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Journal articles on the topic 'Temporary Employment Services'
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1
Segal, Lewis M., and Daniel G. Sullivan. "The Growth of Temporary Services Work." Journal of Economic Perspectives 11, no. 2 (May 1, 1997): 117–36. http://dx.doi.org/10.1257/jep.11.2.117.
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Temporary services employment grew rapidly over the past several decades and now accounts for a sizable fraction of aggregate employment. The authors use Current Population Survey data to examine the changing nature of temporary work and discuss explanations for its growth. Temps are no longer overwhelmingly female or limited to clerical occupations. They have less labor market security than permanent workers, being prone to more unemployment and more underemployment. Few, however, are in temp positions a year later and the majority transition to permanent employment. Temp wages are approximately 20 percent below permanent workers, but individual and job characteristics explain approximately two-thirds of the gap.
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SILVASI-PATCHIN, JUDITH A., and BETTY J. NEWLON. "Temporary Help Services: An Alternative Form of Employment." Journal of Employment Counseling 29, no. 2 (June 1992): 84–87. http://dx.doi.org/10.1002/j.2161-1920.1992.tb00158.x.
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Kim, Hyondong, and Dong-Jin Lee. "The Relationship between the Internal Labour Market and Transitions from Temporary to Permanent Employment in Korea." Articles 69, no. 3 (October 8, 2014): 597–620. http://dx.doi.org/10.7202/1026760ar.
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Summary Over the past decade, Korean businesses have experienced significant growth in the proportion of temporary employment. In response, the Korean government has enacted the “Temporary Employment Protection Act” to curb the use of temporary employment. With these legislative changes, Korean employers confront choices about whether to encourage transitions from temporary to permanent employment or to utilise outsourcing/contracting services. The purpose of this study is to explore internal labour markets (ILMs) and investigate why companies are willing to transform temporary employment into permanent employment. Furthermore, in the face of market volatility, we consider how companies are willing to increase the number of temporary workers in order to more easily adjust the numbers and types of human resources, rather than constructing and establishing ILMs within a firm. By investigating the interrelated relationships between ILMs, environmental dynamism, and transitions from temporary to permanent employment status, this study elaborates the features of ILMs in making employment decisions. The statistical results of this study show that structural elements of ILMs facilitate transitions from temporary to permanent employment. Among ILMs, only seniority-based pay plans reduce the number of permanent employees transferred from temporary status when companies experience dynamic changes in their environments. Furthermore, ILMs exerted greater influences over employers’ decisions about transitions from temporary to permanent employment a few years after the enactment of changes in temporary labour laws and regulations. This study shows that the features of an employment system determine companies’ decisions about temporary versus permanent employment. ILMs shape and establish organisational norms and cultural traditions that determine employment structures. Furthermore, institutionalised environments also determine whether employers decide to make transitions from temporary to permanent employment. Future studies should pay attention to the features of employment systems as determinants regarding firms’ human capital.
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Beimers, David, and Robert L. Fischer. "Pathways to Employment: The Experiences of TANF Recipients with Employment Services." Families in Society: The Journal of Contemporary Social Services 88, no. 3 (July 2007): 391–400. http://dx.doi.org/10.1606/1044-3894.3648.
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The passage of the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 by the U.S. Congress required welfare recipients to quickly move into the workforce. Employment services agencies perform a key role in this process by providing welfare recipients with work readiness and job search skills. This article reviews the findings of an empirical study of the experiences and employment outcomes of Temporary Assistance for Needy Families (TANF) recipients referred to contracted employment services agencies. The study involves a random-sample survey of 151 TANF recipients in a large, urban, north-central county. The findings suggest that generic work readiness activities may be of limited utility unless they include job leads to actual employment opportunities. The article concludes with a discussion of critical issues for practitioners.
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Van Eck, Stefan. "Temporary Employment Services (Labour Brokers) in South Africa and Namibia." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 13, no. 2 (June 15, 2017): 106. http://dx.doi.org/10.17159/1727-3781/2010/v13i2a2642.
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South Africa currently allows labour broking although this area of commerce is problematic. The trade union movement, government and organised business are presently debating the future regulation of this industry. Namibia has experimented with, and failed, to place a legislative ban on labour broking. The Supreme Court of Appeal of Namibia considered International Labour Organisation conventions and provisions of their Constitution before concluding that labour broking should be regulated but not prohibited. In this article it is argued that South African policy makers can gain valuable insights from the Namibian experience. It is submitted that it would be appropriate for Parliament to take cognisance of international and foreign principles and to accept amendments that would provide for stricter regulation for labour broking, rather than placing an outright ban on this economic activity.
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Edisis, Adrienne T. "The Effect of Unemployment Insurance on Temporary Help Services Employment." Journal of Labor Research 37, no. 4 (October 28, 2016): 484–503. http://dx.doi.org/10.1007/s12122-016-9236-1.
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Vosko, Leah F. "A New Approach to Regulating Temporary Agency Work in Ontario or Back to the Future?" Articles 65, no. 4 (February 9, 2011): 632–53. http://dx.doi.org/10.7202/045589ar.
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In 2009, the province of Ontario, Canada adopted the Employment Standards Amendment Act (Temporary Help Agencies) partly in response to public concern over temporary agency workers’ limited access to labour protection. This article examines its “new” approach in historical and international context, illustrating that the resulting section of the Employment Standards Act (ESA) reflects continuity through change in its continued omissions and exclusions. The article begins by defining temporary agency work and describing its significance, explaining how it exemplifies precarious employment, partly by virtue of the triangular employment relationship at its heart. Next it traces three eras of regulation, from the early 20th to the early 21st centuries: in the first era, against the backdrop of the federal government’s forays into regulation through the Immigration Act, Ontario responded to abusive practices of private employment agencies, with strict regulations, directed especially at those placing recent immigrants in employment. In the second era, restrictions on private employment agencies were gradually loosened, resulting in modest regulation; in this era, there was growing space for the emergence of “new” types of agencies providing “employment services,” including temporary help agencies, which carved out a niche for themselves by targeting marginalized social groups, such as women. The third era was characterized by the legitimization of private employment agencies and, in particular, temporary help agencies, both in a passive sense by government inaction in response to growing complexities surrounding their operation, and in an active sense by the repeal of Ontario’s Employment Agencies Act in 2000. Despite a consultative process aimed, in the words of Ontario’s then Minister of Labour, at “enhanc [ing] protections for employees working for temporary help agencies,” the new section of the ESA adopted in 2009 reproduces outdated approaches to regulation through its omissions and exclusions; specifically, it focuses narrowly on temporary help agencies rather than including an overlapping group of private employment agencies with which they comprise the employment services industry and its denial of access to protection to workers from a particular occupational group (i.e., workers placed by a subset of homecare agencies otherwise falling within the definition of “assignment employees”). Highlighting the importance of looking back in devising new regulations, the article concludes by advancing a more promising approach for the future that would address more squarely the triangular employment relationship as the basis for extending greater protection to workers.
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Liu, Hong-Cheng. "Effects of human resource outsourcing on service innovation in public sectors." Acta Oeconomica 64, Supplement-2 (November 1, 2014): 13–24. http://dx.doi.org/10.1556/aoecon.64.2014.suppl.2.
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To deal with a lot of public services, first-level human resources are largely required in governmental institutes. The changes of industries and employment structure have the government, in consideration of budgets and downsizing, apply Human Resource Outsourcing and introduce temporary employees to reduce labor personnel costs and labor flexibility and to solve the demands for temporary and non-core businesses for achieving the innovation of administrative services and organizational reform as well as enhance organizational competitiveness. Acquiring expected and stable temporary employees with favorable work performance is a dilemma for personnel units. By distributing and collecting questionnaires on-site, 230 copies of questionnaires were distributed to the superiors and public servants in various sectors of Kaohsiung City Government. A total of 169 valid copies were retrieved, with the retrieval rate of 73%. The empirical results show partially positive effects of Human Resource Outsourcing on Service Concept, Customer Interface, and Delivery System in Service Innovation, significantly positive effects of Human Resource Outsourcing on Technology Option in Service Innovation, and remarkable moderating effects of background variables on the correlations between Human Resource Outsourcing and Service Innovation.
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Park, Se Jin, Soo Yeon Kim, Eun-Sun Lee, and Subin Park. "Associations among Employment Status, Health Behaviors, and Mental Health in a Representative Sample of South Koreans." International Journal of Environmental Research and Public Health 17, no. 7 (April 3, 2020): 2456. http://dx.doi.org/10.3390/ijerph17072456.
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The purpose of the present study was to compare the health behaviors, general health, and mental health of South Korean employees according to their employment status, and to examine how these associations vary across genders using the latest Korean National Examination Health and Nutrition Survey data. Logistic regression analyses were performed using employment status—permanent job, temporary job, and unemployed—as predictor variables and health-related variables as the outcome variables. Results indicated that temporary workers and the unemployed have higher odds of poor mental health regardless of gender. On the other hand, only male permanent workers were found to have a higher risk of problematic drinking compared to precarious workers and the unemployed. Meanwhile, only women showed a higher risk of current smoking in the temporary job and unemployed groups compared with permanent employees. Regarding general health, women, not men, in the temporary job group reported poorer general health (i.e., low health-related quality of life and higher self-perceived poor health) than those in other groups. These findings suggest that the development and implementation of intervention services, as well as organizational actions, need to consider differential impacts of unfavorable employment status on health issues according to gender.
