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Books on the topic 'Employer-employee relationship'

Author: Grafiati

Published: 4 June 2021

Last updated: 19 February 2022

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1

Bal, P. Matthijs, Dorien T. A. M. Kooij, and Denise M. Rousseau, eds. Aging Workers and the Employee-Employer Relationship. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-08007-9.

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2

Hamilton, Paula. No Irish need apply: Aspects of the employer-employee relationship Australian domestic service 1860-1900. London: Australian Studies Centre, Institute of Commonwealth Studies, University of London, 1985.

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3

Rajan, Amin. Rediscovering job security: Evolving employer-employee relationships in the finance sector. Tunbridge Wells: Create, 1995.

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4

Great Britain. Office of the Data Protection Commissioner. The use of personal data in employer/employee relationships: Draft code of practice. [London]: Data Protection Commissioner, 2000.

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5

The relationship between health care costs and America's uninsured: Hearing before the Subcommittee on Employer-Employee Relations of the Committee on Education and the Workforce, House of Representatives, One Hundred Sixth Congress, first session, hearing held in Washington, DC, June 11, 1999. Washington: U.S. G.P.O., 1999.

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6

Brown, J. H. U. Educating for excellence: Improving quality and productivity in the 90's. New York: Auburn House, 1991.

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7

Rousseau, Denise M., P. Matthijs Bal, and Dorien T. A. M. Kooij. Aging Workers and the Employee-Employer Relationship. Springer, 2016.

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8

Rousseau, Denise M., P. Matthijs Bal, and Dorien T.A.M. Kooij. Aging Workers and the Employee-Employer Relationship. Springer, 2014.

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9

Loyola University of Chicago. School of Law. and American Law Institute-American Bar Association Committee on Continuing Professional Education., eds. Health care: The employer/employee relationship : ALI-ABA course of study materials. Philadelphia, Pa. (4025 Chestnut St., Philadelphia 19104): American Law Institute-American Bar Association, Committee on Continuing Professional Education, 1987.

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10

Goodall, Alex. Subversive Capitalism. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252038037.003.0007.

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This chapter looks at how, in the Fordist system, national concerns over the relationship between loyalty and liberty were translated anew in relationships between employees and management. Much as the wartime loyalty campaigns were presented as a harmonious, popular national project of liberation, Ford Motor's reforms were sold as an expression of mutual interests of employer and employee, a demonstration of the natural harmony between labor and capital. Whereas an employer could impose upon the employee because he better perceived the worker's interests, other organizations that purported to act for the worker were denounced as alien. Ford attributed expressions of employee dissatisfaction to the subversive influence of outsiders, and as war fever began to grip the United States this equation became increasingly explicit.

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11

Falco, Paolo, Henrik Hansen, John Rand, Finn Tarp, and Neda Trifković. Good business practices improve productivity in Myanmar’s manufacturing sector: Evidence from two matched employer–employee surveys. 45th ed. UNU-WIDER, 2021. http://dx.doi.org/10.35188/unu-wider/2021/983-9.

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We look into the relationship between business practices and enterprise productivity using panel data with matched employer and employee information from Myanmar. The data show that micro, small, and medium-size enterprises in Myanmar typically do only a few modern business practices. Even so, through estimates of value-added functions and labour demand relations we find a positive and economically important association between business practices and productivity. The results are confirmed when we utilize employer–employee information to estimate Mincer-type wage regressions. In combination, the value-added functions and the Mincer regressions show that at least half of the productivity gain from improved business practices stems from selection effects of employment of more productive workers. This sorting channel is important to keep in mind when supporting enterprises in Myanmar’s manufacturing sector through entrepreneurial training activities. While our results indicate that implementation of more structured business practices could be a key ingredient of a private sector development strategy in Myanmar, the full effect of such a strategy may take time to materialize. Moreover, entrepreneurial training should be accompanied by labour market initiatives aimed at improving productive matches of employers and employees.

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12

Ohanesian, Nicholas M. Collective Bargaining and Workforce Protections in Sports. Edited by Michael A. McCann. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780190465957.013.9.

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This chapter addresses collective bargaining and workforce protections available in professional sports. Broadly speaking, collective bargaining in the United States is a workplace arrangement where employees opt to negotiate as a group with their employer through a labor union. The two parties typically negotiate an agreement, commonly called a collective bargaining agreement, that codifies for the length of the contract the rights and responsibilities of each side. Conversely, the term “workforce protections” injects the government into the employer-employee relationship. Federal and state authorities pass laws that regulate the relationship between employers and employees in the workplace. As this chapter explains, these dynamics play out in both traditional and unique ways in U.S. professional sports.

