European Union Pension Directive

[Excerpt] This Directive thus represents a first step on the way to an internal market for occupational retirement provision organised on a European scale. By setting the ‘prudent person’ rule as the underlying principle for capital investment and making it possible for institutions to operate across borders, the redirection of savings into the sector of occupational retirement provision is encouraged, thus contributing to economic and social progress. The prudential rules laid down in this Directive are intended both to guarantee a high degree of security for future pensioners through the imposition of stringent supervisory standards, and to clear the way for the efficient management of occupational pension schemes

Work-Life Balance and the Economics of Workplace Flexibility

[Excerpt] American society has changed dramatically over the past half century. Women have entered the labor force in growing numbers and families have increasingly relied on more than one earner to make ends meet. And yet, children still need to be taken to the doctor and elderly parents still need care. Moreover, more adults older than 25 are attending school. Because these changes have caused many workers to face conflicts between their work and their personal lives, they also inspire a need and desire for more flexibility in the workplace. Flexible workplace arrangements can be in terms of when one works, where one works, or how much one works (including time off after childbirth or other life events). They include a variety of arrangements such as job sharing, phased retirement of older workers, and telecommuting, that allow workers to continue making productive contributions to the workforce while also attending to family and other responsibilities. This report presents an economic perspective on flexible workplace policies and practices. The first section reports some of the changes in the U.S. workforce that have increased the need for flexibility in the workplace. • Women comprise nearly one-half of the labor force; in nearly one-half of households all adults are working. • In 2008, approximately 43.5 million Americans served as unpaid caregivers to a family member over the age of 50. Nearly one-fifth of employed people were caregivers who provided care to a person over age 50. • The increasing demand for analytical and interactive skills—those largely obtained through post-secondary education—means it is all the more important and common for individuals to pursue additional education while also working. The second section examines the current state of flexible work arrangements and reports that many employers have adapted to the changing realities of American workers. • Overall, over one-half of employers report allowing at least some workers to periodically change their starting and quitting times. However, less than one-third of full-time workers report having flexible work hours, and only 39 percent of part-time workers do. This discrepancy between the employer and employee reports may be due to differences in data collection or because more employers would be willing to accommodate the needs of individual workers but these workers are not aware of it. • Less-skilled workers have less workplace flexibility in terms of the scheduling of when they work than do more highly-skilled workers. • Flexibility in where to work is less common: only about 15 percent of workers report working from home at least once per week. • Finally, most employers offer at least some workers the ability to return to work gradually after a major life event such as the birth or adoption of a child, although job sharing appears less widespread. The report concludes with a discussion of the economic benefits of workplace flexibility arrangements. • Almost one-third of firms cite costs or limited funds as obstacles to implementing workplace flexibility arrangements. However, the benefits of adopting such management practices can outweigh the costs by reducing absenteeism, lowering turnover, improving the health of workers, and increasing productivity. • The costs and benefits of adopting flexible arrangements differ across industries and employers of different sizes. • Because many employers may not have accurate information about the costs and benefits of workplace flexibility practices and because some of the benefits may extend beyond the individual employer and its workers, wider adoption of such policies and practices may well have benefits to more firms and workers, and for the U.S. economy as a whole. • A factor hindering a deeper understanding of the benefits and costs of flexibility is a lack of data on the prevalence of workplace flexibility arrangements, and more research is needed on the mechanisms through which flexibility influences workers’ job satisfaction and firm profits to help policy makers and managers alike

Consideration of the novel psychoactive substances (‘legal highs’)

Original report can be found at: http://www.homeoffice.gov.uk/ Crown Copyright, the Advisory Council/ The Home Office. This work is published under an open government license.The Advisory Council on the Misuse of Drugs (ACMD) committed to providing the Government with advice on novel psychoactive substances (often colloquially termed „legal highs‟). This is a relatively recent phenomenon, exemplified by the drug known as mephedrone. The actions by the ACMD and subsequently by the Government on this drug have gone some way to reducing the potential harms caused by this substance. However, there is more that can be done. The advent of novel psychoactive substances has changed the face of the drug scene remarkably and with rapidity. The range of substances now available, their lack of consistency and the potential harms users are exposed to are now complex and multi-faceted. In light of this we have pleasure in enclosing the Council‟s report. This report provides advice on high level issues that ACMD believe the Government should give careful consideration to in addressing legally available psychoactive substances. The report does not purport to provide a single solution to the problem, but rather a number of practicable options that, in combination, seek to tackle the on-going sale, supply and consequential harms. It is important that the Government recognises that each and every department, that has a locus of responsibility in drug issues should both take personal ownership and share collective responsibility of the recommendations in this report. Tackling the issues that are raised by novel psychoactive substances requires a co-ordination of efforts that can only be realised by a strategic and co-operative approach. The ACMD has identified lead departments for each of the recommendations that should assist and guide the Government in this aim. The ACMD provides key recommendations in this report on legislation, public health, education and research. The key legislative measures are primarily concerned with tightening the enforcement of existing legislation and moving the responsibility for the supply of novel psychoactive substances to the vendors, such that the burden of proof falls to them. The ACMD believe it is for vendors to prove that such substances are neither analogues of current medicines nor products harmful to consumers in their intended form. The ACMD also makes key recommendations around public awareness from local to international initiatives.Final Published versio

Announcements

The Alexei Kondratiev Award for the Best Student Paper Presented at Mythco

Document: April 12, 1988 Confirmation of Dr. Saffy\u27s appointment to the Duval County Hospital Authority

Resolution 88-288-83, confirming the Mayor Hazouri’s appointment of Edna L. Saffy Ph.D. as a member of the Duval County Hospital Authority

Document: September 25, 1985 Confirmation of Dr. Saffy\u27s appointment to the Duval County Hospital Authority

Resolution 85-1072-336, confirming the Mayor Godbold’s appointment of Edna L. Saffy Ph.D. as a member of the Duval County Hospital Authority