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Danziger, Sandra K., and Kristin S. Seefeldt. "Barriers to Employment and the ‘Hard to Serve’: Implications for Services, Sanctions, and Time Limits." Social Policy and Society 2, no. 2 (April 2003): 151–60. http://dx.doi.org/10.1017/s1474746403001210.
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Falling welfare rolls in the US has focussed attention on those remaining on the caseload, variously termed the ‘hard to serve’ or ‘difficult to employ’. Using data from the first three years of the Women's Employment Study, a sample of TANF (Temporary Assistance for Needy Families) recipients drawn in an urban county in Michigan, this article examines the barriers that inhibit people moving off welfare. The analysis indicates that the kinds of skill deficits and other personal problems experienced by welfare recipients are not frequently and systematically addressed within the rapid-employment, welfare to work models widely implemented across the USA.
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Dhungana, Ananta Raj, and Purna Bahadur Khand. "Determinants of Households’ Adaptation Practices against Climate Change Impact on Off Farm Activities in Nepal." Janapriya Journal of Interdisciplinary Studies 8 (December 31, 2019): 12–25. http://dx.doi.org/10.3126/jjis.v8i0.27294.
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Study on adaptation practices against climate change impact in agriculture sector have been explored extensively globally but adaptation practices against climate change impact on off farm activities are not studied in detail. This study aims to analyze the determinants of households’ adaptation practices against climate change impact on off farm activities in Nepal. It utilizes the data generated from nationally representative samples of National Climate Change Impact Survey, 2016 conducted by Central Bureau of Statistics. Total sample size of this survey was 5060 households. But for this paper, total of 4114 samples were considered. Binary logistic regression analysis was carried out to analyze households’ adaptation practices against climate change impact on off-farm activities in Nepal. Most of the respondents are male of age 40-54 years, from non-Brahmin/Chhetri caste/ethnicity, illiterate, with lowest income Quintile, from tropical climate zone and without getting any services from agricultural service center. Females ageless likely to have adaptation practices towards off farm activities (started more off-farm activities; shifted to non-agricultural employment; and temporary out-migration) in compared with male. Non-Brahmin/Chhetri caste/ethnicity with reference to Brahmin/Chhetri is the determining factor for the adaptation practices (shifted to non-agricultural employment; and temporary out-migration). Status of receiving any services from agricultural service center, years of experience in agricultural sector and sub-tropical climate zone with reference to tropical zone are the common determining factors for households’ adaptation practices towards off farm activities against climate change impact in Nepal.
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Ward, Kevin. "UK Temporary Staffing: Industry Structure and Evolutionary Dynamics." Environment and Planning A: Economy and Space 35, no. 5 (May 2003): 889–907. http://dx.doi.org/10.1068/a34136a.
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During the 1990s the UK temporary staffing industry experienced almost unbroken year-on-year growth. Alongside this quantitative expansion the type of business performed by some UK temporary staffing agencies has begun to change, as some larger agencies have attempted to move out of the clerical and light industrial segments and into higher value-added markets. Other agencies have sought to add human resource services to their more-traditional recruitment and placement functions. All in all, the UK industry—the second largest in the world after the United States—has undergone widespread restructuring in the last decade. I argue that the recent growth in the UK industry constitutes a regularisation of flexible employment, as casual and fixed-term contracts are replaced by more formal arrangements involving a third party—the temporary staffing agency. Drawing upon global and national data and forty semi-structured interviews with agency owners and managers in the United Kingdom, I analyse the multidimensional growth and restructuring of the UK temporary staffing industry. I argue that as the UK industry ‘matures’ we are witnessing a degree of deepening in relations between temporary staffing agencies and client firms. More broadly, I argue that the growth of the temporary staffing industry has conceptual implications for how economic geographers theorise ‘the firm’ and explore the globalisation of service activities.
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Dragano, Nico, Claudio Barbaranelli, Marvin Reuter, Morten Wahrendorf, Brad Wright, Matteo Ronchetti, Giuliana Buresti, Cristina Di Tecco, and Sergio Iavicoli. "Young Workers’ Access to and Awareness of Occupational Safety and Health Services: Age-Differences and Possible Drivers in a Large Survey of Employees in Italy." International Journal of Environmental Research and Public Health 15, no. 7 (July 17, 2018): 1511. http://dx.doi.org/10.3390/ijerph15071511.
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Young workers are in particular need of occupational safety and health (OSH) services, but it is unclear whether they have the necessary access to such services. We compared young with older workers in terms of the access to and awareness of OSH services, and examined if differences in employment conditions accounted for age-differences. We used survey data from Italy (INSuLA 1, 2014), with a sample of 8000 employed men and women aged 19 to 65 years, including 732 young workers aged under 30 years. Six questions measured access to services, and five questions assessed awareness of different OSH issues. Several employment conditions were included. Analyses revealed that young workers had less access and a lower awareness of OSH issues compared with older workers. For instance, odds ratios (OR) suggest that young workers had a 1.44 times higher likelihood [95%—confidence interval 1.21–1.70] of having no access to an occupational physician, and were more likely (2.22 [1.39–3.38]) to be unaware of legal OSH frameworks. Adjustment for selected employment conditions (company size, temporary contract) substantially reduced OR’s, indicating that these conditions contribute to differences between older and younger workers. We conclude that OSH management should pay particular attention to young workers in general and, to young workers in precarious employment, and working in small companies in particular.
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Syniura-Rostun, N. "Structural-dynamic features of population employment in Ukraine service industry sphere." Galic'kij ekonomičnij visnik 67, no. 6 (2020): 50–58. http://dx.doi.org/10.33108/galicianvisnyk_tntu2020.06.050.
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The structural-dynamic peculiarities of employment in the service industry are investigated. The facts that the service industry plays an increasing role in the economic growth of the countries and that the share of employed in the service industry in the countries with the developed market economy is 75–80% are emphasized. Therefore, Ukrainian economy has significant capacity for the employment increase in this industry. It is determined that the high share of employed in industries requiring highly skilled personnel indicates the development of innovative-technological economy sectors. It will promote the country’s GDP growth in future. The share of employment in such industries is defined to remain insignificant in Ukraine, as typical for to the countries with transition economies. The structure of employment in the service industry sectors in Ukraine and developed countries is determined to be distinctly different, although it provides Ukraine with additional opportunities to develop competitive sectors of service industry. It is revealed that the average weighted rate of employment growth has declined in 2018 in comparison with 2013 (81.59%), which is peculiar to the Ukrainian economy in general, where the 80.18 employment growth for the same period was caused by decline of economic activity in the country and was related to the unstable political situation and military actions, substantial inflation, declining foreign direct investment, etc. The formation of employment structure in service industry is influenced by transformation processes characteristic for the countries with transition economies. The evidence of effective development of service indusrtry is the growth of labor productivity. The significant share of employment in the region's service industry, along with low labour productivity, indicates the substantial shadowing of employment. In Ukraine, the level of informal employment is the highest in trade, transport and temporary accommodation sectors. At the same time, the growing share of employed in the industries with high added value like ICT, finances, healthcare, administrative and support services, scientific and professional activity, etc. indicates the efficient structural transformation of Ukrainian economy.
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Garnier, Philippe. "International Trade in Services: A Growing Trend among Highly Skilled Migrants with Special Reference to Asia." Asian and Pacific Migration Journal 5, no. 4 (December 1996): 367–97. http://dx.doi.org/10.1177/011719689600500401.
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International trade in services gained worldwide recognition with the 1994 GATT Agreements in Marrakech. Its predominant role in international exchanges as well as its contribution to the development of a global economy is now widely acknowledged. An essential component of trade in services is cross-border movements of service providers. However, contemporary literature has focused on skilled migration in general without paying much attention to this major constituent and has resulted in confusion. On the one hand, there are international movements of skilled transients who emigrate for individual reasons in a long term perspective. On the other hand, there are skilled temporary migrants who perform services abroad without the intention or right to settle or seek employment in the host country. This study aims to clarify these differences using the example provided by the Asian Pacific region. Moreover, this study shows that the dynamics of skilled international migration is largely determined by the circulatory movement of skills of international service providers and has emerged as an essential component of economic development strategy of the countries in the region.
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Antonyuk, Iryna. "Methods of commiting fraud in the field of provision of employment mediation services." Naukovyy Visnyk Dnipropetrovs'kogo Derzhavnogo Universytetu Vnutrishnikh Sprav 4, no. 4 (December 29, 2020): 318–23. http://dx.doi.org/10.31733/2078-3566-2020-4-318-323.
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It is emphasized that imperfection and the presence of conflicts in labor and civil legislation have led to the spread of abuses in the labor market. Somewhat «vulnerable» was the provision of employment services, where a fifth of the agreements between the intermediary, the employer and the employee are unpromising. It is emphasized that most employment agreements in the labor market are concluded in such a way that the terms of employment and the nature of the profession, as well as the responsibilities of the employer are very vague, resulting in Ukrainian citizens getting jobs that do not suit them, limit their rights but the terms of the agreement are not formally violated. Meanwhile, in the labor market is gaining momentum options that have elements of deception, and are no longer in the plane of civil law, and are subject to criminal law assessment. The article is devoted to the study of criminological significant features of fraud methods in the field of employment services. Attention is paid to the description of methods, clarification of their features, the implementation of their systematization. It is emphasized that fraudulent actions can be committed by persons related to the labor market - intermediaries, employers and the unemployed (61%), and persons who intentionally pretend to be such persons (49%). At the same time, fraudulent actions can be committed in different sectors of the labor market, in different periods, in different spaces. Based on different classification criteria, all options for fraudulent employment are summarized according to the following criteria: Depending on the subject: 1) persons related to the labor market; 2) persons who intentionally impersonate such persons. Depending on the industry affiliation: 1) fraudulent actions in the field of material production; 2) fraudulent actions in the field of goods and services - non-productive. Depending on the space: 1) deceptive actions in the domestic labor market; 2) fraudulent actions related to employment abroad; 3) fraudulent actions related to getting a job on the Internet (remote access). Depending on the location of employment intermediaries and employers: 1) fraudulent actions committed in offices that have a factual or legal address (fictitious and real employment firms); 2) fraudulent acts committed in "virtual employment centers". According to the legitimacy of labor activity: 1) deceptive actions when offering official employment; 2) fraudulent actions when offering illegal employment. Depending on the forms of employment: 1) fraudulent actions when offering full employment; 2) fraudulent actions when offering a flexible work schedule. Depending on the duration of employment: 1) fraudulent actions when offering long-term employment; 2) fraudulent actions when offering temporary employment (seasonal work, performing a certain type of work during a certain period, etc.).
