Collective Bargaining – The Basics
Most U.S. workers have the legal right to form a union with co-workers and negotiate a binding contract with their employer over pay, benefits, and other work conditions. However, only about 12 percent of us have exercised those rights.
What distinguishes UAW members and our brothers and sisters in other unions from the mostly non-unionized workforce is that we are organized and can bargain contracts that positively impact not only us and our families, but also those non-unionized employees and our country’s economy in the resulting positive ripple effect.
But how much do you know about the collective bargaining process that results in an agreement that sets your take home pay, the health care you and your loved ones rely on, the paid time off you receive, your path to promotion – and so much more?
This is a resources that we hope will provide a basic understanding about your collective bargaining rights. Please contact your local union to find out how you can learn even more.
PeopleMatter: What ACA Means for the Retail and Service Industries WebinarSnag
Watch Yvonne Frame, Client Executive at Marsh & McLennan Agency and Nancy Sansom, VP-Marketing at PeopleMatter to learn how the Affordable Care Act will impact the multi-location service industry. Whether you are in foodservice, hospitality or retail, changes are fast approaching in 2014 that will affect you. You won’t want to miss out on this free webinar to learn:
- What’s actually in – and not in - the Affordable Care Act
- The difference between a 29er and 49er
- Key rules to be aware of when you have multiple locations
-How PeopleMatter can help keep your labor and benefit costs under control
PeopleMatter: What ACA Means for the Retail and Service Industries WebinarSnag
Watch Yvonne Frame, Client Executive at Marsh & McLennan Agency and Nancy Sansom, VP-Marketing at PeopleMatter to learn how the Affordable Care Act will impact the multi-location service industry. Whether you are in foodservice, hospitality or retail, changes are fast approaching in 2014 that will affect you. You won’t want to miss out on this free webinar to learn:
- What’s actually in – and not in - the Affordable Care Act
- The difference between a 29er and 49er
- Key rules to be aware of when you have multiple locations
-How PeopleMatter can help keep your labor and benefit costs under control
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.
PeopleMatter: Your ACA Questions Answered WebinarSnag
Watch Yvonne Frame, Client Executive at Marsh & McLennan Agency and Nancy Sansom, VP-Marketing at PeopleMatter to learn how the Affordable Care Act will impact the multi-location service industry. Whether you are in foodservice, hospitality or retail, changes are fast approaching in 2014 that will affect you. You won’t want to miss out on this free webinar to learn:
- Learn the latest changes in the ACA, including what’s been pushed and what you need to do now
- Hear exactly how control groups work and how to calculate your total costs under them
- Get the rundown on when benefit plans, rules and fees go into effect, and how much they’ll run you
-Watch a live demo of our online and mobile tools that make it easy to keep your labor costs under control
Code on Wages - CoW - Avoidable row on New Wages Bill and Overhaul Minimum Wa...Thyagarajan Muralidharan
The historic labour reform bill has four parts. The first is Code on Wages or CoW bill. This impacts minimum wages which will impact every one of us as employee or employer or as a customer In this article I am arguing that there is no option for the government but to raise the min wages up significantly. My research shows that labour has been shortchanged and this has killed the Skill Movement in india. The new Code on Wages Bill must address the key problem of inconsistent minimum wage determination by the States. Please read and share your views.
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.
PeopleMatter: Your ACA Questions Answered WebinarSnag
Watch Yvonne Frame, Client Executive at Marsh & McLennan Agency and Nancy Sansom, VP-Marketing at PeopleMatter to learn how the Affordable Care Act will impact the multi-location service industry. Whether you are in foodservice, hospitality or retail, changes are fast approaching in 2014 that will affect you. You won’t want to miss out on this free webinar to learn:
- Learn the latest changes in the ACA, including what’s been pushed and what you need to do now
- Hear exactly how control groups work and how to calculate your total costs under them
- Get the rundown on when benefit plans, rules and fees go into effect, and how much they’ll run you
-Watch a live demo of our online and mobile tools that make it easy to keep your labor costs under control
Code on Wages - CoW - Avoidable row on New Wages Bill and Overhaul Minimum Wa...Thyagarajan Muralidharan
The historic labour reform bill has four parts. The first is Code on Wages or CoW bill. This impacts minimum wages which will impact every one of us as employee or employer or as a customer In this article I am arguing that there is no option for the government but to raise the min wages up significantly. My research shows that labour has been shortchanged and this has killed the Skill Movement in india. The new Code on Wages Bill must address the key problem of inconsistent minimum wage determination by the States. Please read and share your views.
hapter 7 Wage and Salary IssuesStarbucks paid $18 million to sJeanmarieColbert3
hapter 7 Wage and Salary Issues
Starbucks paid $18 million to settle an overtime dispute with its employees. The U.S. Department of Labor in 2010 reported a record number of class action lawsuits in which workers won millions of dollars in overtime wages.
