The article discusses the basics of employment policy in Russia: the organizational model in terms of delineation of responsibilities between stakeholders, and the financial model in terms of the two ...basic directions of employment policy — passive, in the form of cash benefits to the unemployed, and active, in the form of programs of employment assistance. The authors show that the Russian model of unemployment benefits has lost its original intent: the benefits have become an analogue of social support, since they are virtually unrelated to previous earnings. The unemployment benefit is, in fact, counter-productive, since it contributes to the growth of registered unemployment (including the so-called “professional unemployment”, when the unemployed are not motivated to find a job). As a result, the resources of the Employment Service are wasted and the prospects of its modernization are put at risk. Regarding active employment programs, the authors highlight the following problem: while the implementation of active labor market programs is the responsibility of subnational governments, the mandatory list of such programs is set by the federal government, which constitutes an unfunded mandate imposed upon subnational government by the federal government. In fact, the measures needed to support employment may vary significantly from territory to territory, and the focus of most existing programs is to support the registered unemployed, while motivated job seekers could use job search support before registering. The authors recommend to reform the organizational and financial models of employment services in Russia, first of all by allowing the regions to design their own employment support policies that take into account the specifics of the local labor market. They also recommend to abolish the current noncontributory unemployment benefit in Russia and to replace it with a means-tested income support benefit for the poor.
Background: Despite the importance of employment on individual well-being, the literature on the positive impact of work participation, specifically for individuals with Down syndrome, is scant. Aim: ...We conducted in-depth interviews to explore how people with Down syndrome perceive employment benefits in Malaysia. Method: Forty-five participants were interviewed, including six individuals with Down syndrome, ten family members, six employers and co-workers, 22 community members, and a policy maker. Result: Three themes emerged from reflexive thematic analysis: (1) personal growth, (2) employer incentives, and (3) improving social acceptance. Conclusion: The findings emphasise that fostering a positive attitude towards the employment of individuals with Down syndrome would benefit them and contribute to society. Relevant bodies could utilise the findings to develop effective employment policies for the community. Keywords: Down syndrome, employment, benefits, qualitative, employment policy
La jubilación forzosa es una figura compleja, contradictoria y conflictiva, por la que se permite el establecimiento de un límite al derecho al trabajo como fórmula para crear empleo. Esta figura ha ...sido objeto de numerosas modificaciones a lo largo del periodo democrático y de una intensa jurisprudencia que ha venido a delimitar su legitimación y alcance. Resulta de especial interés conocer su relación con las garantías ante los actos discriminatorios y su configuración actual, que incorpora reglas particulares desde la perspectiva de género.
The severe shortage in local workforce, in the face of an escalating demand for workers over the past several decades, induced the United Arab Emirates to adopt a liberal immigration policy which ...allowed an influx of large numbers of foreign workers into the country. However, the continued reliance on foreign workers created a distortion and segmentation of the labour market whereby the national workers became concentrated in the public sector, while close to 99% of the jobs in the private sector is staffed by expatriate workers. An unemployment problem among nationals started to appear despite the workforce Emiratization policy which has been implemented since the late 1990s. The current study assesses the effectiveness of the Emiratization policy as practised over the past two decades along with major challenges encountered. Data for the study were collected through interviews with a sample of 32 senior managers and human resource professionals from various sectors of the economy. Findings of the study reveal several weaknesses of the Emiratization programme over the past two decades related to the policy tools and regulations, as well as implementation mechanisms adopted. Based on assessment of weaknesses and challenges faced, recommendations are provided with regard to the needed changes in regulations, policy tools and mechanisms, and parameters of compliance to ensure effective implementation of an Emiratization programme that can significantly contribute to alleviating the unemployment problem among citizens and ensuring their effective integration into the labour market in both the public and private sectors.
Norwegian employment policy, the activation policy, states that life on social security should be the last resort after exhausting all available activation measures. Despite this, people with ...intellectual disability are almost entirely excluded from the competitive labour market in Norway. This article highlights the conditions that promote employment of people with intellectual disability and factors that stimulate recruitment. This study explores (1) How do companies recruit employees with intellectual disability, including (a) how do private companies differ from public companies regarding recruitment and (b) which role does The Norwegian Labour and Welfare Administration (NAV) and upper secondary education play in this; (2) Which working arrangements do employees with intellectual disability have? and (3) What types of support do companies receive? A quantitative survey mapped the experiences of employers who have hired people with intellectual disability and highlighted factors that may promote recruitment. Most companies recruited people with intellectual disability with support from NAV. For approximately, one in five recruitments of employees with intellectual disability, collaboration with upper secondary education played a role in the hiring process. Social networks were a way into employment only in the private sector, and a larger share of private companies employed people with intellectual disability in ordinary positions without subsidies. About 27% of the companies did not receive any support when hiring employees with intellectual disability. Due to more flexible hiring regulations, there may be more structural factors promoting the recruitment of people with intellectual disability in the private sector than in the public sector. Further, the employment of people with intellectual disability in competitive labour may depend on policies and how policies are adapted and enforced by NAV employees. More extensive collaboration between upper secondary education and workplaces could also be beneficial to recruiting employees with intellectual disability.
