127,755 research outputs found

    Tackling Unstable and Unpredictable Work Schedules

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    While paying bills and taking care of family members are high on the list of challenges that workers in lower-wage jobs experience when they are subject to erratic scheduling practices,the harm they face does not stop there. Workers experience adverse health effects, have difficulty finding and keeping childcare arrangements, face transportation obstacles, have trouble going back to school to advance their education, and experience considerable overall stress and strain on family life. Since their schedules fluctuate so much, they can't predict the size of their paychecks. Communities suffer, too, when workers can't afford to buy groceries or other goods from neighborhood businesses. Even the employers that adopt volatile scheduling practices that contribute to these problems may face negative repercussions, as they cope with the significant expenses associated with high rates of turnover and low morale. Moreover, consumers are increasingly wary of spending their money at businesses that treat their workers poorly. The ripple effects of unstable and unpredictable scheduling are felt in the lives of individuals, in communities, and throughout the economy

    The Benefit of Adopting Comprehensive Standards of Monitoring Employee Technology Use in the Workplace

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    [Excerpt] This article will examine issues as they relate to the privacy of employees\u27 lives given that nearly everything can be discovered by some form of electronic monitoring. It will posit that most laws as they exist today do little to apprise either the employer or the employee as to what type of electronic monitoring of personal communications is acceptable. It will further propose that most employer policies related to scrutinizing employee electronic communications are vague and unsuitable. The article will conclude that, given the leeway employers tend to be given (often justifiably so) in monitoring employees there is little chance that we will soon see any standardization of laws regarding what can be done with electronically obtained information. Because of this, the author asserts that, given the vague state of the law, employers need to devise effective monitoring policies in order to strike a balance between their interests and the privacy interests of their employees

    Police Body Worn Cameras and Privacy: Retaining Benefits While Reducing Public Concerns

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    Recent high-profile incidents of police misconduct have led to calls for increased police accountability. One proposed reform is to equip police officers with body worn cameras, which provide more reliable evidence than eyewitness accounts. However, such cameras may pose privacy concerns for individuals who are recorded, as the footage may fall under open records statutes that would require the footage to be released upon request. Furthermore, storage of video data is costly, and redaction of video for release is time-consuming. While exempting all body camera video from release would take care of privacy issues, it would also prevent the public from using body camera footage to uncover misconduct. Agencies and lawmakers can address privacy problems successfully by using data management techniques to identify and preserve critical video evidence, and allowing non-critical video to be deleted under data-retention policies. Furthermore, software redaction may be used to produce releasable video that does not threaten the privacy of recorded individuals

    The Bellagio Global Dialogues on Intellectual Property

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    Reviews Rockefeller's conference series on intellectual property and its efforts to promote policies and institutional capacities that better serve the poor, with a focus on food security and public health. Discusses global policy, development, and trade

    Project Diane: Women's Foundation of Greater Kansas City Final Report

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    Women's Foundation partnered with the University of Kansas researchers and included a large-scale survey and analyzed 24 focus groups with 198 Special Forces men and women in order to identify potential barriers and benefits to female integration in Special Forces. The findings can also be applied in other male-dominated professions in the civilian workforce

    Post Claims Underwriting and Rescission Practices

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    Based on case studies in four states, examines the effectiveness of regulation of the individual health insurance market and consumer protections against insurers canceling, rescinding, or limiting coverage after claims are submitted. Recommends reforms

    The Future of Freedom of Expression Online

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    Should social media companies ban Holocaust denial from their platforms? What about conspiracy theorists that spew hate? Does good corporate citizenship mean platforms should remove offensive speech or tolerate it? The content moderation rules that companies develop to govern speech on their platforms will have significant implications for the future of freedom of expression. Given that the prospects for compelling platforms to respect users’ free speech rights are bleak within the U.S. system, what can be done to protect this important right? In June 2018, the United Nations’ top expert for freedom of expression called on companies to align their speech codes with standards embodied in international human rights law, particularly the International Covenant on Civil and Political Rights (ICCPR). After the controversy over de-platforming Alex Jones in August 2018, Twitter’s CEO agreed that his company should root its values in international human rights law and Facebook referenced this body of law in discussing its content moderation policies. This is the first article to explore what companies would need to do to align the substantive restrictions in their speech codes with Article 19 of the ICCPR, which is the key international standard for protecting freedom of expression. In order to examine this issue in a concrete way, this Article assesses whether Twitter’s hate speech rules would need to be modified. This Article also evaluates potential benefits of and concerns with aligning corporate speech codes with this international standard. This Article concludes it would be both feasible and desirable for companies to ground their speech codes in this standard; however, further multi-stakeholder discussions would be helpful to clarify certain issues that arise in translating international human rights law into a corporate context

    State of New York Public Employment Relations Board Decisions from May 27, 2011

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    BD_Mtng_5_27_2011.pdf: 547 downloads, before Oct. 1, 2020

    Exploring Policy Models For Extended Time Off

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    Whether it’s a personal health condition, the birth of a new child, or the need to address a serious health issue of an aging parent, many, if not most workers, find that at certain points in their lives, they will need an extended amount of time off from work. We refer to this as Extended Time Off (EXTO). In addition, there is a growing body of research that outlines the potential benefits of paid time off for workers, their families (and in particular children), as well as some research suggesting a benefit to employers providing paid EXTO. While the U.S. provides 12 weeks of job protected leave under the Family and Medical Leave Act to some workers, this time off from work goes largely unpaid for most workers
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