Source: AP Images.
Men work for two reasons. One is for wages, and one is for fear of losing their jobs.
Henry Ford (Founder and President, Ford Motor Company)
Chapter Outline
1. 7.1. Union Wage Concerns
2. 7.2. Management Wage Concerns
3. 7.3. Negotiated Wage Adjustments
4. 7.4. Concession Bargaining
5. 7.5. Wage Negotiation Issues
6. 7.6. Wage Surveys
7. 7.7. Costing Wage Proposals
Labor News Overtime Cases Won by Workers
Mark R. Thierman, a Reno, Nevada, attorney and Harvard Law School graduate was a “union buster” management labor attorney for 20 years. Not anymore! Today, he is called the “trailblazer” of what has become a hotbed of U.S. employment cases: the overtime provision of the Fair Labor Standards Act (FLSA). From 2001 to 2010, the number of cases filed in federal courts more than doubled. The U.S. Chamber of Commerce describes it as the “FLSA litigation explosion,” which has led to over $1 billion annually in settlements in recent years. The cases are usually filed against employers on behalf of a large group of employees and have included the following:
· Starbucks: $18 million settlement to store managers in California
· UPS: $87 million settlement to 23,000 drivers
· Walmart: $172 million jury award to California workers and $78.5 million jury award to Pennsylvania workers
· Sony: $8.5 million settlement to video-game employees
· Citigroup/Salomon Smith Barney: $98 million settlement to 20,000 stockbrokers
· IBM: $65 million settlement to 32,000 technical and support workers
· Unite Here: The labor union has been charged with failing to pay organizers overtime
· Abbott Laboratories: A federal judge ruled pharmaceutical reps are due overtime
The core issue of the cases is employers’ failure to pay workers time-and-a-half pay for hours worked over 40 per week as required by the federal law—overtime. About 86 percent of the U.S. workforce is entitled to overtime according to the U.S. Department of Labor, or 115 million workers. Only certain workers are exempt from the law: mostly supervisors, professionals, and executives.
Why the recent deluge of cases? In 2010 the U.S. Department of Labor cited the following as possible reasons for the increase in class action suits for overtime violations:
· Successful employees are receiving double damages plus attorney fees—making it worth their efforts.
· Some employers are unclear about new overtime guidelines.
· Workers are more informed of their rights and willing to file suits.
· Competitive economic forces are increasingly causing employers to seek ways of cutting costs.
Source: Adapted from Michael Orey, “Wage Wars: Workers from Truck Drivers to Stockbrokers Are Winning Huge Overtime Lawsuits,” Business Week (October 1, 2007), pp. ...
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
Discussion of House and Senate Bills: The major provisions and the facts as to how they impact you and me: e.g. insured and uninsured, small business owners.
Debunking the myths: What the right-wing opponents of reform are saying and the truth.
HR Webinar: Ho, Ho, Ho My Goodness: Compliance Review for Year-End 2019Ascentis
We, in HR, have some unique holiday traditions. Sometime between the turkey and cranberries, and the mistletoe and gift wrapping, our thoughts turn to compliance, and how our responsibilities may be changing at the first of the coming year. In this session, we will review the rather impressive list of HR, Benefits and Payroll-related changes coming our way in January 2020.
We hope to see you there! Stay tuned for more accredited session invitations.
A new report for the Chifley Research Centre shows the high cost for typical working Australians of cutting penalty rates.
People with normal jobs in middle Australia will be significantly worse off every week if penalty rates are cut.
Cutting penalty rates: measuring the impact contains modelling which shows case studies for hours worked under the key awards which have protected penalty rates.
Some workers are set to lose nearly one sixth of their earnings.
Every case study shows workers worse off, either through lost earnings or extra hours of work to maintain their pay.
The pay cuts range from four per cent to fourteen per cent of take home pay. (Detailed tables are contained in the report.)
A typical part time retail worker is $78 worse off every week – or she will have to work an extra four hours every week to make it up.
A typical part time fast food worker is $39 worse off every week – or he will have to work an extra two hours every week.
