On 24 April 2013, an eight-story commercial building, Rana Plaza, collapsed in Savar, a sub-district in the Greater Dhaka Area, the capital of Bangladesh. The search for the dead ended on 13 May with the death toll of 1,127. Approximately 2,500 injured people were rescued from the building alive.
It is considered to be the deadliest garment-factory accident in history, as well as the deadliest accidental structural failure in modern human history.
The building contained clothing factories, a bank, apartments, and several other shops. The shops and the bank on the lower floors immediately closed after cracks were discovered in the building. Warnings to avoid using the building after cracks appeared the day before had been ignored. Garment workers were ordered to return the following day and the building collapsed during the morning rush-hour. - wikipedia
for more details see - savartragedy.wordpress.com
Wage components - compensation management - Manu Melwin Joymanumelwin
The salaried employees in high pay positions are not likely to receive additional pay for the hours in excess of 40 per week. However, employees with low salaries are entitled to overtime pay.
Wage components - compensation management - Manu Melwin Joymanumelwin
The salaried employees in high pay positions are not likely to receive additional pay for the hours in excess of 40 per week. However, employees with low salaries are entitled to overtime pay.
Wages and sallery administration,difference between wage and sallery,concept of wages, wage differentials,wage and sallery detemination process, price per grade pay.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
Wage theories - compensation management - Manu Melwin Joymanumelwin
Classical economists argue that wages—the price of labor—are determined (like all prices) by supply and demand. They call this the market theory of wage determination.
Submitted by : Madeliene Ocampo, Kalvin Kier Arao, Luisito Lumbre, Mirriam Ocenar
Submitted to : Prof. Thes Sagadraca
Subject : Principles of Economics
SChool : University of Makati
Wages and sallery administration,difference between wage and sallery,concept of wages, wage differentials,wage and sallery detemination process, price per grade pay.
Wage policy in india - compensation management - Manu Melwin Joymanumelwin
A national wage policy aims at establishing wages at the highest possible level, which the economic conditions of the country permit and ensuring that the wage earner gets a fair share of the increased prosperity of the country as a whole resulting from the economic development.
Wage theories - compensation management - Manu Melwin Joymanumelwin
Classical economists argue that wages—the price of labor—are determined (like all prices) by supply and demand. They call this the market theory of wage determination.
Submitted by : Madeliene Ocampo, Kalvin Kier Arao, Luisito Lumbre, Mirriam Ocenar
Submitted to : Prof. Thes Sagadraca
Subject : Principles of Economics
SChool : University of Makati
Design and Designed Failures: From Observing Failurs To Provoking Themnicolas nova
Failures and flops are often overlooked in design research. The talk addressed this issue by describing two approaches: observing design flops and identify symptoms of failures OR provoking failures to document user behavior... as a design tactic
Dr Khondaker Golam Moazzem, Additional Director, CPD made the keynote presentation “One Year after the Rana Plaza Tragedy: Where Do We Stand? the Victims, the Sector and the Value Chain” which focused at the long-term issues and victims’ status after one year since the tragedy.
This is a simple powerpoint presentation meant to be used as a revision tool or for the purpose of self-learning. This covers the different techniques of answering SBQ questions and how to identify and recognise what type of question it is and which asnwering technique to use.
This SHRM article —is primarily for the benefit of HR professionals who are not compensation specialists—discusses all the steps involved in developing and implementing a market-based pay structure. It refers to but does not include a detailed discussion of job evaluation or of other internally focused methods of setting base pay.
The Affordable Care Act- A Timeline of Provisions That Will Affect Your BusinessG&A Partners
In this timely webinar, presenter and G&A Partners expert Grace Jaen shares her timeline for provisions of the PPACA. Grace successfully completed the National Association of Health Underwriters Health Care Reform Certification Course and is now a Certified Patient Protection and Affordable Care Act Professional.
Grace explains each provision, its date of implementation, and how it will affect American businesses.
At the end of the webinar, we also hosted a live Q&A session with Grace.