Au Brésil l’histoire des mondes du travail est indissociable de celle des acteurs qui ont fait commerce de la mise à disposition et de la mobilisation de la force de travail. Je me propose ici de ...remonter aux sources du système d’intermédiation de l’emploi brésilien contemporain qui se distingue dans le monde par l’usage de bureaux de placement payants pour les travailleurs. Dans ce but, l’article retrace le processus d’institutionnalisation du marché du placement des chômeurs qui, en 1972, a conduit le gouvernement autoritaire à dénoncer la convention n° 96 de l’Organisation internationale du travail (OIT) visant à l’extinction des bureaux de placement payants, texte pourtant ratifié par le pays en 1957. La régulation du commerce du placement est analysée au prisme des rapports entre l’élite gestionnaire des entreprises, l’administration du ministère du Travail et les organisations représentatives des intérêts des intermédiaires.
No Brasil, a história do mundo do trabalho é inseparável da história dos actores que comerciaram no fornecimento e mobilização da força de trabalho. Propomos voltar às fontes do sistema de intermediação de emprego brasileiro contemporâneo, que se destaca no mundo através da normalização das agências de emprego privadas para trabalhadores. Para tal, o artigo traçará o processo de institucionalização do mercado da colocação dos trabalhadores, que, em 1972, levou o governo autoritário a denunciar a Convenção nº 96 da OIT, que o país tinha ratificado em 1957, e que visa a abolição das agências de emprego. A regulação do comércio de colocação é analisada através do prisma da relação entre a nova elite administradora das empresas, a administração do Ministério do Trabalho e as organizações que representam os interesses dos intermediários privados.
In Brazil, the history of work is inseparable from that of the actors who have traded in the provision and mobilization of the labour force. We propose going back to the sources of the contemporary Brazilian employment intermediation system, which stands out through the normalization of paid employment services. In order to do so, the article traces the process of institutionalization of the job placement market, which in 1972 led the authoritarian government to denounce ILO Convention No. 96, which the country had ratified in 1957, and which aimed at the extinction of paying employment agencies. The regulation of the job placement agencies is analysed through the prism of the relationship between the managerial elite of the companies, the administration of the Ministry of Labour and the organisations representing the interests of the intermediaries.
The aim of this paper is to determine how the economic crisis, and the ad hoc attempts made by the authorities to counteract it, affected the Polish society and, above all, to prepare a ...multidimensional analysis of how the crisis impacted systemic changes in the Polish social policy. The author will examine both positive changes that followed the relevant global trends and also negative changes that resulted from the developmental lag, the country’s economic situation and especially the generally low involvement of the state via public funding in activities that were part of the state’s social policy.
Assessment of Polish social policy during the crisis must be ambiguous. On the one hand, systemic changes in social policy introduced as a result of the economic collapse can be clearly distinguished, on the other hand, however, the severity of the crisis visibly affected many activities of state and local governments in the social sphere. These activities posed unsuccessful attempts to rescue the situation in the labour market. Additionally, an effective response to deepening poverty was missing, amendments adopted to labour legislation were disadvantageous to employees, and finally fundamental sacrifices in terms of social policy were made as the lawmakers passed the Unification Act during the crisis. Polish social policy was unable, for a number of reasons, to essentially redefine its approach to addressing the numerous social issues it had to face.
COVID-19 and Labour Law: Israel Einat Albin; Guy Mundlak
Italian labour law e-journal,
04/2020, Letnik:
13, Številka:
1S
Journal Article
Recenzirano
Odprti dostop
The article, written at the peak of lockdown and closures due to the Covid-19 pandemic in Israel, describes the government’s initial response to the employment crisis (up to the 10th of April 2020). ...A host of emergency regulations affected the continuation of employment, and the provision of a social security safety net. Following a short description of the legal developments, the article notes some problems in the immediate response at times of crisis, including the use of the social security (unemployment insurance) system in lieu of encouraging the continuation of work to the extent medically possible, a differentiation between categories of work-providers in the public and private sectors, the gendered aspect of responses and the exceptional difficulties faced by those who are part of the weaker segments in the workforce.
This paper critically reviews the literature on managing diversity through human resource management (HRM). We discuss the major issues and objectives of managing diversity and examine the state of ...human resource diversity management practices in organizations. Our review shows that inequality and discrimination still widely exist and HRM has focused mainly on compliance with equal employment opportunity (EEO) and affirmative action (AA) legislation. Less attention has been paid to valuing, developing and making use of diversity. Our review reveals limited literature examining how diversity is managed in organizations through effective human resource management. We develop a framework that presents strategies for HR diversity management at the strategic, tactical and operational levels. Our review also discusses the implications for practice and further research.
Employers can be regarded as gatekeepers of jobs. They decide how to post vacancies, whom to recruit and whom to dismiss. In recent years, a growing body of research has highlighted the crucial role ...of employers in relation to labour market participation of disadvantaged groups. This article contributes to this research by exploring which types of employers have refugee employees—and which do not. We develop the typologies through hierarchical cluster analyses using a nationally representative survey of Danish workplaces. We find that the employers who have experiences with having refugee employees can be grouped into three based on their attitudes and preconceptions; knights, knaves and squires. Likewise, employers who have never had refugee employees can also be divided into three groups; aspiring knights, knights of fortune, and commoners. The groups differ in their attitudes and motivations for (not) having refugee employees. Our main contribution to the literature is the development of new nuanced employer typologies, and the finding that employers differ in their motivations for having, or not having, refugee employees.
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