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- Flexible work arrangements (13)
- Workplace flexibility (13)
- Family medical leave act (10)
- Definition (4)
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- Statistics (3)
- Episodic time off (2)
- Attendance policies (1)
- Communication (1)
- Complications and Side Effects (1)
- Construction (1)
- Construction industry (1)
- Day (1)
- Economic Aspects Hispanic Americans (1)
- Employment Discrimination Analysis (1)
- Employment Discrimination Risk Factors (1)
- Essential functions (1)
- Governance (1)
- HIV Infections (1)
- HIV Infections--Analysis Hispanic Americans (1)
- Labor (1)
- Labor relations (1)
- Law (1)
- Leave determinations (1)
- Light duty (1)
- Medical certifications (1)
- Occupational Health and Safety (1)
- Paid leave substitution (1)
- Pensions (1)
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Articles 1 - 17 of 17
Full-Text Articles in Labor Relations
What Makes For Effective Labor Representation On Pension Boards?, Johanna Weststar, Anil Verma
What Makes For Effective Labor Representation On Pension Boards?, Johanna Weststar, Anil Verma
Management and Organizational Studies Publications
This article examines the efficacy of labor representation on pension boards. Using existing literature and interviews with labor trustees, this article develops a model where a more formal approach to recruitment and selection, skill acquisition, and accountability is hypothesized to aid labor trustees in achieving effective integration and representation on pension boards. Data indicate that labor trustees are placed in a challenging environment with insufficient support from their union, other trustees, or the board. These findings have important implications for the selection, training, and integration of labor trustees and the success of a labor agenda on pension issues.
The Definition Of “Serious Health Condition”, Workplace Flexibility 2010, Georgetown University Law Center
The Definition Of “Serious Health Condition”, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the definition of "Serious health condition".
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Essential Functions, Workplace Flexibility 2010, Georgetown University Law Center
Essential Functions, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum contains a summary of questions asked in the DOL request for information about the implications of providing accommodations to employees with serious health conditions to enable them to perform their jobs with accommodations, rather than taking FLMA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Light Duty, Workplace Flexibility 2010, Georgetown University Law Center
Light Duty, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about "Light Duty" work.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Different Types Of Fmla Leave, Workplace Flexibility 2010, Georgetown University Law Center
Different Types Of Fmla Leave, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the different types of FMLA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Fmla Leave Determinations/Medical Certifications, Workplace Flexibility 2010, Georgetown University Law Center
Fmla Leave Determinations/Medical Certifications, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about FMLA leave determinations and medical certifications.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Definition Of A "Day", Workplace Flexibility 2010, Georgetown University Law Center
Definition Of A "Day", Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the definition of a "Day".
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Communications Between Employers And Their Employees, Workplace Flexibility 2010, Georgetown University Law Center
Communications Between Employers And Their Employees, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about communications between employers and their employees regarding FMLA rights and obligations.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Substitution Of Paid Leave, Workplace Flexibility 2010, Georgetown University Law Center
Substitution Of Paid Leave, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the substitution of paid leave for FMLA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Attendance Policies, Workplace Flexibility 2010, Georgetown University Law Center
Attendance Policies, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about attendance policies.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Waiver Of Rights, Workplace Flexibility 2010, Georgetown University Law Center
Waiver Of Rights, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about waiver of FMLA rights.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
The National Labor Relations Act And Flexible Work Arrangements: An Overview Of Existing Law And Proposals For Reform, Workplace Flexibility 2010, Georgetown University Law Center
The National Labor Relations Act And Flexible Work Arrangements: An Overview Of Existing Law And Proposals For Reform, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
The scheduling of work hours is important to employers and employees alike. Employers must ensure sufficient staffing to meet workload demands; employees must balance work with other aspects of their lives. Over the past several years, the tendency to view these needs as mutually exclusive has slowly given way to increased discussion of and experimentation with flexible work arrangements as an effective way to balance work-life demands. While these workplace flexibility initiatives take many forms, the majority of them require collaboration between employers and employees regarding work hours and conditions.
Episodic Time Off: An Overview, Workplace Flexibility 2010, Georgetown University Law Center
Episodic Time Off: An Overview, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
While some workers' needs for lexibility can be addressed by short Term Time Off (STO) or by a Flexible Work Arrangement (FWA), there are other workers who need time off on a more episodic basis. These workers may have an illness, such as cancer of kidney disease, which requires them to attend numerous medical appointments on a relatively set basis. Or they may have a chronic conditions, such as migraine headaches or fibromyalgia, that flares up sporadically. Some workers may care for family memebers who have recurring medical needs, such as an aging parent who requires regularly scheduled bi-weekly dialysis …
Fact Sheet On Episodic Time Off (Epto), Jean Flatley Mcguire, Kaitlyn Kenney
Fact Sheet On Episodic Time Off (Epto), Jean Flatley Mcguire, Kaitlyn Kenney
Memos and Fact Sheets
Workplace Flexibility 2010 has coined the term "Episodic Time Off" or "EPTO" to describe the type of workplace flexibility needed to address the recurring need for time off - sometimes regular, sometimes sporadic, sometimes foreseeable, sometimes not - for which Short Term Time Off is insufficient and which a Flexible Work Arrangement cannot resolve. Evidence illustrates that across the lifespan, for a variety of reasons, the need and desire for EPTO are great.
Recognizing And Preventing Hazards In The Construction Industry, Bureau Of Labor Education. University Of Maine
Recognizing And Preventing Hazards In The Construction Industry, Bureau Of Labor Education. University Of Maine
Bureau of Labor Education
By the nature of the work, the construction industry is very hazardous and dangerous. These dangers are multiplied still further when workers and supervisors employed in this industry are working at manufacturing sites such as pulp and paper mills. This handbook deals with the following hazards confronting workers and employers in construction, which have been identified by OSHA as priority areas for hazard recognition and prevention: • fall hazards on the same level or from a higher to a lower one; • being struck by or against any hazardous materials, equipment, or vehicles; • getting caught on, caught in, or …
Stretching The Law, Stressing The State Misclassified Workers In Maine's Construction Industry, Bureau Of Labor Education. University Of Maine
Stretching The Law, Stressing The State Misclassified Workers In Maine's Construction Industry, Bureau Of Labor Education. University Of Maine
Bureau of Labor Education
The classification of independent contractors (ICs) is problematic in a number of industries and employment situations. This paper is intended as a survey of IC issues as they affect the construction industry in Maine. Construction companies have recourse to hourly labor for much of their work requirements, but like many other businesses, they also often employ independent contractors for some parts of their various building contracts. There is considerable evidence that these two job categories are being manipulated by some employers to bypass the legal intent of IC classification. A 2000 report produced for the U.S. Department of Labor found …
Factors Associated With Employment Among Latinos Living With Hiv/Aids, Shaun Michael Burns, Lydia R. L. Young, Suzanne Maniss
Factors Associated With Employment Among Latinos Living With Hiv/Aids, Shaun Michael Burns, Lydia R. L. Young, Suzanne Maniss
Counseling Faculty Publications and Presentations
This investigation explored the utility of various demographic, health-related, and psychological variables in predicting employment among Latinos living with HIV/AIDS. Results of an analysis of variance indicated that employed participants were younger, evinced significantly greater CD4 counts, physical and mental health functioning, and internal locus of control beliefs than those who were unable to work due to disabilities. A backward binary logistic regression demonstrated that age, CD4 count, internal locus of control, and mental health functioning contributed to the explanatory power of the final model. This model correctly classified group membership 72% of the time, 78% of participants who were …