A presentation given by Ian Brinkley from the Work Foundation to the public consultation event on zero-hours contracts, hosted by the NICVA Centre for Economic Empowerment on 19 September 2014.
A presentation given by David Fry from the Confederation of British Industry (CBI) Northern Ireland to a public consultation event on zero-hours contracts, hosted by the NICVA Centre for Economic Empowerment on 19 September 2014.
The document discusses contractualization as a key principle of agricultural advisory services in Benin according to stakeholders' perceptions of its alignment with FAAP principles and challenges. It analyzes views from the Ministry, field agents, and farmers who find that while the approach aims to empower farmers, limitations in resources, training, and credit access prevent it from being effectively implemented compared to previous top-down models. Barriers include farmers' low literacy and lack of understanding of contracts and tools, as well as stoppage of activities when funds end.
The document discusses contract and agency labor (CAL), which has become an increasing issue for unions globally. CAL refers to precarious work arrangements where companies outsource jobs to other employers or agencies. This limits workers' job security, pay, benefits and union protections. The growth of CAL poses challenges for identifying responsible employers and enforcing labor laws and rights. Unions are also threatened by losing members and bargaining power as more jobs become temporary or insecure through CAL.
This document discusses different types of employment and changing work patterns in Australia. It covers the definitions of employers and employees, as well as different types of employment contracts like awards, enterprise agreements, and individual workplace agreements. The document also discusses benefits of education and training for employment. Unemployment is discussed, covering cyclical, frictional, and structural unemployment. Overall, the document provides an overview of employment issues in Australia, including different types of employment and contracts as well as changing work patterns and unemployment.
This document discusses how to determine if a worker is an employee or independent contractor. It examines factors like control over work, integration into the organization, provision of equipment, ability to delegate work, mutuality of obligation, and access to benefits. It also covers workers' rights, casual workers including zero-hours contracts, and potential discrepancies between contractual terms and actual practice. Employee shareholders who receive company shares may forfeit some statutory employment rights in return.
Zapreneur proposals for youth unemployment naledi panelZapreneur
Argues that youth unemployment in South Africa must be recognised as a manifestation of a wider poverty trap in South Africa. Proposes that strategies to expand social security, community works and asset building must be considered.
Who is subject to the ae duties april 2017Henry Tapper
This document summarizes who is subject to and excluded from automatic enrolment duties in the UK. Certain individuals like directors without employment contracts, the truly self-employed, and office holders carrying out non-executive duties are excluded. Employers have some options to not enroll certain individuals like directors, LLP partners, and those in notice periods. The document also provides guidance on determining if contractors should be considered employees subject to automatic enrolment duties or excluded as self-employed.
The document discusses youth unemployment in South Africa. It argues that age alone is not the defining factor, and that belonging to a particular generation with high unemployment risks can negatively impact employment prospects long-term. While short-term interventions may help youth, structural changes are needed to address unemployment at a generational level. It proposes several strategies and interventions to provide income and training opportunities for unemployed youth, but questions whether capacity exists to deliver these programs at scale and whether structural economic reforms are also needed.
A presentation given by David Fry from the Confederation of British Industry (CBI) Northern Ireland to a public consultation event on zero-hours contracts, hosted by the NICVA Centre for Economic Empowerment on 19 September 2014.
The document discusses contractualization as a key principle of agricultural advisory services in Benin according to stakeholders' perceptions of its alignment with FAAP principles and challenges. It analyzes views from the Ministry, field agents, and farmers who find that while the approach aims to empower farmers, limitations in resources, training, and credit access prevent it from being effectively implemented compared to previous top-down models. Barriers include farmers' low literacy and lack of understanding of contracts and tools, as well as stoppage of activities when funds end.
The document discusses contract and agency labor (CAL), which has become an increasing issue for unions globally. CAL refers to precarious work arrangements where companies outsource jobs to other employers or agencies. This limits workers' job security, pay, benefits and union protections. The growth of CAL poses challenges for identifying responsible employers and enforcing labor laws and rights. Unions are also threatened by losing members and bargaining power as more jobs become temporary or insecure through CAL.
This document discusses different types of employment and changing work patterns in Australia. It covers the definitions of employers and employees, as well as different types of employment contracts like awards, enterprise agreements, and individual workplace agreements. The document also discusses benefits of education and training for employment. Unemployment is discussed, covering cyclical, frictional, and structural unemployment. Overall, the document provides an overview of employment issues in Australia, including different types of employment and contracts as well as changing work patterns and unemployment.
This document discusses how to determine if a worker is an employee or independent contractor. It examines factors like control over work, integration into the organization, provision of equipment, ability to delegate work, mutuality of obligation, and access to benefits. It also covers workers' rights, casual workers including zero-hours contracts, and potential discrepancies between contractual terms and actual practice. Employee shareholders who receive company shares may forfeit some statutory employment rights in return.
