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Книги з теми "Employed labour"

Щоб переглянути інші типи публікацій з цієї теми, перейдіть за посиланням: Employed labour.

Автор: Grafiati

Опубліковано: 28 вересня 2022

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1

Lear, Walter Edwin. Labour laws, or, The rights of employer and employed. Toronto: Law Books, 1996.

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2

Andersson, Pernilla. Employees who become self-employed: Do labour income and wages have an impact? Bonn, Germany: IZA, 2006.

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3

R, Baldwin John. The impact of self-employment on labour-productivity growth: A Canada and United States comparison. Ottawa: Statistics Canada, Analytical Studies Branch, 2003.

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4

Japan. Sōmuchō. Tōkeikyoku. Jinkō no rōdōryoku jōtai, shūgyōsha no sangyō shokugyō: Labour force status of population, industry and occupation of employed persons. Tōkyō: Sōmuchō Tōkeikyoku, 1998.

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5

Elias, Peter. Recruitment in local labour markets: Employer and employee perspectives. [London]: [Department of Employment], 1991.

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6

Elias, Peter. Recruitment in local labour markets: Employer and employee perspectives. Sheffield: Department of Employment, 1993.

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7

Picot, W. G. Job tenure, worker mobility and the youth labour market during the 1990s: Y G. Picot, A. Heisz and A. Nakamura. [Ottawa]: Statistics Canada, Analytical Studies Branch, 2001.

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8

Sherman, Wessels. Model employee policies for Illinois employers. Springfield, Ill: Illinois Chamber of Commerce, Center for Business Management, 2009.

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9

Holzer, Harry J. Wages, employer costs, and employee performance in the firm. Cambridge, MA: National Bureau of Economic Research, 1989.

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10

Ayadurai, Dunston. The employer, the employee, and the law in Malaysia. Singapore: Butterworths, 1985.

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11

Hellerstein, Judith K. Using matched employer-employee data to study labor market discrimination. Bonn, Germany: IZA, 2005.

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12

John, Forth, Alex Bryson, and Catherine Barber. Making linked employer-employee data relevant to policy. [London]: Department of Trade and Industry, 2006.

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13

Patel, B. B. Bank finance for self-employment in a metropolitan labour market, Ahmedabad: Utilisation and issues : experience of rehabilitating workers of closed textile mills. Ahmedabad: Gandhi Labour Institute, 1988.

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14

Duffy, Brigitte M., Mary T. Sullivan, and Nicole Horberg Decter. Hourly workers: Employee rights, employer obligations, and high stakes. Boston, MA (10 Winter Place, Boston 02108-4751): MCLE, 2007.

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15

Frederiksen, Anders. Labour market signalling and unemployment duration: An empirical analysis using employer-employee data. Bonn, Germany: IZA, 2006.

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16

Rovet, Ernest. Employee/employer rights: A guide for the Ontario work force. 9th ed. North Vancouver, B.C: International Self-Counsel Press, 1992.

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17

Rovet, Ernest. Employee/employer rights: A guide for the Ontario work force. 8th ed. North Vancouver, B.C: Self-Counsel Press, 1990.

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18

Board, Ontario Labour Relations. Labour Relations Act: Rights of Employees, Employers and Trade Unions. Ontario. S.l: s.n, 1987.

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19

Wolkinson, Benjamin W. Employment law: The workplace rights of employees and employers. Cambridge, Mass: Blackwell, 1996.

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20

Wolkinson, Benjamin W. Employment law: The workplace rights of employees and employers. Oxford: Blackwell, 1995.

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21

Phillabaum, Stephen D. Employee/employer rights: The complete guide for the Washington work force. 2nd ed. North Vancouver, B.C: Self-Counsel Press, 1992.

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22

Abowd, John M. Internal and external labor markets: An analysis of matched longitudinal employer-employee data. Cambridge, MA: National Bureau of Economic Research, 1997.

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23

Drummond, Karen Eich. Retaining your foodservice employees: 40 ways to better employee relations. New York, NY: Van Nostrand Reinhold, 1992.