A typical full time hospitality worker is $35 worse off every week – or he will have to work an extra two hours.
A typical part time pharmacy worker is $78 worse off every week – or she will have to work an extra four hours every week.
The report Cutting penalty rates: measuring the impact shows that many Australians will be much worse off because of penalty rate cuts. Chifley’s research also shows that our economy is being damaged by rising inequality.
This is why the conservative combination of plans to cut wages for low paid Australians with plans to cut taxes on the highest-income earners is very worrying. Labour market changes to squeeze working and middle class Australians and tax changes which reward top earners are making this even worse.
The report of the Chifley Research Centre’s Inclusive Prosperity Commission (http://www.chifley.org.au/Inequality-the-facts-and-the-future) showed that rising inequality is damaging productivity by restricting skills formation; damaging participation by hurting public health; and hurting demand by squeezing wages.
ABOUT THIS REPORT
This initial report was produced by Institute for Policy Studies staff in support of the Poor People’s Campaign: A
National Call for Moral Revival (www.PoorPeoplesCampaign.org). This campaign, marking the 50th anniversary of
the Poor People’s Campaign led by the Rev. Dr. Martin Luther King, Jr. and other leaders, aims to build a broad and
deep national movement rooted in the leadership of the poor and dispossessed as moral agents and reflecting the
great moral teachings to unite our country around a transformative agenda to combat poverty, racism, militarism,
and ecological devastation. We worked in collaboration with the Co-Chairs of the Poor People’s Campaign, Rev. Dr.
William J. Barber, II and Rev. Dr. Liz Theoharis, and the Tri-Chairs of the Campaign's Audit Committee, Rev. Dr.
James Forbes, Dr. Tim Tyson, and Shailly Gupta Barnes.
In the coming months, the Institute for Policy Studies will work with the Poor People’s Campaign to conduct a much
more in-depth “audit” of the structural and systemic causes for what Dr. King called the “Triplets of Evil” — racism,
extreme materialism, and militarism — as well as the interrelated problem of ecological destruction. To learn lessons
for today, we will be hearing testimony and interviewing leaders who’ve been in the middle of the key struggles
for progress of the past 50 years. This analysis will feed into the new Poor People’s Campaign’s efforts to advance
structural solutions to the multiple crises of today.
The Maternity and paternity at work: Law and practice across the world report reviews national legislative provisions on maternity protection at work in 185 countries and territories (including leave, benefits, employment protection, health protection, breastfeeding arrangements at work and childcare), statistical coverage in law and in practice of paid maternity
leave as well as statutory provision of paternity, parental and adoption leaves. It shows how well national laws and practice conform to the ILO Maternity Protection Convention, 2000 (No. 183), its accompanying Recommendation (No. 191) and the Workers with Family Responsibilities Convention, 1981 (No. 156). The report is based on the ILO Working Conditions
Laws Database – Maternity Protection and an ILO statistical methodology to estimate coverage in law and in practice.
The first part of the study covers four key aspects of maternity leave provisions, in Chapter 2: the duration, the benefit paid; the source of funding and the scope. It compares the legal provisions in 185 countries and territories with the most recent ILO standards, both separately and combined by region. This assessment shows, within the limitations of the data available, that globally 34 per cent (57 countries) fully meet the requirements of Convention No. 183 on three key aspects: they provide for at least 14 weeks of leave at a rate of at least two thirds of previous earnings, paid by social insurance or public funds or in a manner determined by national law and practice where the employer is not solely responsible for payment. The regions with the highest proportion of countries in conformity with these aspects of the Convention are Eastern Europe and Central Asia and the Developed Economies. Conformity is particularly low in Asia and the Middle East, while not more than 20 per cent of the total meets the standards in Africa and Latin America and the Caribbean.
This manual is the result of several years of ACTRAV’s efforts in support of trade unions working to eradicate all forms of child labour. The scourge of child labour remains a challenge today.
Even though we have made progress in the recent past, there are still some 168 million children in child labour across the world. This is not acceptable. We have to renew our efforts in this fight against the exploitation of the weakest in society.
Trade unions have always been engaged in this fight against child labour. Through successive programs, ACTRAV has provided technical and financial
support to these unions. This manual draws on a number of lessons learnt from several years of ACTRAV’s engagement in this area of work. The manual therefore focuses on the added value of trade unions in the fight against child labour. Hence, unlike other guides in the past, it places an emphasis on ways
of engagement in the fight against child labour which best suits trade unions.