Zapreneur proposals for youth unemployment naledi panelZapreneur
Argues that youth unemployment in South Africa must be recognised as a manifestation of a wider poverty trap in South Africa. Proposes that strategies to expand social security, community works and asset building must be considered.
Who is subject to the ae duties april 2017Henry Tapper
This document summarizes who is subject to and excluded from automatic enrolment duties in the UK. Certain individuals like directors without employment contracts, the truly self-employed, and office holders carrying out non-executive duties are excluded. Employers have some options to not enroll certain individuals like directors, LLP partners, and those in notice periods. The document also provides guidance on determining if contractors should be considered employees subject to automatic enrolment duties or excluded as self-employed.
The document discusses youth unemployment in South Africa. It argues that age alone is not the defining factor, and that belonging to a particular generation with high unemployment risks can negatively impact employment prospects long-term. While short-term interventions may help youth, structural changes are needed to address unemployment at a generational level. It proposes several strategies and interventions to provide income and training opportunities for unemployed youth, but questions whether capacity exists to deliver these programs at scale and whether structural economic reforms are also needed.
Charity Reserves: the good, the bad and the uglyNICVA
A presentation from Gemma Woodward, Executive Director and Director of Responsible Investment at Quilter Cheviot on charity reserves. Presentation given at NICVA's Charity Finance Conference for Trustees.
New charity accounting and reporting regulationsNICVA
Presentation from the Charity Commission for Northern Ireland on the charity accounting and reporting regulations for NI charities. Presentation given at NICVA's Charity Finance Conference for Trustees.
A presentation on charity fundraising through lotteries, public collections, fundraising events and trading. Presentation given at NICVA's Charity Finance Conference on 8 November 2016.
Financial governance and the role of the boardNICVA
A presentation from Peter McBride, CEO of Niamh and Charit of NICVA's Resources Committee on Financial governance and the role of the board. Presentation given at NICVA's Charity Finance Conference for Trustees on 8 November.
The Independent Examination of Receipts & Payments AccountsNICVA
This document provides guidance on conducting an independent examination of receipts and payments charity accounts in accordance with regulatory requirements. It outlines the key directions that must be followed, including maintaining independence, documenting the examination process, understanding the charity, checking accounting records, verifying consistency between records and accounts, identifying conflicts of interest, conducting analytical reviews, checking account formats, comparing reports, and producing the independent examiner's report. Membership with the Association of Charity Independent Examiners is recommended for training and support resources.
- Non-permanent workers, including temporary and agency employees, make up around 6% of the UK workforce and have remained stable over time.
- They tend to be younger workers and are concentrated in less skilled occupations with lower pay than permanent roles.
- Employers use non-permanent staff primarily to match fluctuating demand and obtain specialized skills, not as a way to cut costs or avoid legal obligations.
- While temporary jobs have less security, benefits, and opportunities for development, workers report similar or even lower levels of stress than permanent employees.
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
The document discusses work-life balance and its importance for both employees and employers. It outlines how changing demographics, a 24/7 culture, and technology have increased the need for work-life balance. Employers can benefit from work-life balance through increased productivity, lower absenteeism and turnover, and improved customer experience. The document provides examples of flexible work policies and recommends employers consult staff and set measures to monitor progress.
The information technology and information technology-enabled services (IT/ITES) industries require skilled
human resources to unlock their potential. This will provide the foundation for take-off, which, for now, is falling
short. As envisioned in Digital Bangladesh, the IT/ITES industries can adopt the latest technologies across
different industries and should grow hand in hand with other drivers of growth.
Access to quality higher education must rise to develop future industry leaders in IT/ITES. While the gross
enrollment rate of tertiary education in Bangladesh has more than doubled from 7.7% in 2007 to 17.6% in 2017,
this is still below the lower-middle-income country average of 24%. Demand for higher education in Bangladesh will
surely increase as the economy expands; thus, the question now is what higher education fields should Bangladesh
prioritize for investment. The IT/ITES industries need skilled graduates who can work up to global standards.
This tracer study, which aims to improve the labor market outcomes of tertiary graduates of computer science and
engineering and/or institutes of information technology in Bangladesh, will help in the preparation of a new highereducation project in the country to be funded by ADB, the Improving Computer and Software Engineering Tertiary
Education Project. While that project selected only four universities, this tracer study covered an additional five
universities in Dhaka. I hope that the study findings will prove informative and improve computer science and
engineering and/or institutes of information technology beyond the nine universities included.
