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Labor Relations Commons

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2006

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Articles 1 - 30 of 106

Full-Text Articles in Labor Relations

Spreadsheet - Bls Collective Bargaining Agreements Dec 2006

Spreadsheet - Bls Collective Bargaining Agreements

Collective Bargaining Agreements - U.S. Department of Labor

Listing of Collective Bargaining Agreements from the Bureau of Labor Statistics that are available at the Catherwood Library. Also available in EXCEL format.


‘‘Too Hard On The Women, Especially’’: Striking Together For Women Workers’ Issues, Ileen A. Devault Dec 2006

‘‘Too Hard On The Women, Especially’’: Striking Together For Women Workers’ Issues, Ileen A. Devault

Articles and Chapters

This essay draws upon a larger study of over forty strikes which involved both male and female strikers in the United States between the years 1887 and 1903. Here the focus of analysis is on those strikes which began with demands raised by women workers. The essay examines the nature of women workers’ demands, the ways in which cooperation with male co-workers altered those demands, and the affect that formal union involvement had on women strikers and their strike demands. Because the original set of case studies examines strikes across the United States, the strikes explored here also highlight a ...


Do The Best Companies To Work For Provide Better Customer Satisfaction?, Daniel H. Simon, Jed Devaro Dec 2006

Do The Best Companies To Work For Provide Better Customer Satisfaction?, Daniel H. Simon, Jed Devaro

Articles and Chapters

[Excerpt] Using data from both the American Customer Satisfaction Index (ACSI) and Fortune Magazine’s lists of Best Companies, we examine the relationship between making the “Best 100” list and customer satisfaction. Based on a subset of the Best 100 in each year from 1994 to 2002, we find strong evidence that firms on the list earn higher customer satisfaction ratings than firms not on the list. This result is stronger for firms in the service sector than for those in the manufacturing sector. Our analysis also suggests that the increase in customer satisfaction resulting from Best Company status yields ...


A New Alliance In New York State: A Progress Report On The Labor Movement’S Restructuring, Capacity Building, And Programmatic Work, Jeff Grabelsky Nov 2006

A New Alliance In New York State: A Progress Report On The Labor Movement’S Restructuring, Capacity Building, And Programmatic Work, Jeff Grabelsky

Articles and Chapters

The labor movement in New York State has undergone a dramatic restructuring that is part of a national AFL-CIO program called the New Alliance. The purpose of the New Alliance is to build the capacity of local labor movements and empower unions to help shape a region’s political and economic agenda. The restructuring in NYS led to the consolidation of 25 central labor councils into 5 area labor federations, each of which is developing the resources, staff and leadership to help grow labor’s regional power across the state. This article describes the origins of the New Alliance, the ...


Workers With Disabilities: The Role Of Workplace Flexibility, Workplace Flexibility 2010, Georgetown University Law Center Nov 2006

Workers With Disabilities: The Role Of Workplace Flexibility, Workplace Flexibility 2010, Georgetown University Law Center

Conferences, Panels, and Events

A fact sheet for Workers with Disabilities: The Role of Workplace Flexibility covering the following:

1) What are the trends in workforce participation of individuals with disabilities?

2) How does the structure of work limit the employment of people with disabilities?

3) What is the role of workplace flexibility in the employment of individuals with disabilities?

4) The need for flexibility among people with disabilities matches the growing interest in flexibility for all workers.


Cornell University Presentation, Susanne M. Bruyere, Ph.D., Crc Nov 2006

Cornell University Presentation, Susanne M. Bruyere, Ph.D., Crc

Conferences, Panels, and Events

The Cornell Presentation: Workplace Flexibility, Accommodation and Disability: Tools for Workforce Productivity. Prepared by Susanne M. Bruyere, Ph.D. , CRC Employment and Disability Institute Cornell University School of Industrial and Labor Relations Ithaca, New York on behalf of Workplace Flexibility 2010.


Panelist Biographies, Workplace Flexibility 2010, Georgetown University Law Center Nov 2006

Panelist Biographies, Workplace Flexibility 2010, Georgetown University Law Center

Conferences, Panels, and Events

The biographies of the panelist of the Workers with Disabilities: The Role of Workplace Flexibility event held November 13, 2006.