Poverty and DiscriminationEC 325 Problem Set 3 April 6, 2017.docxharrisonhoward80223
Poverty and Discrimination
EC 325 Problem Set 3
April 6, 2017
1. Briefly define and explain [3 points each]
Medicare
It is the government insurance for elder that is 65+, and it covers the fee that is related to sickness (doctors’ office visits, the drug costs, and etc.), which is financed by the payrool tax
Medicaid
It is the government insurance for the poor people, which also covers the drug fee and etc.
Food Stamps (SNAP)
It is the stamps that the government issued for the poor people that they can only use the stamps for the food.
Total fertility rate
It is the number of babies that a woman gives birth to assuming the current age-specific birth rate stay constant.
2. The birth rate among unmarried teenagers in the US rose from 22 per 1000 to 31 per 1000 from 1970 to 2010, and the birth rate among all unmarried women in their childbearing years (15-45) rose from 26 to 48 per 1000 during this period. Yet the teen birth rate, the birth rate for all women 15-45 and the total fertility rate have all fallen sharply since 1970.
a. How can both the increases and the decreases be true? [10 points]
b. What changes in behavior explain these patterns?
3. Explain how multiple programs designed to help the poor (Food Stamps/SNAP, TANF, Earned Income Tax Credit, Housing Assistance) can result in very high marginal tax rates on poor recipients of these benefits? [3 points]
4. Means tested transfer programs face conflicting goals of providing enough money for people with no other source of income, not discouraging work, and minimizing total costs. Design 2 programs (benefit for families with no other income, implicit tax rate, maximum income at which individuals are no longer eligible) and explain how well they do in achieving the 3 goals. [5 points]
5. You estimate 2 regressions, where ln L is the natural log of the number of workers in millions and ln W is the natural log of the hourly wage: [25 points]
Labor demand ln L = 2.98 – 0,11 ln W R2 = 0.65
(1.41) (0.03)
Labor supply ln L = 2.63 + 0.10 ln W R2 = 0.58
(1.28) (0.04)
a. Which coefficients are statistically significant and which are not?
b. If the minimum wage is $7.25, how many workers will firms want to hire, how many people will want to work, and what is the unemployment rate in this labor market?
c. If the minimum wage is $10.00, how many workers will firms want to hire, how many people will want to work, and what is the unemployment rate in this labor market?
d. If the average worker in this labor market works 30 hours per week and 50 weeks per year, what are the total earnings of all minimum wage workers at $7.25 and $10.00? Give your answers in billions of dollars.
e. Compare the average annual earnings for all people in this labor market and the unemployment rate when the minimum wage is $7.25 and $10. Given these numbers, should the minimum wage be raised to $10?
f. What percent of the change .
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
Reducing Risk: How to Stay Ahead of Fast Changing Workforce LegislationHuman Capital Media
Every year in the U.S., new laws related to the workforce are created and existing laws are revised. Changes to workforce legislation create considerable risk to the ongoing fiscal health of your organization and increase its exposure to potentially catastrophic lawsuits, government fines, and reputational damage. To reduce risk, every HR professional needs to quickly and accurately assess how updates to employment laws will impact the workforce and discover how their organization can best adapt policies and programs to reduce liability.
But given the complex and dynamic nature of workforce legislation, how can you hope to analyze the potential effects of changes quickly enough to mitigate risk? How can you rapidly uncover the areas where your organization is most exposed and decide on the best ways to address them?
In this webinar, workforce intelligence expert Dave Weisbeck will discuss risks related to three areas of workforce legislation that are undergoing rapid change:
The new overtime rules from the Department of Labor that go into effect December 1
The proposed pay equity reporting requirements that could begin as early as next year
Ever-changing employee classification laws that limit which employees qualify as contractors
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
1. Estimation of The Minimum
Compensation to Savar
Garments Factory Victims
Syed Galib Sultan
Dept. of Economics
UW Seattle
2. What happened in Savar
• On 24 April 2013, an eight-story commercial building, Rana Plaza,
collapsed in Savar, a sub-district in Dhaka , the capital
of Bangladesh. The search for the dead ended on 13 May with the
death toll of 1,127. Approximately 2,500 injured people were rescued
from the building alive.