Presented at "Big Data and the complexity of Labour Market policies"
Annual meeting of the European Network on Regional Labour Market Monitoring
15th - 16th October 2015, University of Milano-Bicocca, Milan, Italy during L’European Network on Regional Labour Market Monitoring (EN RLMM) è stato costituito nel 2006 ed ha come obiettivo la valorizzazione e l’attuazione di ricerche sul mercato del lavoro con attenzione ai territori regionali e locali, alle politiche pubbliche e ai sistemi di servizi per l’impiego e la formazione. Vi partecipano enti e istituzioni (pubbliche e private) di 27 paesi europei. Le attività dell’EN RLMM si sviluppano ogni anno attorno ad un argomento principale (Big Data and the Complexity of Labour Market Policies per il 2015). Negli anni, più di 400 persone sono state coinvolte nelle attività dell’EN RLMM, attraverso il trasferimento di conoscenze derivanti da studi e ricerche svolte in campo scientifico e la condivisione di ricerche sulle best practice degli osservatori sul mercato del lavoro europeo. Il network è diventato negli anni un punto di riferimento per policy-makers di livello regionale e locale ed ha in corso stabili contatti con organizzazioni Europee come la DG Employment, Cedefop, OECD LEED e EESC.
The document discusses survey findings on remote work practices during the COVID-19 pandemic. Key findings include:
- Most organizations will allow some portion of employees to work remotely part-time going forward, compared to before the pandemic. Many expect to reduce office space as a result.
- Compensation policies for remote workers vary, with some basing pay on location and others maintaining similar pay rates to onsite workers.
- While most organizations are not changing benefits, some are offering allowances for home office setup costs, utilities, and additional wellness benefits for remote employees.
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
This document is a master's thesis that examines the impact of demographic, economic, and institutional factors on flexible employment patterns using international macroeconomic data. It aims to explore drivers of variation in temporary and self-employment across countries. The thesis finds that none of the selected determinants significantly explain differences in temporary employment, but globalization, age, and agricultural sector size are associated with differences in self-employment rates across countries.
People at Work 2022: A Global Workforce View" del ADP Research InstituteAproximacionAlFuturo
Workers want change and are re-evaluating what is important in a job beyond just salary. They are more focused on well-being, life outside of work, flexibility and company ethics/values. Many are considering changing jobs.
Job satisfaction is high but expectations are also high around pay raises and flexibility. Stress levels are increasing which impacts work.
While pay is a priority, many would accept less pay for better work-life balance or flexibility. Remote work is popular with many considering relocating or already doing so. Forcing a return could cause people to leave.
The document is a summary of a global workforce survey analyzing attitudes, satisfaction, priorities and expectations. It finds workers want more flexibility
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Association for Public Policy Analysis & Management.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and disciplines to help organizations with recruitment strategies and individuals understand market rates.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and functions to help organizations with recruitment strategies and individuals understand market rates.
The document discusses changing demographics in the workforce and increasing needs for flexibility. It notes that the modern workforce has more dual-focused workers who juggle work and family responsibilities. Surveys also find declining aspirations to move up and increased disengagement. The document argues that effective work-life programs can boost satisfaction, engagement, retention and business metrics. Flexibility should be viewed not just as a benefit but a management strategy and cultural value.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Savings and Retirement Foundation.
Charity Reserves: the good, the bad and the uglyNICVA
A presentation from Gemma Woodward, Executive Director and Director of Responsible Investment at Quilter Cheviot on charity reserves. Presentation given at NICVA's Charity Finance Conference for Trustees.
New charity accounting and reporting regulationsNICVA
Presentation from the Charity Commission for Northern Ireland on the charity accounting and reporting regulations for NI charities. Presentation given at NICVA's Charity Finance Conference for Trustees.
A presentation on charity fundraising through lotteries, public collections, fundraising events and trading. Presentation given at NICVA's Charity Finance Conference on 8 November 2016.
Financial governance and the role of the boardNICVA
A presentation from Peter McBride, CEO of Niamh and Charit of NICVA's Resources Committee on Financial governance and the role of the board. Presentation given at NICVA's Charity Finance Conference for Trustees on 8 November.
The Independent Examination of Receipts & Payments AccountsNICVA
This document provides guidance on conducting an independent examination of receipts and payments charity accounts in accordance with regulatory requirements. It outlines the key directions that must be followed, including maintaining independence, documenting the examination process, understanding the charity, checking accounting records, verifying consistency between records and accounts, identifying conflicts of interest, conducting analytical reviews, checking account formats, comparing reports, and producing the independent examiner's report. Membership with the Association of Charity Independent Examiners is recommended for training and support resources.
- Non-permanent workers, including temporary and agency employees, make up around 6% of the UK workforce and have remained stable over time.
- They tend to be younger workers and are concentrated in less skilled occupations with lower pay than permanent roles.