Strategic areas where trade unions have a natural disposition to make a difference to the global effort to fight child labour identified in this manual include, influencing national socio-economic policies through engagement with governments; using organising strategies and collective bargaining as a means of tackling child labour; using the ILO supervisory system to effect change in national laws and practices dealing with child labour; and participation in national and international campaigns against child labour.
The manual also provides unions with an up-to-date understanding of what child labour is today and the need for an official trade union policy to tackle it.
Another important novelty of this manual is that it presents a wide array of examples of concrete trade union actions to tackle child labour. These examples in the manual are not presented as models for all unions to follow. Rather, they are in the manual firstly to indicate that it is possible for unions to engage in the
fight against child labour. Secondly, they are here as examples to inspire other unions to develop their own country-specific actions against child labour. ACTRAV expresses its appreciation to all those who have contributed to the development of this manual. Particular thanks go to Ms Nora Wintour who drafted the manual and to colleagues in ACTRAV and IPEC who provided comments on successive drafts. We are confident that this manual will be a useful tool for trade unions in their engagement in the fight against child labour.
Maria Helena Andre
Director
Bureau for Workers’ Activities (ACTRAV)
With increased public attention
being given to significant labour
rights violations, including child
labour and forced labour, in the South East Asian
seafood supply chain, the industry has come
under increasing pressure to put immediately
into place robust and sustainable systems
to ensure that all labour right violations are
prevented and if identified, properly addressed.
The violations have been found all along the
chain- from the fishing vessels, to land-based
aquaculture, through to primary and secondary
seafood processing. Addressing these labour
issues in a supply chain that is so widespread,
complex and mobile – where boats can be at
sea for months on end – is a challenge. Poorly
regulated migration, and poorly functioning
labour market institutions exacerbate these
problems
Most of the approximately 2,500 individuals sentenced as juveniles to life without the possibility of parole now have a chance for release in the wake of recent Supreme Court decisions. The choice to allow teenagers to receive the harshest
available sentence is not shared among all states.
Eighteen states have banned life sentences without the possibility of parole for juveniles; in a handful of other states,
no one is serving the sentence. Following the 2012 U.S. Supreme Court ruling in Miller v. Alabama, states and the federal government are required to consider the unique circumstances of each juvenile defendant in determining an
individualized sentence. Montgomery v. Louisiana,2
a 2016 decision, ensures that the decision applies
retroactively. For juveniles, a mandatory life sentence
without the possibility of parole, is unconstitutional.
Research on adolescent brain development confirms
the commonsense understanding that children
are different from adults in ways that are critical to
identifying age appropriate criminal sentences. This
understanding – Justice Kennedy called it what
“any parent knows”3 – was central to four recent
Supreme Court decisions excluding juveniles from
the harshest sentencing practices. The most recent,
Montgomery, emphasized that the use of life without
parole (mandatorily or not) should only be reserved for
those juveniles whose offenses reflected “irreparable
corruption,”4 a ruling that Justice Scalia (in dissent)
wrote may eventually “eliminat[e] life without parole
for juvenile offenders.”5
The System is Broken
Everyone can agree that we don’t have a common-sense immigration process in place.
Many have questions about what the solution is, or how it’d benefit America’s workers.
Let’s explore some common myths about immigration and then talk about our campaign for reform.
Let's talk about the need to create a road map to citizenship as an essential part of comprehensive immigration reform.
Citizenship allows hard-working, immigrants who love this country and want to contribute to be fully-participating citizens. When we remove the fear of deportation and give workers a voice on the job and in the voting booth, we strengthen worker power, protect good jobs and lift up everyone.
There’s a lot about policies and laws that have stopped working for America’s working families
Chips are stacked for employers when it comes to union organizing
Warren Buffett's secretary pays a higher tax rate than he does
Colleges have stopped being affordable - but without college, we’re stuck with stagnant wages
And our immigration system is broken (mixed signals, no line to get into) -- and it’s created an underground economy where labor abuses and wage theft are common, and workers have few rights.
Between 2007 and 2011, 10.9 million homes went into foreclosure. These foreclosures not only have harmed the families that experienced them, they also have had negative effects that extend to the neighborhood, community and wider economy. There are myriad indirect costs of foreclosures, but in this report we focus on one: the economic impact on neighboring homeowners who lose property value as a result of being in close proximity to foreclosures.