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Kuzmina, E. Yu, and I. V. Soklakova. "OUTSOURCING AS AN EFFECTIVE FORM OF RECRUITMENT." Scientific Journal ECONOMIC SYSTEMS 13, no. 2 (2020): 111–18. http://dx.doi.org/10.29030/2309-2076-2020-13-2-111-118.
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This article discusses the possibilities of using modern organization outsourcing in the field of HR. The article analyzes the company’s ability to attract temporary specialists. The example of a production company shows the influence of various factors on the recruitment of personnel, such as seasonal demand, the actions of competitors, the needs of the company itself in specialists of different profiles. The advantages and disadvantages of using outsourcing are highlighted. The effectiveness of outsourcing practices in hiring staff is proved. It is emphasized that such important goals of outsourcing are achieved as improving the quality of goods and services, increasing the financial stability of the enterprise while maintaining its core activities. Self-employment creates additional risks associated with non-compliance with professional qualifications, lack of necessary experience, and unfair performance of official duties. The comparison of budgets for self-employment and outsourcing, which take into account the additional costs of finding and hiring temporary employees, as well as their training, concludes that it is profitable to attract temporary employees, if it is possible to conclude an outsourcing contract. But in terms of reducing costs and oversupply of the labor market, it is possible to hire on their own, since this does not require additional training of temporary staff, the salary Fund and payments to the budget will decrease, and the lack of requirements for high qualification of the necessary workers will significantly simplify their search and hiring.
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Crouse, James W. "NATIONAL STRIKE FORCE EMPLOYMENT IN HUMANITARIAN RELIEF: MONONGAHELA RIVER OIL SPILL1." International Oil Spill Conference Proceedings 1989, no. 1 (February 1, 1989): 81–83. http://dx.doi.org/10.7901/2169-3358-1989-1-81.
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ABSTRACT In January 1988, 3.9 million gallons of diesel fuel were released from an Ashland Oil Company oil storage tank. Of that amount, approximately 770,000 gallons entered the Monongahela River near Pittsburgh, Pennsylvania. The U.S. Coast Guard Atlantic Area Strike Team was called in to assist the first federal official on scene, U.S. Coast Guard Captain of the Port-Marine Safety Office (MSO) in Pittsburgh, and subsequently the predesignated federal on-scene coordinator (OSC) provided by the Environmental Protection Agency Region III. Among the duties performed by the strike team were providing a temporary water supply to the city of Wheeling, West Virginia, and attempting to supply Robinson Township, Pennsylvania. This paper is an evaluation of the events and logistics, and an assessment of how federal services could be used in this manner with no obstruction to commercial interests.
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Jang, Juyoung, Seori Choi, Chang Won Lee, and Stella Go. "Transnational financial education for Filipino migrant workers." Asian and Pacific Migration Journal 28, no. 4 (December 2019): 457–68. http://dx.doi.org/10.1177/0117196819900420.
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This exploratory study sought to identify relevant topics for financial education programs for Filipino Employment Permit System (EPS) workers in Korea. EPS workers are temporary migrant workers who return to their home countries after their contract of employment ends. The study reviewed existing financial education programs for migrants in Korea and the Philippines and collected primary data through surveys and focus group interviews to develop a suitable financial education program for Filipino EPS workers. The results revealed that Filipino EPS workers were passive users of Korean financial services and often lacked financial literacy. Also, they did not have much communication with their families in the Philippines about financial management. A forum about transnational financial education was organized to discuss the implications of the study findings and a pilot financial education program was developed.
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Hulych, Olga. "Trends, features and reserves of the development of the tourism services sector in Ukrainian regions." Regional Economy, no. 3(97) (2020): 109–19. http://dx.doi.org/10.36818/1562-0905-2020-3-12.
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The development of the tourism services sector ("temporary accommodation and catering") across key indicators and regions is analyzed. The growth rates are identified, the trends and problems of using the potential of the tourism services sector of Ukraine and its regions are outlined. The study establishes that despite the general positive moments of development of the sphere "Temporary accommodation and catering", there is a heterogeneity of tourism development in terms of regions and regional deformations of tourism development, and lack of tendencies to overcome regional disparities. There are inconsistencies in the indicators with a close relationship between the directions and rates of growth. The levels of shadowing of the tourism services sector as a hidden reserve for the development of the tourism sector of Ukraine and its regions, their dynamics for the period from 2013 to 2018, and features and level of shadowing of services by enterprises and individual entrepreneurs in this area are calculated. The paper proves that since 2013, the vast majority of regions have improved their official statistics and removed part of the business in the field of tourism services from the shadow trade; however, as of 2018, about a fifth part of this area (according to key performance indicators) continues to be in the shadows, and the regions with the largest volumes of these services (Kyiv, first of all) have significant shares of business in the "shadow". For a deeper understanding of the nature and factors influencing the shadowing of the sphere of "Temporary accommodation and catering", and a more accurate analysis of the whole sphere, the growth rates by individual indicators of economic entities (legal entities and individuals-entrepreneurs) are compared. The most probable ways of shadowing the economic activity of business entities in the field of tourism are identified, which primarily include hiring workers (methods of employment, wages), the formation of income and profits, and ways to remove their shares from taxation.
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Mano, Laureta, and Mirela Selita. "The Albanian Social Security System and the Institutions of Social Protection in Albania." European Journal of Social Sciences Education and Research 3, no. 2 (April 30, 2015): 18. http://dx.doi.org/10.26417/ejser.v3i2.p18-25.
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The social security system in Albania consists of social assistance and social services, health services and health care insurance and social insurance schemes. In the social objectives of the constitution are declared that the State within the constitutional competencies and the probable means as well as in the fulfillment of private initiatives and responsibilities, aims to higher possible standards of health, physical and mental; social care and services of elderly, orphan and invalids; medical rehabilitation, special education and integration in the community, of disabled persons. The Constitution foreseen that everyone has the right of social insurance when retired or in case of incapacity of work under a certain system established by a law. Everyone, when is unemployed for any reasons independent on individual will and when there is no living means, has the right of need under the conditions foreseen by law. Social insurance is a scheme protecting by benefits persons in respect of temporary incapacity due to sickness, maternity, old-age, disability and loss of breadwinner, employment accidents/occupational diseases, unemployment. Social Services are benefits in kind for disabled persons or vulnerable persons. Social Assistances are cash benefits given to families in need, that means families with lower incomes comparable with minimum standard of living or families without incomes. Health services consist of public health, primary health care, hospitalization services nurse's service, dental and pharmaceutical net. The Institutions of Social Protection in Albania are Social Insurance Institute, National Social Services and Health Care Insurance Fund.
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Vatamanyuk, Anastasiya. "Spain's benefits in providing refugees with social services." Історико-політичні проблеми сучасного світу, no. 39 (June 16, 2019): 110–15. http://dx.doi.org/10.31861/mhpi2019.39.110-115.
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The main idea of the article is survey the conditions provided by Spain the EU countries for migrants, especially Spain.. It reporters that government of EU countries gives different social aids for people seeking a sylum. First, author describes different social sources from EU countries such as Germany, Sweden, Italy, Greek, France and Great Britany. The article highlights issues such as the provision of temporary housing for refugees, cash benefits, employment opportunities and medical services. Then, particularly closely, author considers that migrants might have many benefits provided by the Spanish Government for refugees and for migrants with outrefugee status to compare with other countries. It spokes in detail about conditions for obtaining refugee status, penalties in case of violation of the law by illegal migrants and the conditions of their detention, medical and legal services, language courses, accommodations, and soon. In addition, the articles notes about help for minor children. To sum up, author stressed that migrants should be research for conditions of giving aids, rules and mentality of country for currently time.
Keywords: refugees, Spain, migrants, EU countries, social services, humanitarian status.
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Heitmann, Trond. "Social work in the public services in Brazil - disclosing ruling relations in a local context." Journal of Comparative Social Work 12, no. 2 (December 12, 2017): 123–46. http://dx.doi.org/10.31265/jcsw.v12i2.152.
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This article about social workers in the public social services in Brazil explores professional social work practice through the subjective standpoint of the social workers. Inspired by institutional ethnography, this approach explicates how understandings of social work are interpreted and implemented in various contexts. The findings show that the formalization of the relationship with the employer through contracts of employment implicate that the disciplinary normative definitions of social work succumb to institutional regulations, which are not necessarily discipline specific. In addition, the temporary character of the contracts of employment makes the social workers align their practice to institutional frameworks and demands, as they are personally interested in renewal of the contracts and the maintenance of their professional careers. With this approach, disciplinary, political, ideological, legal and moral definitions of social work are not viewed as the essences of social work, but rather as contextual processes that are locally activated in different contexts. At the same time, it underscores social work as a political profession which should naturally include interventions on political, juridical, economic and organizational levels. Consequently, professional social work is not one thing, nor only one profession, but rather professional practices adapted to a variation of contexts. This perspective is significant to help detect areas of intervention for social change.