- Employers use non-permanent staff primarily to match fluctuating demand and obtain specialized skills, not as a way to cut costs or avoid legal obligations.
- While temporary jobs have less security, benefits, and opportunities for development, workers report similar or even lower levels of stress than permanent employees.
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
The document discusses work-life balance and its importance for both employees and employers. It outlines how changing demographics, a 24/7 culture, and technology have increased the need for work-life balance. Employers can benefit from work-life balance through increased productivity, lower absenteeism and turnover, and improved customer experience. The document provides examples of flexible work policies and recommends employers consult staff and set measures to monitor progress.
The information technology and information technology-enabled services (IT/ITES) industries require skilled
human resources to unlock their potential. This will provide the foundation for take-off, which, for now, is falling
short. As envisioned in Digital Bangladesh, the IT/ITES industries can adopt the latest technologies across
different industries and should grow hand in hand with other drivers of growth.
Access to quality higher education must rise to develop future industry leaders in IT/ITES. While the gross
enrollment rate of tertiary education in Bangladesh has more than doubled from 7.7% in 2007 to 17.6% in 2017,
this is still below the lower-middle-income country average of 24%. Demand for higher education in Bangladesh will
surely increase as the economy expands; thus, the question now is what higher education fields should Bangladesh
prioritize for investment. The IT/ITES industries need skilled graduates who can work up to global standards.
This tracer study, which aims to improve the labor market outcomes of tertiary graduates of computer science and
engineering and/or institutes of information technology in Bangladesh, will help in the preparation of a new highereducation project in the country to be funded by ADB, the Improving Computer and Software Engineering Tertiary
Education Project. While that project selected only four universities, this tracer study covered an additional five
universities in Dhaka. I hope that the study findings will prove informative and improve computer science and
engineering and/or institutes of information technology beyond the nine universities included.
Presented at "Big Data and the complexity of Labour Market policies"
Annual meeting of the European Network on Regional Labour Market Monitoring
15th - 16th October 2015, University of Milano-Bicocca, Milan, Italy during L’European Network on Regional Labour Market Monitoring (EN RLMM) è stato costituito nel 2006 ed ha come obiettivo la valorizzazione e l’attuazione di ricerche sul mercato del lavoro con attenzione ai territori regionali e locali, alle politiche pubbliche e ai sistemi di servizi per l’impiego e la formazione. Vi partecipano enti e istituzioni (pubbliche e private) di 27 paesi europei. Le attività dell’EN RLMM si sviluppano ogni anno attorno ad un argomento principale (Big Data and the Complexity of Labour Market Policies per il 2015). Negli anni, più di 400 persone sono state coinvolte nelle attività dell’EN RLMM, attraverso il trasferimento di conoscenze derivanti da studi e ricerche svolte in campo scientifico e la condivisione di ricerche sulle best practice degli osservatori sul mercato del lavoro europeo. Il network è diventato negli anni un punto di riferimento per policy-makers di livello regionale e locale ed ha in corso stabili contatti con organizzazioni Europee come la DG Employment, Cedefop, OECD LEED e EESC.
The document discusses survey findings on remote work practices during the COVID-19 pandemic. Key findings include:
- Most organizations will allow some portion of employees to work remotely part-time going forward, compared to before the pandemic. Many expect to reduce office space as a result.
- Compensation policies for remote workers vary, with some basing pay on location and others maintaining similar pay rates to onsite workers.
- While most organizations are not changing benefits, some are offering allowances for home office setup costs, utilities, and additional wellness benefits for remote employees.
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
This document is a master's thesis that examines the impact of demographic, economic, and institutional factors on flexible employment patterns using international macroeconomic data. It aims to explore drivers of variation in temporary and self-employment across countries. The thesis finds that none of the selected determinants significantly explain differences in temporary employment, but globalization, age, and agricultural sector size are associated with differences in self-employment rates across countries.
People at Work 2022: A Global Workforce View" del ADP Research InstituteAproximacionAlFuturo
Workers want change and are re-evaluating what is important in a job beyond just salary. They are more focused on well-being, life outside of work, flexibility and company ethics/values. Many are considering changing jobs.
Job satisfaction is high but expectations are also high around pay raises and flexibility. Stress levels are increasing which impacts work.
While pay is a priority, many would accept less pay for better work-life balance or flexibility. Remote work is popular with many considering relocating or already doing so. Forcing a return could cause people to leave.
The document is a summary of a global workforce survey analyzing attitudes, satisfaction, priorities and expectations. It finds workers want more flexibility
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Association for Public Policy Analysis & Management.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and disciplines to help organizations with recruitment strategies and individuals understand market rates.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and functions to help organizations with recruitment strategies and individuals understand market rates.