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24

Metcalf, Hilary. Asian self-employment: The interaction of culture and economics in England. London: Policy Studies Institute, 1996.

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25

Saxe, Stewart D. Collective agreement handbook: A guide for employers and employees. 2nd ed. Aurora, Ont: Canada Law Book, 1999.

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26

Dorsey, James E. Employee/employer rights: A guide for the British Columbia work force. 8th ed. Vancouver: Self-Counsel Press, 1988.

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27

Dorsey, James E. Employee/employer rights: A guide for the British Columbia work force. 9th ed. Vancouver: International Self-Counsel Press, 1991.

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28

Grosman, Brian A. Employment law in Ontario: A guide for employers and employees. Aurora, Ont: Canada Law Book, 1991.

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29

Ashu, Akondip Thompson. The worker's companion: A ready reckoner for both employers & employees. [Bamenda, Cameroon?]: A.T. Ashu, 1988.

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30

Freedman, Warren. The employment contract: Rights and duties of employers and employees. New York: Quorum Books, 1989.

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31

Decker, Kurt H. Hiring legally: A guide for employees and employers. Amityville, N.Y: Baywood Pub. Co., 2000.

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32

Rovet, Ernest. Employee/employer rights in Ontario: The complete guide for the Ontario work force. 6th ed. Vancouver: International Self-Counsel Press, Head and Editorial Office, 1985.

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33

Agriculture, Manitoba Manitoba. Labour management for farm employers. Winnipeg, Man: Manitoba Agriculture, 1990.

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34

Malaysia. Malaysian employment handbook: Guide for both employer and employee : all amendments up to June 1995. 4th ed. Kuala Lumpur: MDC Publishers Printers, 1995.

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35

Kristensen, Nicolai. Labor market distortions in Côte d'Ivoire: Analyses of employer-employee data from the manufacturing sector. [Washington, D.C: World Bank, 2005.

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36

Hom, Peter W. Employee turnover. Cincinnati, Ohio: South-Western College Pub., 1994.

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37

Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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38

Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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39

Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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40

Pickavance, Rachel. Employee utilisation and deployment. Brighton: Institute of Manpower Studies, 1985.

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41

Institute, Pennsylvania Bar. Public employee labor law conference. [Mechanicsburg, Pa.] (5080 Ritter Rd., Mechanicsburg 17055-6903): Pennsylvania Bar Institute, 2005.

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42

Blanpain, Roger. Employed or Self-Employed (Bulletin of Comparative Labour Relations Series Set). Springer, 1992.

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43

Helps, Arthur. Claims of Labour: An Essay on the Duties of the Employers to the Employed. HardPress, 2020.

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44

Maurizio, Roxana, and Ana Paula Monsalvo. Informality, labour transitions, and the livelihoods of workers in Latin America. 19th ed. UNU-WIDER, 2021. http://dx.doi.org/10.35188/unu-wider/2021/953-2.

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This paper studies the incidence and heterogeneity of labour informality in six Latin American countries—Argentina, Brazil, Ecuador, Mexico, Paraguay, and Peru. We divide workers into five work statuses: formal wage-employed, formal self-employed, upper-tier informal wage-employed, lower-tier informal wage-employed, and informal self-employed. We evaluate the patterns of the occupational turnover between these work statuses and assess their impact on wage dynamics. In all the countries, wages are highest for formal workers and lowest for lower-tier informal jobs. The proportion of formal workers who maintain their work status of origin or move up the job ladder is significantly higher than those who transition into lower-paying work statuses. However, despite the high labour turnover experienced by lower-tier informal wage employees, most failed to move up the wage ladder. Education plays an important role, as it increases the probability of transitioning into a better job and, within informality, the chance of better wages.

45

L, Salisbury Dallas, and Employee Benefit Research Institute (Washington, D.C.), eds. Do employers/employees still need employee benefits? Washington, D.C: EBRI-Employee Benefit Research Institute, 1998.