A New Alliance In New York State: A Progress Report On The Labor Movement’S Restructuring, Capacity Building, And Programmatic Work, Jeff Grabelsky Nov 2006

A New Alliance In New York State: A Progress Report On The Labor Movement’S Restructuring, Capacity Building, And Programmatic Work, Jeff Grabelsky

Jeffrey Grabelsky

The labor movement in New York State (NYS) has undergone a dramatic restructuring that is part of a national American Federation of Labor–Congress of Industrial Organizations program called the New Alliance. The purpose of the New Alliance is to build the capacity of local labor movements and to empower unions to help shape a region’s political and economic agenda. The restructuring in NYS led to the consolidation of twenty-five central labor councils into five area labor federations, each of which is developing the resources, staff, and leadership to help grow labor’s regional power across the state. This ...


Flyer, Cornell University Nov 2006

Flyer, Cornell University

Conferences, Panels, and Events

A flyer advertising the Workers with Disabilities: The Role of Workplace Flexibility event on November 13, 2006 hosted by Cornell University on behalf of Workplace Flexibility 2010.


Agenda, Workplace Flexibility 2010, Georgetown University Law Center Nov 2006

Agenda, Workplace Flexibility 2010, Georgetown University Law Center

Conferences, Panels, and Events

The agenda of the Workers with Disabilities: The Role of Workplace Flexibility event held November 13, 2006.


Families And Work Institute Presentation, Tyler Wigton Nov 2006

Families And Work Institute Presentation, Tyler Wigton

Conferences, Panels, and Events

The Families and Work Institute Presentation: The State of the American Workforce & Workplace. Prepared by Tyler Wigton on behalf of Workplace Flexibility 2010.


You (Don’T) Look Marvelous: Considerations For Employers Regulating Employee Appearance, G. Roger King, Jeffrey D. Winchester, David Sherwyn Nov 2006

You (Don’T) Look Marvelous: Considerations For Employers Regulating Employee Appearance, G. Roger King, Jeffrey D. Winchester, David Sherwyn

Articles and Chapters

Under federal law, employers are generally allowed to set policies regulating employees’ appearance, provided that those policies do not impinge on groups specifically protected under federal statute. State and local laws, however, may preclude employers from implementing such dress and appearance policies. Employers whose workers are unionized must consider the provisions of the bargaining agreement. One trend in connection with regulations relating to employees’ appearance and dress is that creative lawyers have stretched the law to cover certain workers.


The Hotel Industry’S Summer Of 2006: A Watershed Moment For America’S Labor Unions?, David Sherwyn, Zev Eigen, Paul Wagner Nov 2006

The Hotel Industry’S Summer Of 2006: A Watershed Moment For America’S Labor Unions?, David Sherwyn, Zev Eigen, Paul Wagner

Articles and Chapters

Neutrality agreements allow labor unions to organize workers in hotels and other industries without the trouble of a secret-ballot election. UNITE HERE, which represents hotel employees in several major markets, attempted in summer 2006 to extend its reach into the industry via neutrality agreements. The union contracts expired in several markets, which meant that the hotel chains were faced with the possibility of labor strife in their major cities. In exchange for labor peace, the chains agreed to a moderate extension of organizing by neutrality agreement, but not to the extent that the union might have wished.


Ilr Impact Brief – Diversity And Inclusion: Is There Really A Difference?, Quinetta M. Roberson Nov 2006

Ilr Impact Brief – Diversity And Inclusion: Is There Really A Difference?, Quinetta M. Roberson

Policy & Issue Briefs

By almost any measure, workforce heterogeneity is increasing. With more women, ethnic and racial. minorities, and people with different lifestyles and learning styles holding down jobs, employers are searching for strategies that effectively and efficiently put these varied skills and perspectives to maximal use. Traditional approaches to diversity management include targeted recruitment, career development, mentoring, and education and training. Some organizations, however, take a broader view and seek to eliminate barriers to full utilization of varied worker competencies. This latter approach stresses inclusion, rather than diversity, and typically involves initiatives that focus on employee participation, enhanced communication, and stronger community ...


Retaliation: The Fastest-Growing Discrimination Claim, David Sherwyn, Zev Eigen, Gregg Gilman Nov 2006

Retaliation: The Fastest-Growing Discrimination Claim, David Sherwyn, Zev Eigen, Gregg Gilman

Articles and Chapters

Many employers were shocked and alarmed when the U.S. Supreme Court in June 2006 unanimously established a relatively broad standard regarding employees’ complaints of retaliation by employers when employees have made discrimination complaints. An examination of case law as well as comments made by those attending the 2006 Labor and Employment Law Roundtable at the Cornell University School of Hotel Administration allow us to conclude that although employees who make complaints need to be treated carefully, employers need not panic. Instead, they must thoroughly document any personnel actions and base them on actual performance, making sure that any termination ...