The document discusses changing demographics in the workforce and increasing needs for flexibility. It notes that the modern workforce has more dual-focused workers who juggle work and family responsibilities. Surveys also find declining aspirations to move up and increased disengagement. The document argues that effective work-life programs can boost satisfaction, engagement, retention and business metrics. Flexibility should be viewed not just as a benefit but a management strategy and cultural value.
Presentation by Justin Falk and Nadia Karamcheva, analysts in CBO's Labor, Income Security, and Long-Term Analysis Division, to the Savings and Retirement Foundation.
Labor Policy Analysis for Jobs Expansion and DevelopmentFEF Philippines
Study conducted and presented by FEF Fellow Vicente Paqueo, Aniceto Orbeta, Leonardo Lanzona and Dean Dulay for the PIDS Economic Policy Monitor Seminar, April 3, 2014. The study concludes that minimum wages and labor security have negative effects for poverty alleviation and income growth.
Newcastle seminar presentation on regulationMark Beatson
This document discusses the impact of employment regulation on firms. It explores regulation both as a burden on businesses by increasing costs, and as a dynamic force that can motivate change. While regulations were initially seen as a major challenge, business perceptions of regulatory burden have fallen over time. Compliance costs are now relatively modest, though the process is still seen as burdensome. Regulations have led some firms to formalize policies and procedures but have not fundamentally changed management practices. The impact likely varies for different sized firms. Overall, regulations have generally been carefully crafted to not be too disruptive or costly, and tend to reinforce existing practices rather than drive transformational change.
Newcastle seminar presentation beatson with referencesNuBizHRMWE
Regulation affects employers in complex ways. It can burden businesses by increasing costs but can also act as a dynamic force that enables innovation. While regulations may increase compliance costs for firms, these costs are now relatively modest compared to other challenges firms face like attracting customers. Additionally, businesses' perceptions of regulatory burdens have been falling in recent years. Overall, employment regulations have had limited impact on fundamentally changing management practices in firms, though they have increased formalization of policies and procedures to some degree. The impact of regulations varies for different sized firms, especially between large firms and small- and medium-sized enterprises.
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...shrm
This is part one of the five-part series conducted in collaboration with MassMutual. The majority (84%) of organizations provide group long-term disability insurance plans to their employees, but will the maximum benefit amount be enough for all employees to support themselves and their families?
A Matter of Time - The Rise of Zero Hours ContractsMiqui Mel
- The use of zero-hours contracts has risen sharply in recent years according to official statistics, though the true scale is likely higher due to underreporting. Zero-hours contracts allow employers flexibility but provide little stability for many employees.
- Those on zero-hours contracts earn less on average, work fewer hours per week, and are more likely to be seeking more work than those not on such contracts. The increased use of zero-hours contracts may be contributing to rising under employment and low pay.
- Zero-hours contracts are more common among young people, those with lower education levels, and in certain industries like health and hospitality. Their use has implications for employees' financial security, work-life balance, and access
Similar to Zero-hours contracts - insecurity of flexibility? (20)
The document analyzes the costs and benefits of subsidized childcare in Northern Ireland. It summarizes findings from studies in Quebec, Denmark, and the Netherlands on the economic impacts of increased childcare subsidies. The analysis estimates that while subsidies may increase maternal employment and earnings, the quantifiable costs of the subsidies would likely exceed the quantifiable economic benefits. It finds that large fiscal deficits would result and the policy would not pay for itself. While there may be social benefits, the document concludes the economic case for subsidies to pay for themselves is not clear.
A report commissioned from PricewaterhouseCoopers (PwC) by the NICVA Centre for Economic Empowerment and published 1 December 2015.
The report employs a cost-benefit analysis to determine the economic benefits and costs of applying international systems of highly-subsidised childcare (Quebec, Denmark and Netherlands).
Appendices to the report are available at http://www.nicva.org/resource/universal-childcare-northern-ireland-cost-benefit-analysis
Presentation by Stephen Kelly of Manufacturing NI to the NICVA Centre for Economic Empowerment Masterclass on Energy Markets in Northern Ireland (17 October 2014)
This presentation covers the cost of energy and its impact on Northern Ireland business, especially large manufactures, and the importance of this to the economy. The difference between the cost of generation and the price paid, where the policy priorities lie, how manufacturers are coping with high costs and what the response should be.
Presentation by Paul Wallace of National Energy Action NI to the NICVA Centre for Economic Empowerment Masterclass on Energy Markets in Northern Ireland (17 October 2014). The presentation address the factors and implications of fuel poverty, what can be done to mitigate it, and the importance of energy efficiency.
Presentation given by Richard Williams, Head of Energy Policy at the Consumer Council NI, to the NICVA Centre for Economic Empowerment Masterclass on Energy Markets in Northern Ireland. This presentation covered the level and drivers of NI energy prices, how well the local markets function for consumers, the role of competition and the Utility Regulator in ensuring supply and price control.