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46

Bar, Missouri, and Missouri Bar. Committee on Legal Education., eds. Missouri employer-employee law. Jefferson City, Mo. (326 Monroe, Jefferson City 65101): Missouri Bar, 1985.

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47

Missouri Bar. Committee on Legal Education., ed. Missouri employer-employee law. 2nd ed. Jefferson City, Mo. (326 Monroe, Jefferson City 65101): Missouri Bar, 2000.

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48

Ohanesian, Nicholas M. Collective Bargaining and Workforce Protections in Sports. Edited by Michael A. McCann. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780190465957.013.9.

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This chapter addresses collective bargaining and workforce protections available in professional sports. Broadly speaking, collective bargaining in the United States is a workplace arrangement where employees opt to negotiate as a group with their employer through a labor union. The two parties typically negotiate an agreement, commonly called a collective bargaining agreement, that codifies for the length of the contract the rights and responsibilities of each side. Conversely, the term “workforce protections” injects the government into the employer-employee relationship. Federal and state authorities pass laws that regulate the relationship between employers and employees in the workplace. As this chapter explains, these dynamics play out in both traditional and unique ways in U.S. professional sports.

49

Palomäki, Outi, and Petri Volmanen. Alternative neural blocks for labour analgesia. Oxford University Press, 2016. http://dx.doi.org/10.1093/med/9780198713333.003.0018.

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Although neuraxial analgesia is available to the majority of parturients in developed countries, alternative neural blocks for labour analgesia are needed for medical, individual, and institutional reasons. Paracervical and pudendal blocks are usually administered transvaginally by an obstetrician. An injection of 0.25% bupivacaine using a superficial technique into the lateral fornixes gives rapid pain relief and has been found to have no negative effect on either fetal oxygenation, or maternal and neonatal outcomes. Low rates of post-analgesic bradycardia and high rates of spontaneous vaginal delivery have been described in low-risk populations. The analgesic effect of a paracervical block is moderate and is limited to the first stage of labour. A pudendal block, administered transvaginally, can be used for pain relief in the late first stage, the second stage, in cases of vacuum extraction, or for episiotomy repair. In clinical use, 1% lidocaine gives rapid pain relief but the success rate is variable. The complications of pudendal block are rare and localized. The sympathetic and paravertebral blocks are currently mainly of historic interest. However, they may benefit parturients in exceptional conditions if the anaesthesiologist is experienced in the techniques. Lumbar sympathetic block provides fast pain relief during the first stage of labour when a combination of 0.5% bupivacaine with fentanyl and epinephrine is employed. With the currently available data, no conclusion on the analgesic effects of thoracic paravertebral block can be drawn when it is used for labour pain relief. Potential maternal risks limit the use of these methods in modern obstetrics.

50

Falco, Paolo, Henrik Hansen, John Rand, Finn Tarp, and Neda Trifković. Good business practices improve productivity in Myanmar’s manufacturing sector: Evidence from two matched employer–employee surveys. 45th ed. UNU-WIDER, 2021. http://dx.doi.org/10.35188/unu-wider/2021/983-9.

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We look into the relationship between business practices and enterprise productivity using panel data with matched employer and employee information from Myanmar. The data show that micro, small, and medium-size enterprises in Myanmar typically do only a few modern business practices. Even so, through estimates of value-added functions and labour demand relations we find a positive and economically important association between business practices and productivity. The results are confirmed when we utilize employer–employee information to estimate Mincer-type wage regressions. In combination, the value-added functions and the Mincer regressions show that at least half of the productivity gain from improved business practices stems from selection effects of employment of more productive workers. This sorting channel is important to keep in mind when supporting enterprises in Myanmar’s manufacturing sector through entrepreneurial training activities. While our results indicate that implementation of more structured business practices could be a key ingredient of a private sector development strategy in Myanmar, the full effect of such a strategy may take time to materialize. Moreover, entrepreneurial training should be accompanied by labour market initiatives aimed at improving productive matches of employers and employees.