Ltd. for contracted services and how this arrangement is crucial to our success in managing maintenance activities cost effectively. We will describe the model, how it was developed and implemented, how it works and some of the benefits that make it a successful contribution to regional operations. We will also discuss some of the key lessons learned. Further details on the process will be presented, along with the bottom-line benefits associated with this type of relationship.