This report, the eighth published by NICVA’s Centre for Economic Empowerment, estimates the economic impact of raising the pay of all workers in Northern Ireland to the level of the Living Wage. The authors conclude that the Living Wage could be adopted without net economic detriment, and may even result in a net economic gain.
The Living Wage is a key indicator of low pay. It is the hourly rate that would provide a full-time worker with a basic, but acceptable, standard of living. In Northern Ireland the Living Wage is currently £7.65; approximately one quarter of employees earn less than this benchmark.
One of the most troubling aspects of the long boom which preceded the 2008 crash was how low pay became more prevalent at the same time as profits flourished and wages soared at the top end of the labour market. This not only jarred with many people’s sense of fairness and undermined bonds of social solidarity; it also contributed to rising economic inequality, a major cause of the recession and a source of various social and economic problems. Eradicating low pay is therefore a key element of creating a good economy.
While the ethical case for paying employees the Living Wage resonates widely, there is less agreement on the economic consequences. Higher labour costs could result in reduced profits and investment, as well as job losses and inflation. Others claim that raising wage levels would improve workers’ productivity, boost consumer spending, and therefore employment. In this context the economic implications merit careful consideration.
Given this positive appraisal it is interesting to note that many campaigners do not advocate raising the statutory Minimum Wage to the level of the Living Wage. Rather, they target specific employers who they believe can afford to pay their low-wage workers more. The findings of this report suggest that it is perhaps time for the Living Wage campaign to become more ambitious. At the very least, ensuring that every worker receives a decent wage should be adopted as a long-term goal.
For more information on the report please visit http://www.nicva.org/resource/economic-analysis-living-wage-northern-ireland
An infographic highlighting the key points from the NICVA Centre for Economic Empowerment's report 'An Economic Analysis of the Living Wage in Northern Ireland'. For more information on the report please visit http://www.nicva.org/resource/economic-analysis-living-wage-northern-ireland
Presentation by Ian Mulheirn from Oxford Economics NI at the launch of the NICVA Centre for Economic Empowerment report 'An Economic Analysis of the Living Wage in Northern Ireland' on 9 September 2014. For more information on the report, please visit http://www.nicva.org/resource/economic-analysis-living-wage-northern-ireland
In 2008 Northern Ireland experienced a severe property crash. The extreme rise in house prices which preceded the crash was, at the time, broadly welcomed as a sign of growing prosperity. But it is now clear that while some vested interests benefited, the property bubble caused significant social and economic damage.
The prospect of speculative gains diverted investment away from productive outlets and into inflating property prices. Soaring house prices led households to take on onerous mortgages, debts which will long stifle spending and investment. And when the bubble burst, construction collapsed, meaning many people faced unemployment.
Avoiding a re-emergence of a real estate bubble should be an economic priority for government. This report, the seventh in our research series, proposes a solution. It explains how a Land Value Tax could operate in Northern Ireland to prevent speculation on land - a major cause of real estate bubbles. Significantly, because it involves reforming the rates system, this is a solution within the power of Northern Ireland’s Assembly and District Councils.
House prices in Northern Ireland are on the rise again. As before, this has been widely welcomed as an indication of economic progress. It is important to ensure that any price rises are a sustainable result of real economic growth, rather than speculation. In this context, this report is crucial reading.
For more information, visit: http://www.nicva.org/news/tax-land-not-houses
A presentation given by Ross Brown (Green Party Councillor and associate of Bryson Energy) on how Energy Brokering (community oil buying clubs) works and the benefits that it brings to its members.
A presentation given by Sinead Quinn from Volunteer Now's Timebanking project to the NICVA Centre for Economic Empowerment Masterclass on 13 June 2014. The presentations covers how timebanking works and the benefits it can bring to participants and to the wider community as an alternative form of currency.
A presentation given by Leander Bindewald from the New Economics Foundation (nef) to the NICVA Centre for Economic Empowerment Masterclass on Community Currencies and Trading Schemes. This presentation looks at where money comes from - it's creation as debt created by commercial banks, to how it can be transformed and diversified to better serve community needs and bring economic benefits to localities.
Presentation given by Graeme Harrison, Associate Director of Oxford Economics to the NICVA Centre for Economic Empowerment (CEE) conference on Working Poverty, 28 May 2014.
A presentation given by Micheál Collins from the Nevin Economic Research Institute (NERI) to the NICVA Centre for Economic Empowerment (CEE) Basic Income Masterclass on 16 May 2014. See http://www.nicva.org/news/basic-income-masterclass for more.