• It is considered to be the deadliest garment-factory accident in history,
as well as the deadliest accidental structural failure in modern human
history.
3. Rana Plaza at Savar, Dhaka (Before the collapse)
Photo: http://en.wikipedia.org/wiki/2013_Savar_building_collapse
4. Rana Plaza Collapse at Savar, Dhaka
Photo: http://en.wikipedia.org/wiki/2013_Savar_building_collapse
5. A little bit about the Garment Industry in
Bangladesh
• Ready-made Garment Industry’s product is a major source of Export
income of Bangladesh since 1980s.
• This sector has experienced an exponential growth over the last two
decades due to different trade agreements with US and EU and
availability of cheap labor (mainly women).
• RMG sector has also become the single most prolific source of female
labor force employment in Bangladesh.
• Bangladesh compete favorably in exporting RMG with China, India,
Vietnam etc. The buyers include Walmart, Adidas, Target and all the
big brands in US, Canada and Europe.
6. Motivation for the op-ed article
• In developed countries, when a worker dies in a work-related accident,
usually the insurance company and employer firms take the
responsibility of compensating the victim. Sometimes, the amount of
compensation is decided in the court (specially when the victim’s
family challenge the amount of the compensation).
• However, in a less developed country like Bangladesh, this practice is
not very standard. Due to the lack of proper institutional structure, the
Government of the country takes responsibility of providing
compensation to the victim’s family. Most of the time this
compensation amount is decided at random.
7. Motivation for the op-ed article
• After the tragic incident in Savar, the Bangladesh government
announced that it will give an compensation amount equal to Take 1
Million ($12,825) to each victim.
• In a recent accident in another Garment Factory (Tazreen Garments),
the Government has announced to give a compensation of Taka .7
million ($ 8977) to each victim.
• We wanted to provide a scientific method of calculating this
compensation amount. In the process, we showed that even the
minimum number you can calculate is higher in most cases than the
amount the government has proposed.
8. The Basic Idea
• Whenever a worker suffers from a workplace injury, the first
monetarily measurable loss incurred is the loss of wages resulting
from the injury. In order to determine this loss, we first have to know
the age of the worker at the time of the injury and the average age of
retirement for workers in Bangladesh.
• We have calculated an approximate compensation amount by
considering the income that the worker would have brought in if alive
till the age of retirement, further adjusted to the current market wage,
inflation and interest rates.
9. The Basic Idea
• We also discounted all the forecasted future incomes into present value
since the proposal is to make a one-time compensation to the family of
the workers. This technique is called “discounted value of future cash
flow”.
• The young workers who died in the building collapse, lost more work-
life years than their older colleagues. So our compensation proposal is
also age-based where younger worker will get higher compensation.
• Giving an exact estimate of the value of a human-life is impossible.
But this technique will give a reasonable lower bound of the
compensation that should be made.
15. Assumptions
• The salaries of workers and employees increase every year at a rate
equal to the Consumer Price Index (CPI) inflation rate.
• Average retirement year for garment workers and employees is 45-50
years.
• The workers and employees will get promoted to the next level of
salary-grade after every 5 years. And once promoted to the highest
level of salary-grade (grade 1 in each case), he or she will remain at
that grade until the day of retirement.
• There is no labor mobility/movement from one industry to another.
That is, the workers and employees are assumed to work only in the
garments sector for ever.
16. Assumptions
• The average inflation (CPI) rates for the next 30 years are assumed
(forecasted) to be equal to the average of last 25 years of inflation
(6.28%). The real discount rate for the next 30 years are assumed
(forecasted) to be equal to the average of last 25 years of discount rate
(2.72%). The real discounted rate is calculated as deposit interest rate
minus the CPI inflation rate.