Comprehensive Strategy: The Key To Successful Organizing, Kate Bronfenbrenner Nov 2006

Comprehensive Strategy: The Key To Successful Organizing, Kate Bronfenbrenner

Articles and Chapters

[Excerpt] For the last two decades, organizing has continued to be the central focus of the U.S. labor movement. In the past year, the effectiveness of organizing has been influenced by the split in the AFL-CIO, by discussions of labor’s political leverage and strategy in the fall 2006 elections, and by the debate over which groups of workers should be targeted for organizing.

Nearly every top union leader talks about “changing to organize” – committing more resources to organizing and running campaigns more strategically. For the majority of unions, unfortunately, this talk has yet to turn into action. Indeed ...


Aligning Employees Through Line Of Sight, Wendy R. Boswell, John B. Bingham, Alexander Colvin Nov 2006

Aligning Employees Through Line Of Sight, Wendy R. Boswell, John B. Bingham, Alexander Colvin

Articles and Chapters

Aligning employees with the firm’s larger strategic goals is critical if organizations hope to manage their human capital effectively and ultimately attain strategic success. An important component of attaining and sustaining this alignment is whether employees have “line of sight” to the organization’s strategic objectives. We illustrate how the translation of strategic goals into tangible results requires that employees not only understand the organization’s strategy, they must accurately understand what actions are aligned with realizing that strategy. Using recent empirical evidence, theoretical insights, and tangible examples of exemplary firm practices, we provide thought-leaders with a comprehensive view ...


Ley Federal Del Procedimiento Contencioso Administrativo., Bruno L. Costantini García Oct 2006

Ley Federal Del Procedimiento Contencioso Administrativo., Bruno L. Costantini García

Bruno L. Costantini García

Ponencia sobre la Ley Federal del Procedimiento Contencioso Administrativo, impartida por Bruno L. Costantini García.


Subject: Collective Bargaining And Labor Relations, Susan Lacette Oct 2006

Subject: Collective Bargaining And Labor Relations, Susan Lacette

ILR School Theses and Dissertations: A Listing

No abstract provided.


Subject: Labor Unions, Susan Lacette Oct 2006

Subject: Labor Unions, Susan Lacette

ILR School Theses and Dissertations: A Listing

No abstract provided.


Subject: Job Satisfaction, Employee Morale, And Employee Motivation, Susan Lacette Oct 2006

Subject: Job Satisfaction, Employee Morale, And Employee Motivation, Susan Lacette

ILR School Theses and Dissertations: A Listing

No abstract provided.


Demographic Change, Social Security Systems, And Savings, David E. Bloom, David Canning, Rick Mansfield, Michael Moore Oct 2006

Demographic Change, Social Security Systems, And Savings, David E. Bloom, David Canning, Rick Mansfield, Michael Moore

Articles and Chapters

In theory, improvements in healthy life expectancy should generate increases in the average age of retirement, with little effect on savings rates. In many countries, however, retirement incentives in social security programs prevent retirement ages from keeping pace with changes in life expectancy, leading to an increased need for life-cycle savings. Analyzing a cross-country panel of macroeconomic data, we find that increased longevity raises aggregate savings rates in countries with universal pension coverage and retirement incentives, though the effect disappears in countries with pay-as-you-go systems and high replacement rates.


Why I Quit The Railroad, Linda Niemann Sep 2006

Why I Quit The Railroad, Linda Niemann

Linda G. Niemann

The article presents the author's reasons for leaving her job in the railroad industry. She wasn't thrilled to be force-assigned to the foreman's spot on Union Pacific's Lawrence switcher. Being the junior switchman on the California coast for years, she was used to jobs that weren't so plum. What made it tough were a difficult yardmaster and her help, a switchman who outranked her but didn't want the responsibility of the foreman's spot.


Flexible Work Arrangements: The Overview Memo, Workplace Flexibility 2010, Georgetown University Law Center Sep 2006

Flexible Work Arrangements: The Overview Memo, Workplace Flexibility 2010, Georgetown University Law Center

Memos and Fact Sheets

Many employees today have ongoing, predictable demands on their time outside of work. These demands may include dependent children, an ill family member, a long commute, a desire for increased education, or a commitment to community or religious activities. To meet these demands, and to get a paying job done, such individuals often need to work at a different time or in a different place than the traditional “9 am to 5 pm, five days/week, face time at the workplace” rubric.