A presentation given by Maureen O'Reilly to the NICVA Centre for Economic Empowerment (CEE) Basic Income Masterclass on 16 May 2014. See http://www.nicva.org/news/basic-income-masterclass for more.
More from NICVA Centre for Economic Empowerment (16)
13 Jun 24 ILC Retirement Income Summit - slides.pptxILC- UK
ILC's Retirement Income Summit was hosted by M&G and supported by Canada Life. The event brought together key policymakers, influencers and experts to help identify policy priorities for the next Government and ensure more of us have access to a decent income in retirement.
Contributors included:
Jo Blanden, Professor in Economics, University of Surrey
Clive Bolton, CEO, Life Insurance M&G Plc
Jim Boyd, CEO, Equity Release Council
Molly Broome, Economist, Resolution Foundation
Nida Broughton, Co-Director of Economic Policy, Behavioural Insights Team
Jonathan Cribb, Associate Director and Head of Retirement, Savings, and Ageing, Institute for Fiscal Studies
Joanna Elson CBE, Chief Executive Officer, Independent Age
Tom Evans, Managing Director of Retirement, Canada Life
Steve Groves, Chair, Key Retirement Group
Tish Hanifan, Founder and Joint Chair of the Society of Later life Advisers
Sue Lewis, ILC Trustee
Siobhan Lough, Senior Consultant, Hymans Robertson
Mick McAteer, Co-Director, The Financial Inclusion Centre
Stuart McDonald MBE, Head of Longevity and Democratic Insights, LCP
Anusha Mittal, Managing Director, Individual Life and Pensions, M&G Life
Shelley Morris, Senior Project Manager, Living Pension, Living Wage Foundation
Sarah O'Grady, Journalist
Will Sherlock, Head of External Relations, M&G Plc
Daniela Silcock, Head of Policy Research, Pensions Policy Institute
David Sinclair, Chief Executive, ILC
Jordi Skilbeck, Senior Policy Advisor, Pensions and Lifetime Savings Association
Rt Hon Sir Stephen Timms, former Chair, Work & Pensions Committee
Nigel Waterson, ILC Trustee
Jackie Wells, Strategy and Policy Consultant, ILC Strategic Advisory Board
Monthly Market Risk Update: June 2024 [SlideShare]Commonwealth
Markets rallied in May, with all three major U.S. equity indices up for the month, said Sam Millette, director of fixed income, in his latest Market Risk Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
Dr. Alyce Su Cover Story - China's Investment Leadermsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Budgeting as a Control Tool in Government Accounting in Nigeria
Being a Paper Presented at the Nigerian Maritime Administration and Safety Agency (NIMASA) Budget Office Staff at Sojourner Hotel, GRA, Ikeja Lagos on Saturday 8th June, 2024.
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Madhya Pradesh, the "Heart of India," boasts a rich tapestry of culture and heritage, from ancient dynasties to modern developments. Explore its land records, historical landmarks, and vibrant traditions. From agricultural expanses to urban growth, Madhya Pradesh offers a unique blend of the ancient and modern.
“Amidst Tempered Optimism” Main economic trends in May 2024 based on the results of the New Monthly Enterprises Survey, #NRES
On 12 June 2024 the Institute for Economic Research and Policy Consulting (IER) held an online event “Economic Trends from a Business Perspective (May 2024)”.
During the event, the results of the 25-th monthly survey of business executives “Ukrainian Business during the war”, which was conducted in May 2024, were presented.
The field stage of the 25-th wave lasted from May 20 to May 31, 2024. In May, 532 companies were surveyed.
The enterprise managers compared the work results in May 2024 with April, assessed the indicators at the time of the survey (May 2024), and gave forecasts for the next two, three, or six months, depending on the question. In certain issues (where indicated), the work results were compared with the pre-war period (before February 24, 2022).
✅ More survey results in the presentation.
✅ Video presentation: https://youtu.be/4ZvsSKd1MzE
1. Zero hours contracts – insecurity or
flexibility?
Ian Brinkley
Director, The Work Foundation
2. How many people on ZHCs?
700
600
500
400
300
200
100
0
People on ZHCs (individual responses) 1997-2014
People on ZHCs 1997-2014 and number of ZHC
contracts where work was offered in the survey
173 189
week (2013b)
250
583
622
1400
1600
1400
1200
1000
800
600
400
200
0
1997 2011 2012 2013a 2014 2013b
3. Permanent and average tenure of employment 1993-2014
Share of permanent jobs 1993-2014
(% all in work)
Note: all figures April-June, seasonally adjusted. Total employees minus temporary employees as % of all
in employment. Source: Office for National Statistics
79.2%
81.5% 80.3% 79.2%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1993 2008 2010 2014
Average time spent in a job 1993-2013 (years)
Note: all figures annual average, time spent in current job with same employer.