This brief is the fourth in a series, updating our last report that was issued in 2009. In this report we estimate not only the total “spillover” cost, but that portion of the cost borne by neighborhoods of color. Our key findings, based on loans that entered foreclosure between 2007 and 2011:
• $1.95 trillion in property value has been lost or will be lost by residents who live in close proximity to foreclosures.2 These losses include both the spillover impact of homes that have completed the foreclosure process and future losses that will result from homes that have started but not yet completed the foreclosure process.
• Over one-half of the spillover loss is associated with communities of color.3 Minority neighborhoods have lost or will lose $1 trillion in home equity as a result of spillover from homes that have started the foreclosure process, reflecting the high concentrations of foreclosures in neighborhoods of color.
• On average, families affected by nearby foreclosures have already lost or will lose $21,077 in household wealth, representing 7.2 percent of their home value, by virtue of being in close proximity to foreclosures. Families impacted in minority neighborhoods have lost or will lose, on average, $37,084 or 13.1 percent of their home value.
Importantly, these losses represent only the wealth that has been lost or will be lost as a direct result of being in close proximity to homes that have begun the foreclosure process. We do not include in our estimate the total loss in home equity that has resulted from the crisis (estimated at $7 trillion),
the negative impact on local governments (from lost tax revenue and increased costs of managing vacant properties) or the non-financial spillover costs, such as increased crime, reduced school performance and neighborhood blight.
Balloon clowns and activities for all ages
Children of all ages were treated to free food and drink
Additional Treats included:
•Popcorn
•Popsicles & Ice cream
•Fruit Juice
•Punch
•Water
The CSE 101 Workshop will take 1 hour, 20 minutes,
divided as follows:
Welcome, Introductions and
Group Agreements 5 minutes
Lived Experience Exercise 10 minutes
PowerPoint Presentation 25 minutes
Victory Video 5 minutes
Campaign Overview 10 minutes
Recruiting People to Take Action 20 minutes
Campaign Next Steps,
Contact Form and Conclusion 5 minutes
In this section, we will be looking at:
a historical view of the rules of the economy—how the choices made throughout our nation’s history have changed who benefited from the economy and how;
how the neoliberal agenda is driving policy changes that benefit CEOs and the top 1% in our country, creating an economy out of balance;
how we can build power to change the rules to create an economy that works for everyone.
But what do we mean by “the economy?”
You know, a lot of people talk about the economy like it’s a force of nature—something that happens to us, like the weather.
That’s not true. The economy is a result of deliberate policy choices made by powerful people. We can make different choices. That’s what we’re going to look at in more detail.
More than 15 years ago, the AFL-CIO introduced a mass economics education program that
was received with great enthusiasm by labor leaders, activists and rank-and-file members who
craved a deeper understanding of the political nature of the U.S. economy. Since that time,
we’ve seen the largest redistribution of wealth in our nation’s history and a Great Recession
that paralyzed communities, families and workers. Still, many believe the economy is a force of
nature and not created by people in power.
Common Sense Economics is a tool for getting people involved in campaigns in their
communities and states to make the economy work for all of us, and not just for big
corporations. To accomplish this, we break down the myth that the economy cannot be
changed. Diverse audiences for Common Sense Economics include union and community
activists.
Productive employment and decent work are key elements to achieving a reduction in poverty.
The International Labour Organisation (ILO) has developed an agenda for putting the Decent
Work Agenda into practice through four strategic pillars, namely, employment, rights at work,
social protection and social dialogue, with gender equality as a cross-cutting objective.
The ILO notes in its Global Wage Report 2014/2015 that while the income of low-income groups
has been raised through direct employment programmes in South Africa, the most effective and
sustainable route out of poverty for the working-age population is a productive job that is fairly
paid. The report further notes that there has been a decline in real wages and a rise in inequality
because the income growth of the bottom poorest households stagnated in real terms, while that
of more affluent households continued to increase.
The ILO Africa is supportive of the decision of the South African government to investigate
the possibility of a National Minimum Wage (NMW) as one of the key mechanisms to reduce
income inequality.
The collaboration with Labour Research Service in Cape Town, South Africa to produce this booklet
is geared towards assisting the labour movement in its endeavour to achieve a minimum wage
system that contributes to poverty eradication and decent work.
‘First they outsourced the janitorial and
catering work and we didn’t speak out because
we weren’t representing cleaning workers.
Then they outsourced the security jobs, and
we didn’t speak out because we weren’t
representing the security services.
Then they outsourced the transport and
maintenance services, and we didn’t speak out
because we weren’t representing workers in
transportation and maintenance.