In response to employee and employer needs and preferences, some employers provide what we call “Flexible placethat work ...


The United Kingdom Flexible Working Act, Georgetown Federal Legislation Clinic Sep 2006

The United Kingdom Flexible Working Act, Georgetown Federal Legislation Clinic

Memos and Fact Sheets

In 2002, the United Kingdom passed new legislation granting employees with young or disabled children the right to request flexible work arrangements from their employers. The law does not guarantee a right to flexible working but seeks to increase flexibility in UK workplaces by requiring a process for negotiation between employees and employers. Stated simply, that process places the initial responsibility on the employee to propose a new work arrangement and explain its potential impact on the employer. The employee and employer must then consider the request together, and the employer may refuse the request only for certain business reasons.


Flexible Work Arrangements: Selected Case Studies, Jean Flatley Mcguire, Phyllis Brashler Sep 2006

Flexible Work Arrangements: Selected Case Studies, Jean Flatley Mcguire, Phyllis Brashler

Memos and Fact Sheets

Employees have shown a great desire for flexible work arrangements (FWAs). National data reveals that nearly 80% of workers say they would like to have more flexible work options and would use them if there were no negative consequences at work. However, most workers do not have access to flexible work arrangements and barriers to their effective implementation persist in many organizations as the following nationally representative employer-based survey data reveals.


Short Term Time Off: The Current State Of Play, Workplace Flexibility 2010, Georgetown University Law Center Sep 2006

Short Term Time Off: The Current State Of Play, Workplace Flexibility 2010, Georgetown University Law Center

Memos and Fact Sheets

Many people think of workplace flexibility as flexibility that is provided on a long term, regular basis — for example, flexibility provided through alternative work schedules, compressed workweeks, or part time positions. Under Workplace Flexibility 2010’s conceptualization, however, workplace flexibility also includes the ability to address day-to-day life needs on a short term basis.

Short term needs for flexibility are numerous: to recover from an illness; take care of a sick child; attend a school conference, funeral or medical appointment; wait for a repair person; or appear in court. Some needs may be anticipated; others will arise unexpectedly.


Corporate Social Responsibility And Workers’ Rights (Chinese), Lance Compa Sep 2006

Corporate Social Responsibility And Workers’ Rights (Chinese), Lance Compa

Articles and Chapters

[Excerpt] Corporate social responsibility (CSR) brings an important dimension to the global economy. CSR can enhance human rights, labor rights, and labor standards in the workplace by joining consumer power and socially responsible business leadership—not just leadership in Nike headquarters in Oregon or Levi Strauss headquarters in California, but leadership in trading house headquarters in Taiwan and Hong Kong, and leadership at the factory level in Dongguan and Shenzhen. Ten years ago, I would not have said this. I viewed corporate social responsibility and corporate codes of conduct as public relations maneuvers to pacify concerned consumers. Behind a facade ...


Reflections On Patco’S Legacy: Labor’S Strategic Challenges Persist, Richard W. Hurd Sep 2006

Reflections On Patco’S Legacy: Labor’S Strategic Challenges Persist, Richard W. Hurd

Articles and Chapters

[Excerpt] The 1981 strike by over 11,000 members of the Professional Air Traffic Controllers Organization (PATCO) stands out as a symbol of union decline. This dismal legacy is a product of President Ronald Reagan’s harsh response to the job action, an ultimatum for controllers to return to work followed by wholesale permanent replacement of the strikers. Although PATCO’s members were federal employees, their dismissal is typically portrayed as an invitation for all employers to emulate the President. The subsequent sharp drop in private sector strike activity has been traced (both rhetorically and statistically) to PATCO’s demise ...


Internal Promotion Competitions In Firms, Jed Devaro Sep 2006

Internal Promotion Competitions In Firms, Jed Devaro

Articles and Chapters

[Excerpt] Using a sample of skilled workers from a cross section of establishments in four metropolitan areas of the United States, I present evidence suggesting that promotions are determined by relative worker performance. I then estimate a structural model of promotion tournaments (treating as endogenous promotions, worker performance, and the wage spread from promotion) that simultaneously accounts for worker and firm behavior and how the interaction of these behaviors gives rise to promotions. The results are consistent with the predictions of tournament theory that employers set wage spreads to induce optimal performance levels, and that workers are motivated by larger ...