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Trofymenko, Anastasiia. "The Exercise of Rights of Internally Displaced Persons in Ukraine." Історико-політичні проблеми сучасного світу, no. 35-36 (December 20, 2017): 384–90. http://dx.doi.org/10.31861/mhpi2017.35-36.384-390.
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The weaknesses of the legal framework of social protection of internally displaced persons (IDPs) in Ukraine have been analyzed. Among them are legal conflicts between legal acts, absence of the mechanism of providing IDPs with free temporary housing and compensation for lodging destroyed. The following challenges arise under the exercise of rights of IDPs: the amount of targeted aid has not changed since October 1, 2014; limitation of the freedom of movement for IDPs; limited practice ability of granting the right for the easy terms of studying at University (may be met by additional grants, charge-free rooms at the dormitory, free books and manuals, free Internet access etc.);the collection of legal charge for filing a lawsuit in court seeking protection of the rights of IDPs; service troubles of Single IDP Data Base. The issues of the lack of money for living, employment, provision of medical and psychological aid, the lack of selection criteria for the provision of IDPs with social services depending on their welfare, social status etc. are also pressing.
Keywords: Internally Displaced Persons (IDPs), IDP registration reference, anti-terrorist operation (АТО), Single IDP Data Base, Ministry of Temporarily Occupied Territories and IDPs of Ukraine (МТОТ)
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Borodako, Krzysztof, Jadwiga Berbeka, Michał Rudnicki, and Mariusz Łapczyński. "The contribution of Human Capital to the performance of Knowledge-Intensive Business Services." Annals of Management and Organization Research 1, no. 2 (December 3, 2020): 141–53. http://dx.doi.org/10.35912/amor.v1i2.338.
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Purpose: The purpose of this paper is to investigate the relation between human capital and the performance of the various types of knowledge-intensive business services (KIBS). Research Methodology: The analysis conducted on business services industry level took into account the role of education in knowledge transfer, a major factor enriching the KIBS industry. A conceptual framework based on cluster analysis (CA) and classification and regression trees (CART) was developed to analyse human capital, the main asset in the KIBS sector (according to the resource-based theory), and its relations with the performance of KIBS providers. Results: The results pointed to the significant differences between various types of knowledge-based services. Findings suggest that there could be applied additional approach to classifying the KIBS services into three clusters according to the business characteristics (including human capital). Our third cluster closely related to human capital (HC) and information and communication technologies (ICT) demonstrated the best business performance. The results confirmed that KIBS providers with high average remuneration and high wage growth dynamic noted over doubled performance indicator (measured as profit growth). In that group of KIBS providers were (a) Software and IT companies, (b) Temporary employment agency activities and (c) Other human resources provision. Limitations: Our analysis is based on statistical data gathered by a public entity covered 3125 firms aggregated into twenty service types, which limits the scope of the research questions. Contribution: This study contributes to the state of knowledge of the performance dynamics of the various business services. Keywords: Business Services (BS), Human Capital (HC), Performance, Knowledge, Education
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Crane, Maureen, Anthony M. Warnes, Jennifer Barnes, and Sarah Coward. "The Resettlement of Homeless Young People: Their Experiences and Housing Outcomes." Social Policy and Society 13, no. 2 (October 18, 2013): 161–76. http://dx.doi.org/10.1017/s1474746413000468.
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This article reports the experiences of 109 homeless people aged seventeen to twenty-five years in England who were resettled into independent accommodation during 2007/08. It focuses on housing, finances, employment and access to support services. After fifteen/eighteen months, 69 per cent of the young people were still in their original accommodation, 13 per cent had moved to another tenancy and 18 per cent no longer had a tenancy. Most were glad to have been resettled but found the transition very challenging, particularly with regard to managing finances and finding stable employment. The prevalence of debts increased substantially over time, and those who moved to private-rented accommodation had the poorest outcomes. People who had been in temporary accommodation more than twelve months prior to resettlement were more likely to retain a tenancy, while a history of illegal drug use and recent rough sleeping were associated negatively with tenancy sustainment.
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Mayo, Janet L., and Angela P. Whitehurst. "Temporary librarians in academe: current use, future considerations." Reference Services Review 40, no. 3 (August 10, 2012): 512–24. http://dx.doi.org/10.1108/00907321211254724.
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PurposeThe primary aim of this study is to determine the uses and prevalence of temporary librarians in libraries at four‐year universities during the current economic downturn. The paper also seeks to determine the temporary librarians' conditions of employment.Design/methodology/approachThese objectives were achieved by surveying a representative sample of four‐year institutions in both the authors' state and nationwide.FindingsThe study found that, as in several previous surveys, temporary librarians are still being used sparingly. They are used to fill vacancies due to open positions or faculty leaves of absence, special projects, grant‐funded projects, fellowships and sometimes to offer spouses of teaching faculty an employment opportunity. They are employed in both technical and public services roles, but not in managerial positions. They are expected to have the same education as full‐time librarians, are compensated similarly and sometimes also receive benefits. Conditions for contract renewal included employee performance, availability of funding and perceived need for the continuation of their duties.Research limitations/implicationsThe study was limited by a small pool, so results may not be generalizable to a larger population. Because of many of the participants being in the same state, there may be unintentional consistency in the responses.Practical implicationsThis study may provide guidance to administrators in making decisions on the future use of temporary librarians, both in how many to hire and in what ways to employ them.Originality/valueThe value in this study lies in the fact that it updates previous studies by generating current data on the topic.
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Hignite, Lance R., and Darlene R. Haff. "Rapid rehousing of formerly homeless jail and prison inmates." Housing, Care and Support 20, no. 4 (December 18, 2017): 137–51. http://dx.doi.org/10.1108/hcs-06-2017-0015.
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Purpose The purpose of this paper is to assess the programmatic effectiveness of a post-incarceration support service, Jail In-Reach, to rapidly and permanently re-house newly released offenders with a documented history of homelessness, substance abuse and mental health disorders. Design/methodology/approach Data were obtained from SEARCH Homeless Services using the Adult Texas Recommended Assessment Guidelines survey instrument by the Texas Department of State Health Services. Repeated measures analysis of variance were performed to determine the effects of select predictors on the likelihood of permanent housing, which, for this research, is considered programmatic success. Findings Results indicate clients exhibited decreased risks of self-harm, employment problems, housing instability, co-occurring substance use, and criminal justice involvement as well as increased social support. Over half of the program participants either disappeared from the program or only secured temporary housing. Research limitations/implications This was a small pilot project with limited generalizability. There have been no follow-up studies to examine long term permanent housing success. No data were available as to why participants dropped out of the program. Practical implications Intensive advocacy and support services provided pre- and post-institutional release could provide formerly homeless inmates with co-occurring substance abuse and mental health issues with positive outcomes. Social implications Housing stability and connections to social service agencies are key factors for ensuring ex-offenders do not become re-incarcerated. Originality/value This paper contributes to the literature related to reducing homelessness among ex-offenders, to the effectiveness of critical time intervention-based programming, and the need for building social capital amongst this unique and underserved population.
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Ranslem, Duncan. "‘Temporary’ relocation: spaces of contradiction in South African law." International Journal of Law in the Built Environment 7, no. 1 (April 13, 2015): 55–71. http://dx.doi.org/10.1108/ijlbe-12-2013-0041.
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Purpose – This study aims to examine how temporary relocation areas (TRAs), urban forms that facilitate evictions and forced relocations, have been written into South African legal and governmental structures through contested urban planning and legal regimes. Design/methodology/approach – Proceeding from the macro-scale of TRAs spread across the nation, to the mezzo-scale of the Delft Symphony Way TRA in Cape Town, to the micro-scale of an individual “blikkie” (housing unit) within this camp, the article looks at the form and function of the TRA in urban resettlement practices. Special attention is given to relocation areas’ designation as “temporary” spaces and the consequences of this temporal designation in law and on the ground. Findings – These sites have developed as technologies for negotiating competing demands on the state, and their presence foregrounds some of the deeply rooted contradictions in post-apartheid South Africa. They are places both within and apart from the city, often managed by city officials according to municipal specifications, but located proximally to key urban amenities, utilities services and employment centers. They also place contradictory demands on their residents, for whom making the TRA liveable also legitimates it as a form of housing. Originality/value – This article uncovers several concerns about TRAs, including their inadequacy for long-term settlement, their problematic usage as tools of dispossession and the spatial-material-legal imbrications by which TRAs exist, persist and act back upon both individual lives and policy spheres.
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Roeschlein, R. A., and E. Domholdt. "Factors related to successful upper extremity prosthetic use." Prosthetics and Orthotics International 13, no. 1 (April 1989): 14–18. http://dx.doi.org/10.3109/03093648909079404.
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Surveys from 40 upper extremity amputees were analyzed to examine factors related to successful use of an upper extremity prosthesis. Factors which were associated with successful rehabilitation were fewer than two complicating factors, completion of high school education, employment at both the time of amputation and review, rapid return to work, acceptance of the amputation by the time of this review, and perception that the prosthesis was expensive. Factors which appeared unrelated to prosthetic success were age, loss of dominant hand, loss of elbow, marital status, use of rehabilitation services, use of a temporary prosthesis, and whether training in prosthetic use was provided. Many of these factors concurred with earlier studies. Previously unreported factors that may be of importance to the long-term success of upper limb amputees are the number of complicating factors and perceptions about the monetary value of the prosthesis.