Then they outsourced our work, and there was
no one left to speak for us.’
People move for a wide variety of individual reasons. But there have been two moments in U.S. history in which millions of people came to this country at the same time.
What kinds of large-scale disruptions cause millions of people to move at the same time?
These are both times of global economic upheaval. The industrial revolution caused a massive economic shift across the world, from agricultural economies to urban/industrial economies, realignments of global power, and millions of economic and political refugees.
Today, we are confronted with a global refugee crisis of unprecedented levels,
a crisis that, as shown in this report, deeply affects the Western Hemisphere.
No one knows this better than those fleeing epidemic levels of violence,
including gender-based violence, in El Salvador, Guatemala, and Honduras.1
Research conducted over four months found that women face a startling degree
of violence that has a devastating impact on their daily lives. With no protection
at home, women flee to protect themselves and their children from murder,
extortion, and rape. They present a clear need for international protection.
Based on US Department of Homeland Security data covering FY 2015, of
the thousands of women and girls from these countries who expressed a fear
of being returned to their home country and were subject to the credible fear
screening process, US authorities have found that a large percentage have a
significant possibility of establishing eligibility for asylum or protection under the
Convention against Torture.2
A surging tide of violence sweeping across El Salvador, Guatemala, and Honduras
forces thousands of women, men, and children to leave their homes every month.
This region of Central America, known as the Northern Triangle (“Northern Triangle
of Central America” or “NTCA”), is one of the most dangerous places on earth.3
EXECUTIVE SUMMARY
The imprisonment of human beings at record levels is both a moral failure and an economic one—especially at a time when more and more Americans are struggling to make ends meet and when state governments confront enormous fiscal crises. This report finds, however, that mass incarceration provides a gigantic windfall for one special interest group—the private prison industry—even as current incarceration levels harm the country as a whole. While the nation’s unprecedented rate of imprisonment deprives individuals of freedom, wrests loved ones from their families, and drains the resources of governments, communities, and taxpayers, the private prison industry reaps lucrative rewards. As the public good suffers from mass incarceration, private prison companies obtain more and more government dollars, and private prison executives at the leading companies rake in enormous compensation packages, in some cases totaling millions of dollars.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
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!
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.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
"Protectable subject matters, Protection in biotechnology, Protection of othe...
Uaw Collective Bargaining The Basics
1.
2. Objectives
To
provide
an
understanding
about
how
collective
bargaining
impacts
you,
the
economy,
and
our
society
as
a
whole.
To
provide
a
basic
understanding
of
the
collective
bargaining
process
4
3. National
Labor
Relations
Act
NLRA
enacted
in
1935
– to
protect
employee
labor
rights
– to
encourage
collective
bargaining
– to
curtail
certain
private
sector
labor
and
management
practices,
which
can
harm
the
general
welfare
of
workers,
businesses
and
the
U.S.
economy.
Referred
to
as
the
Wagner
Act
http://www.nlrb.gov/national-‐labor-‐relations-‐act
5
4. Labor
Rights
Gained
under
the
NLRA
Right
to
organize
Right
to
bargain
collectively
Right
to
engage
in
strikes,
picketing
and
other
concerted
activities
6
5. Taft-‐Hartley
Act
Enacted
in
1947
to
erode
employee
labor
rights
Gave
employers
the
right
to
express
their
anti-‐union
views
to
employees
Made
sit-‐down
strikes
illegal
Allowed
states
to
enact
“right
to
work”
laws
7
6. Union Advantage
Access
to
Retirement
and
Medical
Care
Benefits,
March
2014
Source:
Bureau
of
Labor
Statistics
Access
to
Retirement
Benefits
(%)
Access
to
Medical
Care
Benefits
(%)
Union
workers 94% 94%
Non-‐Union
workers 64% 68%
Source:
Bureau
of
Labor
Statistics,
“Employee
Benefits
in
the
United
States-‐March
2014”
July
25,
2014
Employee
Share
of
Medical
Plan
Premiums,
March
2014
Source:
Bureau
of
Labor
Statistics
Single
Coverage-‐
Employee
Share
of
Premium
Family
Coverage-‐
Employee
Share
of
Premium
Union
workers 13% 19%
Non-‐Union
workers 21% 34%
Source:
Bureau
of
Labor
Statistics,
“Employee
Benefits
in
the
United
States-‐March
2014”
July
25,
2014
More
access
to
retirement
and
medical
benefits
8
7. What
it
Means
to
be
Union
Most
employees
in
the
U.S.