17. Assumptions
• The salary is assumed to be equal to be the basic salary (without the
bonus). However, the bonus salary usually makes up for more than
50% of the workers’ annual salary. In reality, wage is sticky (i.e. it
doesn’t get adjusted every year). Our first assumption regarding the
regular annual increment of salary is a proxy for the missing bonuses
from our calculation.
• We divided the entire work-force into 5 age categories. Below 20, 21-
25, 26-30,31-35 and above 35. Deceased workers in the 20 and below
age group should be compensated with 30 years, 21-25 years age
group with 25 years, 26-30 years group with 20 years, 31-35 years
group with 15 years, and lastly, 35 and above group with 10 years
equivalent of wages.
19. Methodology
• Say a worker was in age group 21-25 and was earning Grade 5 level
salary at the time of her death in the factory (in 2013). How do you
calculate her compensation?
• First, our assumption is that, due to her untimely death, she has lost
25 years of wage income. The next 5 years (2014-2018), she will be in
grade 5 and then in 2019 she will be promoted to the next higher grade
i.e. grade 4. She was supposed to receive salary at grade 4 level during
(2019-2023) and then would be promoted to next level (grade 3) in
2024. Each year, the salary was supposed to be increased by the CPI
inflation rate. This way we can calculate her 25 years of salaries (until
2038 when she would retire). Now we take the present value of all
these 30 years of salaries and add them to arrive at the compensation
amount proposed ($38474.75).
21. Estimation of the compensation package to
Workers (in US $)
Salary
scale/Age group Age below 20 Age 21-25 Age 26-30 Age 31-35 Age above 35
Grade 1 77450.97 58850.94 43164.26 29934.61 18777.14
Grade 2 75335.77 56735.74 41049.06 27819.42 16661.95
Grade 3 70207.39 51607.36 35920.68 22691.03 11533.57
Grade 4 64311.15 45711.12 30024.44 16794.8 8156.76
Grade 5 57074.78 38474.75 22788.07 12545.76 7485.31
Grade 6 48317.99 29717.96 17573.44 11573.15 6941
Grade 7 37652.7 23252.68 16138.01 10645.58 6382.94
22. Estimation of the compensation package to
Workers (in US $)
Salary scale/Age
group Age 20 or below Age 21-25 Age 26-30 Age 31-35 Age above 35
Grade 1 54132.40 41132.38 28758.44 20922.04 13123.81
Grade 2 52722.27 39722.25 28758.44 19511.91 11713.68
Grade 3 37351.74 28551.73 21130.07 14870.88 9592.08
Grade 4 47084.68 34084.65 23120.85 13874.32 7755.71
The red-font estimates are not applicable since these cases are highly unlikely.
23. Some Recent Developments
• Buyers from different countries are trying to impose condition of
work-place environment improvement on the factories.
• Few buyers and Bangladesh Garment Manufactures & Exporters
Association (BGMEA) have promised to give some amount of
compensation to the victims’ families.
• There is political pressure from US and EU on Bangladesh to
introduce Labor Union RMG sectors.
24. Visit our website and read the op-ed
• Website: http://savartragedy.wordpress.com/
• The English op-ed article in The Daily Star:
http://www.thedailystar.net/beta2/news/the-value-of-a-garment-
workers-life/
• The Bangla op-ed article in Prothom Alo: http://www.prothom-
alo.com/detail/date/2013-05-27/news/355350
25. Co-Authors
• Ayesha Sania, Doctor of Science (Epidemiology), Harvard University.
MBBS, Dhaka Medical College
• Fahim Hassan, M.A (Economics),University of Alberta
• Nisha Noor, Master of Arts (Political Science), Saint Louis
University, Missouri; Master of Arts (Economics), University of
Dhaka.
• Rumana Jesmin Khan, PhD (Epidemiology), University of
California, Davis.
• Nafis Hasan, Research Assistant (Pharmaceutical Sciences) Thomas
Jefferson University, BS (Biology), Lafayette College.