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YILMAZ, VOLKAN. "The Emerging Welfare Mix for Syrian Refugees in Turkey: The Interplay between Humanitarian Assistance Programmes and the Turkish Welfare System." Journal of Social Policy 48, no. 4 (December 18, 2018): 721–39. http://dx.doi.org/10.1017/s0047279418000806.
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AbstractThis paper explores the key features of the emerging welfare mix for Syrian refugees in Turkey and identifies the modes of interaction between humanitarian assistance programmes, domestic policy responses and the Turkish welfare system. The welfare mix for Syrian refugees is a joint product of humanitarian assistance programmes implemented by international and domestic non-governmental organisations (NGOs) and domestic social policy programmes. Three policy domains are considered: social assistance schemes, employment and health care services. The paper suggests that granting of temporary protection status to Syrian migrants in Turkey and the agreement between Turkey and the EU shaped the welfare mix by empowering the public sector mandate vis-à-vis the humanitarian actors. As a result, the role of the public sector increases at the expense of NGOs, especially in social assistance and health care, while NGOs are increasingly specialised in protection work (especially in mental health support), where the Turkish welfare system has been weak. Employment has been essentially disregarded, in both humanitarian and social policy programmes, which casts doubt on the prospect of successful economic integration. Finally, this paper argues that the convergence of the rights of immigrants and citizens may well occur in mature components of less comprehensive welfare systems.
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Olczyk, Magdalena, and Marta Ewa Kuc-Czarnecka. "Determinants of COVID-19 Impact on the Private Sector: A Multi-Country Analysis Based on Survey Data." Energies 14, no. 14 (July 9, 2021): 4155. http://dx.doi.org/10.3390/en14144155.
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Our paper aims to investigate the impact of COVID-19 on private sector companies in terms of sales, production, finance and employment. We check whether the country and industry in which companies operate, government financial support and loan access matter to the behaviour and performances of companies during the pandemic. We use a microdata set from a worldwide survey of more than 15,729 companies conducted between April and September 2020 by the World Bank. Logistic regression is used to assess which factors increase the likelihood of businesses suffering due to the COVID-19 pandemic. Our results show that COVID-19 negatively impacts the performance of companies in almost all countries analysed, but a stronger effect is observed among firms from developing countries. The pandemic is more harmful to firms providing services than those representing the manufacturing sector. Due to the pandemic, firms suffer mainly in sales and liquidity decrease rather than employment reduction. The increase in the number of temporary workers is an important factor that significantly reduces the probability of sales, exports or supply decline. The analysis results indicate policy tools supporting enterprises during the pandemic, such as increasing the flexibility of the labour market or directing aid to developing countries.
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Pujiono, Bjardianto, Margono Setiawan, Sumiati, and Risna Wijayanti. "The effect of transglobal leadership and organizational culture on job performance - Inter-employee trust as Moderating Variable." International Journal of Public Leadership 16, no. 3 (July 21, 2020): 319–35. http://dx.doi.org/10.1108/ijpl-11-2019-0071.
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PurposeThe objective of this study is to analyze the influence of transglobal leadership and organizational culture on job performance with inter-employee trust as a moderating variable in Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK) Indonesia.Design/methodology/approachThe population was 308 staff members of PPATK, which consists of regular and temporary employees; all of them have different backgrounds. Temporary employees are from the Ministry of Finance, General Attorney, Police Department, Bank of Indonesia, Ministry of Communication and Information and BSSN and National Bureau of Statistics. PPATK also hires some employees based on employment contracts, for example: receptionists, security, drivers, cleaning services and technicians. This group of employees did not participate as respondents in this study because they were not involved in financial transaction reports or analysis.FindingsLeadership style and organizational culture influence job performance. Inter-employee trust is moderating the influence of transglobal leadership and organizational culture toward job performance.Originality/valueIn organizations, the implementation of culture on methods for developing behavior, which means organizational culture, will affect the behavior of individuals who work in the organization. Synergy between individuals and organizational culture will improve job performance, because the goals of organizational culture are applied in a transglobal context, likely to produce positive performance and organizational development outcomes. Facilitate the vision and mission of the organization and one of them is developing human resource competencies.
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Omisore, Bernard Oladosu. "Strategies to Improve the Competence of Public Service Officials In Nigeria." Journal of Public Administration and Governance 3, no. 4 (January 7, 2014): 15. http://dx.doi.org/10.5296/jpag.v3i4.4929.
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Public services play a central role in the well-being, sustainability and growth of communities, cities, and nations. Nigeria’s quest to attain the United Nation’s Millennium Development Goals (MDGs) will be a mirage without the public officers taking the driving seat to lead the process. Improvement in the capacity and ability of public service officials can be harnessed to improve a range of public services (e.g. health, policing, education, environment, local government, policy-making, etc.). The changing global economy, technology, politics, and increased expectations for government performance demand new attention to the complex set of public skills and capacity. Public officials are experiencing intense pressures emanating from increasing global integration - economic, political, social and cultural.New technology, new ways of organizing work, new means of delivering services and an increasing reliance on temporary employment have redefined the nature of public service. Meeting all these challenges requires a unique combination of knowledge, skills, abilities, traits and behaviours, effective human resource development policies and strategies to nurture those competencies. Against the background problems of persistent low performance of the Nigerian Public Service and the inability of the sector to deliver efficient and effective public goods and services, the Obasanjo civilian administration (1999 – 2007) identified the need for a more comprehensive and wide-ranging public sector reforms as part of its overall development framework.The success of the plethora of reform programmes of the federal government of Nigeria will largely depend on the quality of its workforce (public officers) that is statutorily charged with the responsibility to analysing, implementing, monitoring and evaluating policies and programmes of government. For example, if the service fails to deliver to certain standards, a country can lose its competitiveness, lose its direct investments and can lose its talented individuals to other countries (brain drain). While the choices are not always this simple, the ramifications and repercussions of a non-performing public sector are great in its impact and implications to the nation, its people, and its economy. To be able to deliver such levels of service, on the current scale and complexity, the fundamental personal qualities of those who deliver the service becomes imperative and vital.The objective of this paper is to identify strategies for improving the competence of public service officials in Nigeria with a view to moving public management beyond bureaucracy and promote greater economy, efficiency and effectiveness in public service delivery.
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Demiragić, Ajla, Lejla Hajdarpašić, and Džejla Khattab. "Javne biblioteke kao prostori integracije i osnaživanja migrantica." Obrazovanje odraslih/Adult Education, no. 2 2019 (2020): 87–105. http://dx.doi.org/10.53617/issn2744-2047.2019.19.2.87.
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The Council of Europe’s Gender Equality Strategy 2018-2023, without neglecting the important issue of voluntary and forced migration in the European area and the particular “vulnerability” of migrant women and girls, addresses the protection of the rights of migrant, refugees and asylum-seeking women and girls in the ffth strategic objective by stressing out that “measures need to be taken to ensure that migrant, refugee and asylum-seeking women have access to their human and social rights in relation to individual freedom, employment, housing, health, education, social protection and welfare where applicable; and access to information about their rights and the services available.” In this regard, European experiences after the great migration wave from 2015 have already shown that the full and successful integration of migrant women and girls into European society requires the collaborative work of numerous national and international bodies, governmental and non-governmental sectors, and other relevant institutions and organizations, including libraries that should address special attention “to groups which are often marginalized in culturally diverse societies: minorities, asylum seekers and refugees, residents with a temporary residence permit, migrant workers, and indigenous communities.” (IFLA / UNESCO Multicultural Library Manifesto 2008). In this context, this paper will provide an overview of selected programs and services targeted at migrant women in public libraries in the European area. In conclusion, paper highlights the important role of public libraries in the processes of linguistic and social integration of migrant women, and points out the need for continuous improvement of programs and services designed for migrant women, which should be an integral part of diversifed public library services.
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Fleury, Marie-Josée, Guy Grenier, Judith Sabetti, Karine Bertrand, Michèle Clément, and Serge Brochu. "Met and unmet needs of homeless individuals at different stages of housing reintegration: A mixed-method investigation." PLOS ONE 16, no. 1 (January 14, 2021): e0245088. http://dx.doi.org/10.1371/journal.pone.0245088.
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This study aimed to identify and compare major areas of met and unmet needs reported by 455 homeless or recently housed individuals recruited from emergency shelters, temporary housing, and permanent housing in Quebec (Canada). Mixed methods, guided by the Maslow framework, were used. Basic needs were the strongest needs category identified, followed by health and social services (an emergent category), and safety; very few participants expressed needs in the higher-order categories of love and belonging, self-esteem, and self-actualization. The only significant differences between the three housing groups occurred in basic needs met, which favored permanent housing residents. Safety was the only category where individuals reported more unmet than met needs. The study results suggested that increased overall access to and continuity of care with family physicians, MD or SUD clinicians and community organizations for social integration should be provided to help better these individuals. Case management, stigma prevention, supported employment programs, peer support and day centers should particularly be more widely implemented as interventions that may promote a higher incidence of met needs in specific needs categories.
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Pechenkina, E. D. "GENDER INEQUALITY IN RUSSIA AND WESTERN COUNTRIES: AGGRAVATION OF THE SITUATION DURING THE COVID-19 PANDEMIC." Вестник Удмуртского университета. Социология. Политология. Международные отношения 5, no. 3 (September 20, 2021): 381–90. http://dx.doi.org/10.35634/2587-9030-2021-5-3-381-390.