are
unorganized
and
therefore
“at
will”
Being
Union
gives
us
the
right
to
negotiate
a
binding
contract
with
our
employer
over
wages,
hours,
and
other
employment
conditions
This
is
a
right
that
most
American
workers
have
not
taken
advantage
of
9
8. Median
earnings
of
full-‐time
wage
and
salary
workers
by
union
affiliation
in
2014
Source:
Bureau
of
Labor
Statistics
Type
of
Worker
Median
Weekly
Earnings Union
Advantage
(Percent)
Union
Advantage
Per
Week
Union
Advantage
Per
Year
Union
Member
Non-‐Union
All
Workers $970 $763 27% $207 $10,764
Men $1,015 $840 21% $175 $9,100
Women $904 $687 32% $217 $11,284
White $997 $784 27% $213 $11,076
African
American $810 $611 33% $199 $10,348
Asian $979 $948 3% $31 $1,612
Hispanic
or
Latino $811 $573 42% $238 $12,376
Source:
Bureau
of
Labor
Statistics,
“Median
weekly
earnings
of
full-‐time
wage
and
salary
workers
by
union
affiliation
and
selected
characteristics,
2013-‐2014
annual
averages.”
Union
Advantage
In
Wages
10
9. The
employer
is
required
by
law
to
provide
the
Union
with
requested
relevant
bargaining
information.
The
Union
is
entitled
to
receive
sufficient
information
to
allow
it
to
negotiate
intelligently
over
any
item
on
the
bargaining
table.
The
information
requested
is
relevant
if
related
to
a
mandatory
bargaining
subject.
ØInformation
regarding
represented
employees
(shifts,
departments,
addresses,
seniority,
etc.)
is
presumed
relevant
to
bargaining.
Employer’s
Duty
to
Supply
Information
11
10. Drafting
Proposals
Concept-‐Based
Proposals
Example:
“There
has
been
a
problem
with
overtime
rotation
and
equalization,
particularly
in
the
maintenance
department.”
– (This
approach
identifies
a
problem.)
Example:
“The
union
demands
a
fair
and
equitable
overtime
rotation
and
equalization
procedure.”
– (This
approach
focuses
on
the
outcome.)
12
11. Drafting
Proposals
Language-‐Based
Proposals
Current
language
is
modified
to
attain
a
desired
result.
Current
language
is
presented
with
proposed
changes
so
both
sides
can
see
the
bargaining
proposal’s
impact.
13
12. Costing
Proposals
What
does
it
mean?
– Estimating
the
monetary
cost
of
a
proposal
– Why?
ØTo
get
the
most
VALUE
for
members
(make
sure
we
don’t
leave
money
on
the
table!)
ØLong
term
financial
health
of
employer
is
in
the
best
interest
of
members
(job
security)
In
summary:
– Costing
helps
us
evaluate
our
proposals
and
the
value
of
what
we
are
negotiating.
14
13. “New
Money”
• DEFINITION=
value
of
a
proposal
over
the
entire
term
of
the
proposed
agreement.
• Baseline
=
prior
bargaining
agreement.
Costing
Proposals
15
14. “New
Money”
Example
#1
Yr
1 Yr
2 Yr
3 Total
Over
Term
Entry
wage XXX
Wage
increase
-‐ this
year
-‐ From
entry
wage
XXX
New
wage XXX
New
money
from
wage
increase
(@2080
hrs)
New
money
from
bonus/lump
sum
Total
new
money
$15.00
$0.40 $0.40 $0.40
$1,000.00
16
15. “New
Money”
Example
#1
Yr
1 Yr
2 Yr
3 Total
Over
Term
Entry
wage XXX
Wage
increase
-‐ this
year
-‐ From
entry
wage
XXX
New
wage XXX
New
money
from
wage
increase
(@2080
hrs)
New
money
from
bonus/lump
sum
Total
new
money
$15.00
$0.40 $0.40 $0.40
$1,000.00
$15.40
$832.00
$1,832.00
$15.40
$15.80
$1,664.00
$0
$1,664.00
$15.80
$16.20
$2,496.00
$0
$2,496.00
$4,992.00
$1,000.00
$5,992.00
Average
hourly
wage
increase
per
year:
$0.80
Average
wage
increase
per
year: $1,664.00
17
16. Timing
– Two
Scenarios
– Three-‐year
agreement:
$0.75
only
in
first
year
– Three-‐year
agreement:
$0.25
in
each
of
three
years
Which
scenario
would
you
rather
have?