Source: OECD
7.8
8.3
9
10
9
8
7
6
5
4
3
2
1
0
1993 2008 2013
4. Workplace and workforce flexibility 2010-2014
Notes: all figures share of total employment UK, seasonally unadjusted. Working at home is 2011 Q1 to 2014 Q1, zero hours is 2010 Q4 to 2014 Q2.
Sources: Labour Force Survey, ONS and TWF estimates.
Workplace flexibility 2010Q4 2013Q4
Flexitime 11.0 10.5
Annualised contract 4.6 3.9
Term time working 5.3 4.7
Job sharing 0.7 0.6
Zero hours 0.6 2.0
On-call 2.2 2.0
4.5 week/9 day fortnight 1.0 0.9
None of above 75.3 75.9
Workforce flexibility 2010Q4 2014Q2
Part time employees 22.9 21.9
Temporary employees 5.3 5.4
Second jobs 3.8 3.9
Self-employed 13.7 15.0
Working at home (employees) 4.5 4.8
5. Why people take ZHCs and why some are
satisfied
Reason for taking ZHC work
IPSOS Mori Jan 2014 (N=464)
Could not
get regular
work, 28%
Main work
in
sector/occ,
13%
Family ,
24%
Fit with
other jobs,
18%
Prefer
variation,
17%
Why some people are satisfied with a ZHC
Note: some other reason includes being a student (1%) , caring
responsibilities (3%), health problem (3%).
CIPD November 2013 (N=213)
Like
flexibility,
44%
Retirement
related,
27%
Good
pay and
benefits,
Don't need
to work,
11%
7%
Some
other
reason,
16%
6. Job quality and worker engagement
Source: Zero Hours contracts: Myth and Reality CIPD November 2013 ( ZHC N= 456)
% agreeing All ZHCs
Will work more than contracted hours 58% 49%
Highly motivated by core purpose of organisation 53% 61%
Right work-life balance 58% 65%
Positive relationship with colleagues 82% 80%
Job as challenging as it could be 63% 64%
Opportunities to grow and develop 45% 43%
Satisfied with content of job role 60% 65%
Senior managers treat staff with respect 43% 45%
Good relationship with line-manager 64% 59%
Likely to recommend organisation as an employer 54% 52%
Employer does not treat them fairly 29% 27%
Frequently under pressure (every day/1-2 times a week) 41% 29%
Likely could lose job in current economic climate (Nov 2013) 18% 18%
7. The public debate on zero hours contracts
• Emerged in 2010, with most media coverage negative;
• Some see them as symbolic of everything wrong in an
increasingly insecure labour market;
• Others see them as an essential part of a flexible labour
market without which unemployment will increase;
• Growing but not universal consensus
- support for ban on “exclusivity” in ZHCs
- recognition that legislation is a blunt instrument
- recognition of important sectoral differences
- seen as part of a bigger problem (eg low pay)
8. Potential policy responses to ZHCs
Proposals Pros Cons
Ban on exclusivity Justified on equity and flexibility
grounds
May be hard to make water-tight
Don’t know if big problem for ZHCs
Other contracts also have exclusivity clauses
Individual right to request
conversion to regular
employment of some ZHCs
Would discourage unjustified use of
ZHCs
Less flexibility, more complexity and cost
Replaced by other forms of casual work
Most exploited will not make request
Complete ban Reduction in one form of casual
employment
As above
Major departure from UK policy and practice
Would reduce flexibility for individuals who
want/ need these sort arrangements
Change in public procurement,
esp social care
Many private sector employers would
welcome change
May reduce involuntary ZHC use
Higher costs for public funded social services
Could reduce voluntary ZHC use
Collective bargaining Flexible and voluntary approach
specific to sectors (eg NHS,
Universities, food processing)
Coverage weak in many sectors with high use
(hospitality, social care) or large numbers (retail)
Little appetite to strengthen CB role in economy
Better knowledge of rights
Codes of practice
Sectoral forums/codes
Reduce widespread ignorance of rights
of ZHCs and spread best practice
Opportunity to convene groups of
employers and others to look at ZHCs
as part of wider employment practices
Little traction with worst cases and more general
bad management practices
Not clear who will develop national and sectoral
codes or convene sectoral forums
9. Future trends
• Despite “toxic” public image, few signs that many
employers will reduce use of ZHCs;
• Public sector austerity means higher cost solutions to
end ZHCs in social care/NHS will not be fully funded;
• More pressure on employers from semi-legal/voluntary
codes, collective agreements, better informed workforce,
and public procurement to implement best practice;
• More people working beyond state retirement age and
students combining work and study may increase
“voluntary” demand;
• Return to “full employment” would increase more regular
job opportunities and reduce involuntary ZHCs.