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This article examines the neglect of women's rights and needs in different areas of life in Russia and Western society during the coronavirus pandemic, which leads to an exacerbation of gender imbalance. The author examines how the health crisis has influenced women to earn less, to have more often temporary employment than men, and are more likely to be forced to work in the informal economy with less access to various forms of social protection. In addition, self-isolation quarantine both in Russia and in Western nations has led to an unprecedented increase in domestic violence and calls from women to rescue services and shelters. The author also explores what factors have affected Russia's lag from developed Western countries in building an egalitarian inclusive society. In conclusion, it is stressed that the Russian patriarchal model is outdated, and the possible adoption of a law on domestic violence could put Russia on the path to such a society. The article also lists the measures planned to be taken by UN organizations to improve the status of women.
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Duraj, Tomasz. "Powers of Trade Union Activists Engaged in Self-Employment – Assessment of Polish Legislation." Acta Universitatis Lodziensis. Folia Iuridica 95 (March 30, 2021): 83–100. http://dx.doi.org/10.18778/0208-6069.95.08.
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The objective of the foregoing article is an analysis of the rights which the Polish legislature granted to self-employed trade union activists after the extension of coalition rights to these persons. In this regard, the trade union law extended to self-employed persons working as sole traders protection, which until 2019 was reserved exclusively for employees. Pursuant to the amendment of July 5, 2018, self-employed trade union activists were granted – based on international standards – the right to non-discrimination on the basis of performing a trade union function, the right to paid leaves from work, both permanent and ad hoc in order to carry out ongoing activities resulting from the exercise of a trade union function, and the protection of the sustainability of civil law contracts which form the legal basis for the services provided. the exercise of a trade union function, and the protection of the sustainability of civil law contracts which form the legal basis for the services provided. The author positively assesses the very tendency to extend employee rights to self-employed persons acting as union activists. However, serious doubts are raised by the scope of privileges guaranteed to non-employee trade union activists and the lack of any criteria differentiating this protection. Following the amendment of the trade union law, the legislator practically equates the scope of rights of self-employed trade union activists with the situation of trade union activists with employee status. This is not the right direction. This regulation does not take into account the specificity of self-employed persons, who most often do not have such strong legal relationship with the employing entity as employees. The legislature does not sufficiently notice the distinctness resulting from civil law contracts, which form the basis for the provision of work by the selfemployed the separateness resulting from civil law contracts, which constitute the basis for the performance of work by the self-employed. According to the author, the scope of rights guaranteed de lege lata to self-employed union activists constitutes an excessive and unjustified interference with the fundamental principle of freedom of contract on the basis of civil law employment relations (Art. 3531 of the Civil Code). From the point of view of international standards, it would be enough to ensure the right of these persons to non-discrimination on the basis of performing a trade union function; the right to unpaid temporary leaves from work in order to perform current activities resulting from the performed trade union function; the right to high compensation in the event of termination of a civil law contract with a self-employed trade union activist in connection with the performance of his functions in trade union bodies and full jurisdiction of labour courts in cases arising from the application of trade union law provisions. The disadvantage of the regulation at issue is also that Polish collective labour law does not in any way differentiate the scope of the rights and privileges guaranteed to self-employed trade union activists, ensuring the same level of protection for all. In that area, it appears that the legislature de lege ferenda should differentiate the scope of that protection by referring to the criterion of economic dependence on the hiring entity for which the services are provided.
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Hodges, Alan W., and John J. Haydu. "Growth and Challenges in Florida's Environmental Horticulture Industry." HortTechnology 17, no. 3 (January 2007): 371–78. http://dx.doi.org/10.21273/horttech.17.3.371.
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Total Florida environmental horticulture industry sales in 2005 were $15.24 billion (B), whereas total industry output amounted to $10.39 B with $3.01 B for wholesale nurseries, $5.25 B for landscape services, and $2.13 B for horticultural retailers, which reflects the average gross margin on retail sales. Direct employment in the industry was 190,000 full-time jobs plus nearly 104,000 temporary, part-time, or seasonal jobs. Total employment impacts were 319,000 full-time and part-time/seasonal jobs, including 24,000 jobs created in other sectors of the economy. Total value-added or income impacts of $8.65 B included $5.19 B in labor income for employee wages, salaries, and business owner (proprietor) income. Fiscal impacts included $549 million (M) in indirect business taxes paid to local and state governments. Results for 2005 compared with previous studies performed for 1997 and 2000 indicate that growth in the industry has been dramatic over this time period. Industry sales increased from $8.35 B in 1997 to $15.24 B in 2005, representing a 7.8% average annual compound growth rate, whereas employment impacts grew at a 9.2% annual rate, and value-added impacts grew by 4.7%. The study also evaluated the impacts to the industry from eight hurricanes that struck Florida during 2004 and 2005. Nearly 80% of surveyed firms were adversely impacted by at least one hurricane. Total damages and losses resulting from hurricanes were estimated at $2.12 B, including product (crop) losses of $1.05 B, structural damages of $465 M, and cleanup costs of $605 M. Product losses of at least $100,000 were sustained by 22% of firms, whereas structural damages and cleanup costs of this level were suffered by 12% and 8% of firms, respectively. Nearly half (48%) of the firms had their business interrupted for 3 weeks or more. Despite these large losses, the industry continues to thrive.
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VORONIUK, Tetiana. "MODERN TRENDS IN THE RESTAURANT BUSINESS IN CHERNIVTSI REGION." Ukrainian Journal of Applied Economics, no. 2 (2019): 52–59. http://dx.doi.org/10.36887/2415-8453-2019-2-6.
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Abstract Introduction. The high level of the restaurant business profitability along with its riskiness makes it possible to consider it as a promising sector of development, especially in regions where there are free niches. Significant dynamism of changes in the external environment of this industry in comparison with others necessitates continuous information monitoring. The purpose of the article is to determine the current state of the restaurant industry of Chernivtsi region and to outline perspective directions of its development in the current conditions. Results. The contents of the «restaurant industry» concept and its evolution are considered. It is determined that the modern tendencies of its development are caused by the formation of a market economy with a focus on leisure organization. An dynamics analysis of the restaurant services market in Ukraine is presented. Market analysis of Chernivtsi region has been given. The role of this branch in the region economy is determined. The employment dynamics in the field of temporary accommodation and catering of Chernivtsi region is analyzed, and the forecast of the considered indicator till 2020 is developed. The dynamics analysis of gross value added and output of the research industry for the years 2014-2017 is carried out, which allows to confirm the stable growth, which for the whole period amounted to 41.1% of output and 37.5% of value added. Conclusions. The key development tendencies of the restaurants in the Chernivtsi region are identified: unsaturation of the market and positive trends of growth make it possible to consider it as promising, despite the low population level, trends in employment dynamics make it possible to consider it as a promising source of new jobs, dynamics of output and gross value added testify to the growing demand for restaurant business services, despite the relatively low standard of living. Proposed directions of restaurant market development in Chernivtsi region are offered: price democratization, tourism orientation with preservation of authenticity, deepening of specialization, expansion of entertaining and cognitive services, catering, automation of business processes and online sales. Key words: restaurant industry, restaurant, restaurant market, restaurant business, coffee shop, types of coffee shops, coffee market.
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Arias Domínguez, Ángel. "Crónica de jurisprudencia laboral internacional. Julio / diciembre 2016 = Chronicle of international labor jurisprudence. July / december 2016." CUADERNOS DE DERECHO TRANSNACIONAL 9, no. 2 (October 5, 2017): 593. http://dx.doi.org/10.20318/cdt.2017.3888.
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desproporcionado del precepto penal que castiga las coacciones de los piquetes informativos termina con una serie de recomendaciones al Gobierno para que informe al Comité sobre el devenir de los procedimientos penales todavía abiertos, interesándose, particularmente, por determinadas procedimientos que terminaron con condenas penales.El Tribunal de Justicia de la Unión ha dictado seis resoluciones que afectan a España en el período de referencia, sobre los siguientes temas: discriminación de los funcionarios interinos para acceder a complementos económicos solamente destinados para funcionarios de carrera; efectos jurídicos de la reiteración de contratos de duración determinada; calificación de la prestación de servicios de duración determinada; calificación jurídica de relación de servicios profesionales de duración determinada y abono de indemnización por extinción del vínculo contractual; discriminación por razón de edad para el acceso al empleo público (policía); y despido disciplinario en situación de incapacidad temporal de larga duración.En el ámbito del TEDH tres resoluciones han sido relevantes. Una referida a la incorrecta ejecución civil de un bien de los dos ex–esposos por deudas contraídas con la Tesorería General de la Seguridad Social; otra relativa a la incorrecta ejecución de una movilidad de funcionarios, con graves perjuicios para uno de ellos, y una tercera referida a la denegación de una solicitud de asilo basada en ser perseguida la solicitante en su país de origen por su condición sexual.Palabras clave: reprensión penal del derecho de huelga y protección internacional del derecho a la libertad sindical, imposibilidad de acceso del funcionario interino a complementos económicos típicos del funcionario, reiteración fraudulenta de contratos de duración determinada, calificación de la prestación de servicios de duración determinada para diversas administraciones públicas, relación laboral de duración determinada y abono de indemnización por extinción del contrato, discriminación por razón de edad para el acceso al empleo público (policía), despido en situación de incapacidad temporal de larga duración, ejecución de un bien por deudas contraídas con la Seguridad Social, traslado de funcionarios y derecho a renunciar al solicitado y no concedido definitivamente, solicitud de asilo basada en su condición sexual.Abstract: The complaint to the Committee on Freedom of Association regarding the disproportionate use of the penal provision which punishes the coercion of information piques ends with a series of recommendations to the Government to inform the Committee on the evolution of criminal proceedings still open, For certain procedures that ended with criminal convictions.The Court of Justice of the Union has issued six resolutions affecting Spain in the reference period, on the following subjects: discrimination against temporary staff to access economic supplements only for career officials; Legal effects of the repetition of fixed-term contracts; Qualification of the provision of fixed-term services; Legal qualification of relation of professional services of determined duration and payment of indemnification by extinction of the contractual link; Discrimination on grounds of age for access to public employment (police); And disciplinary dismissal in situations of long-term incapacity.Within the scope of the ECHR, three rulings have been relevant. One related to the incorrect civil execution of a property of the two ex-spouses for debts contracted with the General Treasury of the Social Security; One relating to the incorrect execution of a mobility of civil servants with serious detriment to one of them and a third relating to the refusal of an application for asylum based on the applicant being persecuted in his country of origin for his sexuality.Keywords: criminal rebuke of the right to strike and international protection of the right to freedom of association, impossibility of access of the temporary official to economic complements typical of the official, fraudulent repetition of fixed-term contracts, qualification of the provision of services of determined duration for diverse public administrations, fixed-term employment relationship and payment of compensation for termination of the contract, discrimination on grounds of age for access to public employment (police), dismissal in situation of temporary incapacity of long duration, execution of a good for debts contracted with Social Security, transfer of officials and right to waive the requested and not granted definitively, application for asylum based on your sexual status.