What’s
the
“exit
wage”
at
the
end
of
the
agreement?
How
much
“new
money”
in
each
year?
How
much
total
“new
money”
over
the
term
of
the
agreement?
Costing
Proposals
18
17. Worksheet:
$0.75
Increase
in
First
Year
Yr 1 Yr 2 Yr 3 Total
Wage increase
- this year
$0.75
0 this year,
but maintain
$0.75 from
Yr 1
0 this year,
but maintain
$0.75 from Yr
1
xxxxxxxxxxxxxxxxxx
New money from
wage increase
(@2080 hrs)
$0.75 x 2080 =
$1,560
Same =
$1,560
Same =
$1,560
$4,680 (value of
$0.75 per hr for 3 yrs)
19
18. $0.25
Increase
in
All
Three
Years
Yr 1 Yr 2 Yr 3 Total
Wage increase
-this year
- From entry wage
$0.25
$0.25
($0.50 above
entry wage)
$0.25
($0.75 above
entry wage)
xxxxxxxxxxxxxxxxxx
New money from
wage increase
(@2080 hrs)
$0.25 x 2080
= $520
$0.50 x 2080
= $1,040
$0.75 x 2080
= $1,560
$3,120
20
20. Employer
must
bargain
over
these
subjects.
Each
party
has
a
right
to
insist
on
adoption
of
its
proposal
to
the
point
of
impasse.
The
parties
are
free
to
use
economic
pressure
to
support
their
demands
once
a
true
impasse
in
negotiations
is
reached.
Mandatory
Subjects
23
21. • Wages
• Health
insurance
• Workloads
• Smoking
rules
• Vending
machine
prices
• Parking
rules
• New
hours
or
shifts
• Attendance
rules
• Drug/alcohol
testing
• Grievance
procedures
• Retirement
benefits
of
current
employees
• Disciplinary
procedures
• Time
off
prior
to
holidays
• Direct
deposit
• Physical
examinations
• Merit
increases
• Meal
or
coffee
break
rules
• Transfer
of
bargaining
unit
work
to
non-‐
bargaining
unit
employees
• Work
schedules
Mandatory
Subjects
24
22. Decisions
to
close
or
eliminate
departments
General
business
practices
such
as
advertising
and
financing
Selection
of
supervisors
Issues
regarding
retired
employees
Subcontracting
and
relocation
decisions
accompanied
by
basic
changes
in
the
employer’s
operation.
Pre-‐employment
testing
procedures
Permissive
Subjects
25
23. Any
subject
that
would
cause
either
party
or
the
parties
to
violate
a
law.
Illegal
Subjects
26
25. ULP
charges
are
a
CRITICAL
part
of
bargaining
strategy
to
reach
agreements.
Why?
An
employer
cannot
declare
impasse
(and
implement
their
final
offer)
or
lockout
employees
if
there
are
outstanding
ULP
charges.
Unfair
Labor
Practice
28
26. What
is
Impasse?
• Occurs
when
“no
further
movement
is
likely
to
occur”
by
either
side
• Impasse
is
not
reached
while
there
are
outstanding
requests
for
information
or
if
a
party
continues
to
make
counter-‐
proposals.
29
27. Why
is
it
important
to
avoid
impasse?
– Employer
can’t
impose
last,
best
and
final
offer
– Employer
can’t
lockout
employees
What
can
we
do
to
help
avoid
impasse?
– Unfair
Labor
Practices
Charges
Employer
unilateral
changes
Information
requests
– important
tool
for
Union
during
bargaining
– it
makes
a
BIG
difference!
Avoiding Impasse
30
28. Reaching
Tentative
Agreement
&
Ratification
Finalize
the
Tentative
Agreement
– Proofread
and
finalize
all
TA’d articles
– Notify
members,
local
leadership,
Regional
Director,
Federal
Mediation
and
Conciliation
Service
(FMCS)
Remind
employer
of
the
union’s
ratification
process
Prepare
contract
highlights
with
bargaining
committee
recommendation
and
deliver
to
members
31
29. The
Ratification
Meeting
– Set
up
with
the
Servicing
Representative
– Hold
when
and
where
most
members
can
attend
– Makes
sure
all
members
and
heard
and
questions
are
answered
The
Ratification
Vote
– Accepted
– Rejected
– Tied
Rare,
but
it
happens!
When
it
does
– recount
Reaching
Tentative
Agreement
&
Ratification
32