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13

US GOVERNMENT. The relationship between health care costs and America's uninsured: Hearing before the Subcommittee on Employer-Employee Relations of the Committee on ... held in Washington, DC, June 11, 1999. For sale by the U.S. G.P.O., Supt. of Docs., Congressional Sales Office, 1999.

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14

Marchington, Mick, and Andrew R. Timming. Participation Across Organizational Boundaries. Edited by Adrian Wilkinson, Paul J. Gollan, Mick Marchington, and David Lewin. Oxford University Press, 2010. http://dx.doi.org/10.1093/oxfordhb/9780199207268.003.0019.

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The recent growth of inter-organizational contracting poses a significant threat to the traditional conception of employment. Where organizational boundaries overlap, it no longer makes sense to think of the employment relationship as a contract between a single employer and an employee. This article seeks to articulate the implications of this paradigm shift from the perspective of participation in organizations. It distinguishes between direct and indirect participation as the organizing framework. The article analyses how direct and indirect participation operate across organizational boundaries at multi-employer workplaces. It offers a brief discussion of how subcontracting within multi-employer sites has blurred boundaries and disordered hierarchies within and between organizations that work together on a commercial contract at the same workplace. The article also examines direct and indirect participation in the context of these organizational forms. It ends with a brief discussion of the implications of these issues for future research.

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15

Kossek, Ellen Ernst, and Rebecca J. Thompson. Workplace Flexibility. Edited by Tammy D. Allen and Lillian T. Eby. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199337538.013.19.

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Workplace flexibility research has had mixed results and varied consequences for employees and employers. Workplace flexibility is defined as a formal or informal agreement between an employer and employee to provide individual job control over flexibility in timing, location, amount, or continuity in concert with nonwork needs. Integrating organizational and individual perspectives, this chapter discusses the mixed consequences of workplace flexibility taking into account that each type can be understood from varying employment relationship vantages, outcomes, and implementation challenges. The chapter concludes by examining multiple stakeholder roles to enhance future research and practice linkages.

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16

Dau-Schmidt, Kenneth G. Trade, Commerce, and Employment. Edited by Roger Brownsword, Eloise Scotford, and Karen Yeung. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199680832.013.64.

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The technology of production shapes the employment relationship and important issues in its regulation. The new information technology has transformed the organization of production replacing large vertically organized firms governed by the internal labour market with horizontally organized firms governed by a global labour market. These changes require policymakers to broaden the definitions of ‘employee’, ‘employer’, and ‘appropriate bargaining unit’ in the regulation of employment and find ways to incorporate the new information technology into that regulation. As profound as these changes have been, the speedy evolution of information technology and the development of artificial intelligence promise even greater changes in the future. Future regulation will require not only a more expanded notion of the employment relationship, but also increased education and retraining programmes, benefit programmes tied to citizenship rather than employment, increased regulation, subsidy of retirement programmes, and perhaps even a basic income programme.

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17

Hanau, Hans, and Wenzel Matiaske, eds. Entgrenzung von Arbeitsverhältnissen. Nomos Verlagsgesellschaft mbH & Co. KG, 2019. http://dx.doi.org/10.5771/9783845296159.

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For about a quarter of a century, social sciences have been a keen observer of the transformations of labor relations within organizations, which can readily subsumed under the term of ‘dissolution of boundaries’. This ongoing decentralization of the organization, spanning from outsourcing over strategic alliances to networks, has been accompanied by the flexibilization and subjectivization of work. What initially occurred in the periphery of large organizations, soon became the “new normal” for the core work force across the economy, for the core relationships of gainful employment. Organizational sciences, essentially belonging the most ardent promoters of the abovementioned developments, came to realize that some of their brainchildren, especially the “boundaryless organization”, might constitute an existential threat to the own discipline. Meanwhile, the dissolution of boundaries of working relations was not only eagerly discussed but also widely advocated in the subdiscipline of human resource management. As a result, key terms and notions of labor law (e.g. ‘firm‘, employee’ or ‘employer’) became blurred and now suffer from impaired relevance and effectiveness with regard to their legal protective functions and autonomy of bargaining. This edited volume aims to inspire and deepen a debate that moves beyond disciplinary boundaries. Some urgency is given, because at the end of the day, nothing else but the constitution of the social market economy is at stake.

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