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Mohan, A. Chandra, and G. Rajesh Kumar. "The Emerging Trends and Practices of HRM." Management and Labour Studies 31, no. 2 (May 2006): 99–110. http://dx.doi.org/10.1177/0258042x0603100201.
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Now-a-day, business organizations are developing very rapidly based on the changing political strategies and market trends. Particularly after globalization, business organizations are facing highly competitive strength and demands due to economic, political, social and technological changes. The uncertainty in the environment and increase of competition have made business organizations to think along new ways of managing business. In order to make organizations more effective, work is restructured like the well-known concepts, QWL (Quality of Work Life), JIT (Just In Time), TQM (Total Quality Management), Team work and Cellular Products. These are introduced continuously based on the changing market trends with a view to fast delivering the goods and for better quality of products/services at convenient and competitive prices. Today, business organizations are restructuring and rethinking with various emerging trends and practices to look at current market trend and moving towards work intensification and flexibility which are ultimately affected by the employer and employee relationship. Temporary and contract jobs, and casual and part-time jobs are the common practice of new management styles. The new trends and practices will ultimately be useful to organizations for decreasing or increasing workforce in order to introduce changes. At the same time, the trend has changed the old concept of permanent employment up to retirement and long time employee and employer relationship. Even some of the advanced countries like USA, and Japan are unable to continue their popular permanent life-time employment due to new trends and practices. Many of the studies have also concluded that temporary employees are increased in many countries. Most of the organizations are providing training programmes for the employees in different levels for the purpose of increasing job knowledge to make them more effective, more productive and multi-skilled. Companies, like Port Trusts (Visakhapatanam unit) which had almost 10000 employees few years ago, recently have about 5000 employees only. Most of the business organizations are planning for right-sizing or down-sizing. In order to make more effective and productive based organizations on the trends and practices in the competitive market, now-a-days, business organizations are planning to practice outsourcing recruitment system, job responsibility sharing, employee referral system, flexible pay structure, flexible time management technique, contract and leasing employees, tele-commuting techniques, etc. All these new trends and practices are highly appreciated and result oriented.
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England, K. V. L. "“Girls in the Office”: Recruiting and Job Search in a Local Clerical Labor Market." Environment and Planning A: Economy and Space 27, no. 12 (December 1995): 1995–2018. http://dx.doi.org/10.1068/a271995.
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In this paper I investigate local labor-market processes which are associated with clerical employment in the financial and business services. I use a case study of Columbus, Ohio, to examine the process by which individual workplaces go about recruiting women workers and how women search for paid work. This process is viewed from the perspectives of employers and women clerical workers through the interpretation of a questionnaire survey of a sample of workplaces, and interactive interviews with personnel managers and women employed as clerical workers. I analyze the strategies that establishments utilize to recruit clerical workers and the job-search methods of the women interviewed. The results indicate that formal techniques of hiring and searching (for example, newspaper advertisements and temporary agencies) are particularly important, but informal methods (for example, personal contacts) are also very significant. The popularity of these techniques varies by location within the metropolitan area. Downtown locations for establishments and women employees are much more likely to be associated with formal methods, whereas informal methods are more popular in suburban workplaces. I argue that these processes illustrate that employers and women are enmeshed in a complex web of localized sociospatial relations and networks in their efforts to fill positions and find jobs.
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Moiseeva, E. M., and A. S. Lukyanets. "ENVIRONMENTALLY INDUCED MIGRATION IN THE CONTEXT OF THE CORONAVIRUS PANDEMIC." BULLETIN 2, no. 390 (April 15, 2021): 213–19. http://dx.doi.org/10.32014/2021.2518-1467.72.
Full textAbstract:
The purpose of this article is to identify the specific trends of migration flows induced by negative environmental changes in the context of the COVID-19 pandemic. First of all, based on an analysis of meteoro-logical data it was proved that in the near future, the risk of dangerous natural disasters that might cause large-scale population movements remains no less high than in the past few years. A temporary reduction in CO2 emissions due to a reduction in industrial production and transportation along with restrictive infection control measures will be short-term and insufficient to slow down climate change. Consequently, we can expect that during the pandemic the number of environmental migrants throughout the world will not decrease and might reach about 20 million people a year only due to forced relocations caused by weather-related hazards. In this study, we use the term environmental migrants to refer to both those people who have been forced to leave their place of residence due to natural or technological disasters, and those people who have voluntarily decided to migrate under amid slow-onset environ-mental degradation. Both of these categories of migrants are already exposed to the risks posed by adverse environ-mental conditions. In the context of a coronavirus pandemic, additional risks begin to affect each group differently. Internally displaced people will face problems caused by restrictions on movement imposed in most countries, as well as poor sanitary and hygienic conditions during evacuation and at temporary accommodation centers, which greatly increase the risk of infection and further spread of the virus. Voluntary environmental migrants in most cases move because of the inability to continue their usual economic activities in the changing environmental situation in their home region and the need to find a job in a sphere which does not depend directly on natural and climatic conditions. Most often these are farmers who look for temporary employment in cites. This category of migrants will be adversely affected by the economic consequences of the coronavirus pandemic, namely, the reduction of jobs and wages in a number of industries, especially ones that are related to public services and transportation. A cut in remittances will reduce the adaptive potential of their environmentally vulnerable home areas, and lead to further deterioration of the environment and living conditions of the population.
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Popova, Olga L., Viktor V. Koval, Inesa S. Mikhno, Olga L. Haltsova, and Natalya V. Asaulenko. "Assessments of national tourism development in terms of sustainability and inclusiveness." Journal of Geology, Geography and Geoecology 29, no. 2 (July 8, 2020): 377–86. http://dx.doi.org/10.15421/112033.
Full textAbstract:
The increase in global population movement and the development of tourism are connected with the development of transport and other infrastructures. Therefore, funds flow and capital migration increase, while it is possible to accumulate funds with the help of tourism, as well as to increase the GDP of countries, infrastructure and climate of which are attractive for tourists. Two hypotheses about the impact of tourisms on the environment are confirmed: positive and negative effects. A new approach of a “solidarity tourism” as a specific type of inclusive tourism, which is a process of cooperation between various participants of a tourism industry, is proposed. Solidarity tourism means that rural households, which are not fully involved in tourism services once get the opportunity to intensify their activities in this industry by focusing their service on people with special needs. In this case, a “double benefit” in a context of inclusiveness is achieved: on the one hand, an employment and income from tourism are provided in the rural households as a continuation and diversification of agricultural activity, and, on the other hand, quality tourism services are provided for those with special needs. The inclusiveness of tourism services in Ukraine is more connected with the inclusion of a wide range of rural households in the tourism field than with an accessibility of such services for those with special needs and disabilities. Institutional household sector exceeded the non –financial corporation sector in temporary accommodation and catering provision. Rural tourism becomes more widespread as a kind of economic activity mostly for households, located in environmentally friendly areas. However, Ukraine is among outsiders in terms of tourism due to a range of recent events that creates not very attractive image of the country, imperfection of legislation, the lack of effective actions of the government and insufficient desire to invest in tourism development. This article analyzes macroeconomic performances of rural tourism in the country, the level of the interest of population and communities in creation of a favorable tourism atmosphere. Several recreation points are estimated according to the proposed indicator of the investment attractiveness for tourism and the relevant conclusions are grounded. It was found that there is an ecological depletion of natural resources in Ukraine and no proper funds are invested in their recovery. This situation threatens the ecosystem, preservation of ethno cultural values and the development of tourism potential. At the same time, the meaning of environmental protection and the creation of environmentally friendly places for tourism become more important in the developed countries. There is no government support for the environmentally friendly tourism in Ukraine. Rural households provide hospitality services and improve environmental quality of them by investing their own funds.
