“Hamlyn Trust Scholarships” for community legal education and training

Report on a project by the Legal Services Agency (LSA), Scotland’s National Law Centre awarded a grant from the Hamlyn Trust to support the agency’s work in providing “community legal education” throughout Scotland. Published as part of a special report on the Hamlyn Trust's 50th anniversary awards in Amicus Curiae - Journal of the Institute of Advanced Legal Studies and its Society for Advanced Legal Studies. The Journal is produced by the Society for Advanced Legal Studies at the Institute of Advanced Legal Studies, University of London

Serving Limited English Proficient Clients

When serving walk-ins, the goal is to provide the same services, information and referrals as we would provide to the English-speaking public. This is true whether the walk-in ultimately turns out to be eligible for our services or not. When in doubt, ask yourself what services, information or referrals you would provide to an English speaking person in the same situation. Then make sure the Limited English Proficient person gets that same service, information or referrals

Migration amendment strengthening biometrics integrity bill 2015

This bill covers the introduction of a single, broad power for collecting personal identifiers, and the collection of biometric information from minors, \u27incapable\u27 persons and asylum seekers

Changing behaviour: Increasing the effectiveness of workplace interventions in creating pro-environmental behaviour change

There is a great deal of research outlining interventions to increase pro-environmental behaviour, many of which are aimed at employees. However, to date the results for these have not lived up to their initial promise. Instead of offering another intervention, we propose a model which identifies psychological conditions under which these interventions are most likely to succeed. Through the integration of previously separate literatures from experimental social psychology, organisational psychology, organisational behaviour and environmental psychology, we suggest that the degree to which the intervention-related goal is efficacious and attractive, self-concordant, in conflict with other goals, and perceived to be completed will affect the level and type of behaviour change. Our model aims to provide actionable knowledge that extends our understanding of the effectiveness of workplace interventions designed to increase green organisational behaviour

Sources for Statistical Data on Flexible Work Arrangements

From the Department of Labor, the best survey for flexibility data comes from the Current Population Survey (CPS). The CPS is a monthly survey of 60,000 households that provides data on the labor force, employment, unemployment, and persons not in the labor force. The benefit of the CPS is that it is large, reliable, and the sample is carefully weighted to provide nationally representative estimates. It also has a significant amount of other data, including a large amount of information on employee characteristics, occupation and industry classifications, and work schedules. The drawbacks however, are that the questions on flexibility are limited in number and scope -- providing data that answers only a few of the questions on workers’ access to and use of flexible work arrangements. The use of work schedule data is particularly problematic because it is often unclear whether the schedule is directed by the worker, the employer, or a combination of both. This fact sheet provides information about several studies from nongovernmental sources that also provide useful information about flexible work arrangements

Government Incentives to Change Employer Behavior

Through various incentive mechanisms, the U.S. government has sought to shape and change the ways in which American businesses operate in a wide range of industries. This fact sheet discuss a few examples of the ways the government can incentivize employer behavior through recognition and awards programs, and through government financing

An Overview of Early Laws Increasing Access to Flexible Scheduling and Reduced Hours in the Federal Workforce

The Federal Employees Flexible and Compressed Work Schedules Act (FEFCWA) authorizes, but does not require, agencies to offer alternative work schedules to employees. FEFCWA permits employees to designate non-traditional arrival and departure times, centered around core agency hours, and to experiment with four-day workweeks or other compressed schedules. Under the law, implementation and employee utilization of alternative work schedules depends on management support and leadership

The United Kingdom Flexible Working Act

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

Federal Employees Part-Time Career Employment Act of 1978: Overview

The Federal Employees Part-Time Career Employment Act aims to utilize the potential of persons who do not work a traditional forty-hour workweek. Having found that part-time permanent employment has a number of benefits,i Congress passed legislation extending part-time career employment opportunities throughout the federal government in 1978