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Torabi, Nazi. "A Graduate Degree in Library or Information Science Is Required, but not Sufficient, to Enter the Profession." Evidence Based Library and Information Practice 6, no. 1 (March 16, 2011): 85. http://dx.doi.org/10.18438/b8r63s.
Full textAbstract:
A Review of:
Reeves, R., & Hahn, T. (2010). Job advertisements for recent graduates: Advising, curriculum, and job-seeking implications. Journal of Education for Library and Information Science, 51(2), 103-119.
Objective – To analyze the current state of the job market for recent MLS or MLIS graduates.
Design – Content analysis of job postings.
Setting – Online library or archival job advertisements published between 15 April, 2006 and 10 May, 2009 and collected from two national library publications (American Libraries and Library Journal), two electronic lists (Maryland's iSchool Discussion list and the Archives and Archivists list sponsored by the Society of American Archivists), two Internet job banks (USAJobs.gov and LISJobs.com), and several local chapters of library and archival organizations in the South Atlantic region of the United States.
Subjects – 1,042 online library or archival job advertisements. Salary data were obtained from 401 available online job advertisements.
Methods – The methodology for collection and content analysis of job ads was adapted from earlier studies, with slight modification wherever appropriate. The following criteria for selecting the ads were applied:
• Ad says "entry-level"
• No mention of professional experience
• No experience or duties impossible for entry-level librarians to gain
• Only ads that required an MLS or MLIS degree from an ALA-accredited institution
• Part-time or temporary positions of less than nine months were excluded
The authors removed duplicated job postings and identified three major areas of content analysis. Table 1 lists a brief summary of these areas and further sub-categories for each area. The content analysis was performed using a custom Microsoft Access database for data organization and storage and Microsoft Excel spreadsheet for data manipulation. SPSS was used for statistical analysis.
Main Results – The two largest represented institution types for library positions were academic (63.6%) and public (17.5%). For archival positions, the academic (62.7%) and “other” (25.4%) institutions rank first and second. When the job ads were broken down into the position types, which were covering a wide range of responsibilities, the greatest numbers of entry-level library positions are found to be public service (52.2%) and technical services (23.9%) positions. The two largest represented position types in archives are technical services (50.7 %) and generalist (40.5%).
While average salaries increased slightly over the four years of study, there is a more significant increase in the salaries of positions posted in 2009. The highest average salaries were found to be $43K for archivists working for government and $60K for library positions in the “other” category. In addition, the number of entry-level positions has increased from year to year over this period.
Social competencies such as communication, collaboration and team work, and service orientation were the most emphasized traits for novice librarians and archivists. General information technology skills and knowledge of technical services were the most common skills required for both library and archive positions. Overall, the entry-level job postings did not require non-professional experience. However, 13.6% of the library and 18.7% of the archival positions required supervisory experience. Experience with preservation of physical objects and the knowledge of programming and mark-up languages were also common requirements for archives positions. Instructional and reference experience ranks the second and third essential skills for librarians.
Conclusion – Based on the research results, a graduate degree in library or information science is required, but not sufficient, to enter the profession. Practical experience, either through internships, co-op programs, or part-time or full-time employment, is essential for new graduates seeking employment, but the majority of postings do not require a subject expertise, second Master’s degree, or knowledge of a foreign language. Since the job content analysis in this study only evaluated broad components of library services and archival operation, it might not provide sufficient data on new trends in the job market for the MLS curriculum review.
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Chiu, Su-Fen, Shih-Tse Lin, and Tzu-Shian Han. "Employment status and employee service-oriented organizational citizenship behaviour." Career Development International 20, no. 2 (May 11, 2015): 133–46. http://dx.doi.org/10.1108/cdi-07-2014-0096.
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Purpose – The purpose of this paper is to examine the effect of employment status on service-oriented organizational citizenship behavior (OCB) of customer contact employees. The authors also investigate the mediating roles of internal mobility opportunity and job insecurity in the relationship between employment status and service-oriented OCB. Design/methodology/approach – A survey methodology was used and data were collected from a dyad-sample of 270 employees and their supervisors of one retail and one banking companies in Taiwan. Product-of-coefficients approach and bootstrapping were used to test the multiple mediating model. Findings – The results demonstrate that temporary employment related negatively to service-oriented OCB. Moreover, both internal mobility opportunity and job insecurity mediated the employment status – service-oriented OCB linkage. Research limitations/implications – This study has three limitations. First, this study examined only fixed-term direct-hire temporary employees. Future research should explore voluntary job behaviors of different categories of temporary employment to confirm the results of the present study. Second, this study examined internal mobility opportunity and job insecurity as two mediators. Other alternative avenues may exist by which employment status may lead to service-oriented OCB. Future research may explore additional possible mediators. Finally, the participants of this study were selected by the human resource departments of the participating companies. This option could have introduced selection bias in this study. Practical implications – This study suggests that management should be aware of why temporary customer contact employees have lower levels of service-oriented OCB. As service-oriented OCB may be vital for organizational success in the service context, management must consider the benefits and costs when hiring temporary employees. Moreover, management can motivate temporary employees to display higher service-oriented OCB by shaping their expectations of internal mobility possibilities, or reducing temporary employees’ perception of job insecurity to enhance their service-oriented OCB. Originality/value – This study makes two contributions. First, this study extends the effect of employment status in the OCB literature by investigating the relationship between employment status and service-oriented OCB for customer contact employees. The results of the present study lend support for the partial exclusion theory to predict that socially excluded group (i.e. temporary employees) tends to be less engaged in service-oriented OCB. Second, this study contributes to the literature by investigating two important links (i.e. internal mobility opportunity and job insecurity) to explain why temporary employment may lead to lower service-oriented OCB.
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Mandal, Amitabha, Mausumi Basu, Palash Das, Sujishnu Mukherjee, Sibasis Das, and Nirmalya Roy. "Magnitude and reasons of initial default among new sputum positive cases of pulmonary tuberculosis under RNTCP in a district of West Bengal, India." South East Asia Journal of Public Health 4, no. 1 (February 2, 2015): 41–47. http://dx.doi.org/10.3329/seajph.v4i1.21839.
Full textAbstract:
Under the Revised National Tuberculosis Control Programme (RNTCP), Tuberculosis services are provided free of charge in India; all diagnosed TB patients are initiated on treatment within 7 days. Initial default is a potentially serious problem, particularly in cases of smear positive patients because they may continue transmitting the disease. This study was conducted to estimate the proportion of new sputum positive pulmonary TB patients who dropped out before initiating treatment, and their reasons for not registering for treatment. A cross-sectional study was carried out at Darjeeling District from July 2011 to April 2012 among 132 initial defaulters. Initial defaulter rate was 23.5%. A majority of the defaulters were 15-29 years old (59.10%); male (70.45%); from rural areas (80.06%); literate (78.79%); employed (86.36%); married (71.97%); non-smokers (77.27%); and had a mean per capita monthly income of Rs 741.40. Age, literacy, employment, marital status, smoking habits, alcohol consumption and pre treatment counseling were associated more among males than females and the differences were statistically significant. Among busy with other jobs, 76.19 % of patients were from a rural area, 71.43%were below the mean age, 73.81% had below mean per capita income. Among temporary vocational migration, 87.8% of patients were from rural areas, 56.1% were below the mean age, 63.41% had below mean per capita income. Among idle at home, 78.57% patients were from rural areas, 60.71% were below mean age, 75% had below mean per capita income. There is a need to convince the tuberculosis patients for initiating and completing treatment.DOI: http://dx.doi.org/10.3329/seajph.v4i1.21839 South East Asia Journal of Public Health Vol.4(1) 2014: 41-47
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Tailby, Stephanie. "Agency and bank nursing in the UK National Health Service." Work, Employment and Society 19, no. 2 (June 2005): 369–89. http://dx.doi.org/10.1177/0950017005053178.
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The article draws on published research, mainly survey-based, and original case study interview data to explore the forms of temporary employment in nursing, the reasons nurses give for taking temporary or agency work, as a main job or a second job, and their experiences in such employment.
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Phillips, Dominique, Gillian Paul, Majella Fahy, Linda Dowling-Hetherington, Thilo Kroll, Breda Moloney, Clare Duffy, Gerard Fealy, and Attracta Lafferty. "The invisible workforce during the COVID-19 pandemic: Family carers at the frontline." HRB Open Research 3 (May 15, 2020): 24. http://dx.doi.org/10.12688/hrbopenres.13059.1.
Full textAbstract:
This is an open letter to acknowledge the essential and increasingly challenging role unpaid family carers are playing in the COVID-19 pandemic. The letter is written by members of the CAREWELL team, a HRB-funded project that aims to promote health and self-care behaviours among working family carers. Family carers provide care to family and friends in the community who need support due to old-age, disability and chronic illness. In many cases, family carers are supporting those who are considered most at risk in this pandemic meaning carers must reduce their own risk of infection in order to protect their dependent family members. The temporary reduction of some home care services, as well as school and creche closures, means that family carers are providing increased levels of care with little or no support. At a time when both worlds of work and care have been dramatically transformed, we wish to shed light on those who are currently balancing paid employment with a family caregiving role. We argue that there is much to be learned from the recent work restrictions that could benefit employees, including working family carers, beyond this pandemic. We also wish to build on the potential positives of a transformed society and encourage policy makers and employers to focus on what is currently being implemented, and to identify which measures could be used to create a bedrock of policies and practices that would offer robust and effective support to family carers. It is hoped that family carers will receive greater recognition for the significant role they play in society, providing essential care and alleviating the strain on health and social care systems, both during and post the COVID-19 pandemic.