Relevant bibliographies by topics / Employers

Academic literature on the topic 'Employers'

Author: Grafiati
Published: 4 June 2021
Last updated: 28 July 2024

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Journal articles on the topic "Employers"

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Lutsenko, O. Ye. "Legal regulation of employee privacy in the United States of America." Analytical and Comparative Jurisprudence, no. 1 (May 29, 2023): 254–58. http://dx.doi.org/10.24144/2788-6018.2023.01.40.

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Current labour legislation does not contain prescriptions that would guarantee employees the right to privacy, but such legal regulation has long existed abroad, which can be valuable for Ukraine in order to accumulate the best global experience in ensuring the protection of employee privacy. In the US, employee privacy encompasses two aspects: first, the employee's right not to disclose personal information to his employer, and second, the employee's right to personal autonomy, or so to speak, sovereignty in certain life decisions. In many important aspects, these two forms of privacy are quite different from each other, but within the scope of labour law, the right not to disclose certain personal information and the right to personal autonomy is still conceptually united by the obligation to ensure the employee's privacy at the workplace. In other words, such autonomy implies that the employer must know about its employees and control what the employees do, but only within the framework of the employment relationship, and only that information that characterizes them as professionals. When the employer tries to use its authority outside the employment relationship by asking about the employee's private life or trying to control this private life, we have a violation of the principle of the employee's sphere of autonomy and, therefore, an unacceptable abuse of the employer's authority. In this age of email and social media, more and more of an employee's personal life is online. However, when dealing with an employer-employee relationship, it is not considered acceptable to ask an employer to provide personal mail or other private information from current or prospective employees. Under state laws, employees can widely share personal information online while keeping it safe from their employers having access to that information. An employee's life can remain private, that is, confidential to the employer while being public to others if the employee wishes to disclose certain personal information. US law allows employees to keep their personal information from employers confidential, including information shared on social networks. In addition, a number of US regulations allow employees to protect their online activity from employers as confidential information, as well as the privacy of employees' financial information.
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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (April 1, 2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion over total employee compensation, but does have discretion over the allocation of total compensation. We find that the employer's residual profit increases with discretion over the allocation of compensation among employees; however, we find no effect on residual profit of the employer's discretion over the total amount of employee compensation. Our results suggest that firms benefit from a compensation contract that establishes total employee compensation as a predetermined function of public, aggregate measures such as accounting income, but provides the employer at least some discretion to allocate this compensation using private information. However, our results caution that employees and employers may not have similar preferences for the degree of employer discretion over the determination of total employee compensation.
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Gardner, Timothy M., Jason Stansbury, and David Hart. "The Ethics of Lateral Hiring." Business Ethics Quarterly 20, no. 3 (July 2010): 341–69. http://dx.doi.org/10.5840/beq201020326.

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ABSTRACT:Lateral hiring is the intentional action of one employer to identify, solicit, and hire an individual or group of employees currently employed by another firm, a practice often pejoratively labeled “poaching.” We use the method of critical genealogy to demonstrate that the norms that discourage lateral hiring are constructions used by powerful employers to control the turnover of their employees, making them subjects of their employer’s power rather than free and autonomous people in their own right. We suggest instead that ethical responsibility for entertaining or rejecting lateral hiring offers rests with the focal employee(s). We conclude that the form and symmetry of loyalty between employees and their current employers are the determinants of the appropriateness of an employee’s decision to entertain and accept outside offers. These conclusions imply responsibilities for employers to forge (and employees to honor) symmetrical relational loyalty in the workplace, but not for alternate employers to refrain from making lateral hiring offers.
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Scholes, Charlotte Hughes. "Potential Pitfalls in Providing a Job Reference." Legal Information Management 6, no. 1 (March 2006): 58–60. http://dx.doi.org/10.1017/s1472669606000120.

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Most employers seek references for all prospective employees by way of a factual check on a candidate's employment history, qualifications and experience and in order to obtain an assessment of their performance and character from their previous employer. However, the risk of ill-judged or inaccurate comments resulting in legal action has caused many employers as a matter of policy to provide only bare references specifying job title, length of service and leaving salary and to decline the provision of any further facts or expression of opinion. This growing gap between the information employers are willing to give and the information they want to receive, alongside the obvious adverse consequences for employees where an existing or former employer declines to provide a reference, continues to cause much confusion. So what are an employer's responsibilities when they are asked for a reference?
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Sah, Gunja Kumari. "Perception of Employees on Employer Branding of Nepalese Insurance Industry." Journal of Nepalese Business Studies 16, no. 1 (December 31, 2023): 84–98. http://dx.doi.org/10.3126/jnbs.v16i1.62384.

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In this strategic human resource management era, employees are the most crucial components in the business world. Employers must consider how their workforce views the company and its brand. The study aims to explore employees' perception of employer branding in the Nepalese Insurance Industry. The study also examines the influence of employers' brands on employees' perceptions in the Nepalese industry sectors. The research obtained information from the 400 employees working in the insurance industry by using convenience sampling techniques. However, 44 were incomplete information, 31 were removed for validity, and 325 were applicable for analysis. The structured questionnaire was prepared based on a five-point Likert scale from strongly disagree to strongly agree to evaluate employees' perceptions. SPSS 20.0 software was used to assist in data analysis. Information was analyzed by descriptive analysis methods in which frequency analysis, cross tab, mean, and standard deviation were considered. The study's findings explained employees' favorable perceptions toward insurance companies' brands. The employer's branding highly impacted employees' perceptions. Employees had a favorable opinion of their organization when their overall employer branding score was high. Employees with higher education levels had a positive opinion of employer brands, but people with lower education levels had a negative perception. The majority of employees agree with the company brand. Therefore, there is a greater need for insurance companies to create strategies necessary to guarantee that their employees will stay in the same workplace in the future. Employer branding benefits an organization's recruiting efforts and lowers recruitment expenditures. Additionally, the research explains employers' brands helpful for staff retention and lower employee turnover rates. So, the employer brand may be used to categorize the necessary strategies.
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Duraj, Tomasz. "PODPORZĄDKOWANIE PRACOWNIKA PRACODAWCY W ASPEKCIE CZASU PRACY – WYBRANE PROBLEMY." Zeszyty Prawnicze 12, no. 4 (December 15, 2016): 123. http://dx.doi.org/10.21697/zp.2012.12.4.06.

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THE EMPLOYEE’S SUBORDINATION TO THE EMPLOYERAS REGARDS WORKING HOURS. SELECTED PROBLEMSSummary The subject of this paper is a description of the characteristic features of an employee’s subordination to his employer as regards working hours. An employer’s management rights in this respect are particularly relevant as regards the efficiency of the employee’s work and reduce the risk that any defective work on the employee’s part could mean for the employer. The author analyses the management rights of employers relating to factors contributing to the organisation of working hours such as the standard, extent, system, and schedule of working hours. His deliberations on these issues show that an employer’s rights pertaining to unilateral determination of working hours are in fact restricted. This is so because usually the system or schedule of working hours tends to be established in the context of a collective employment system or set of rules, in other words the employer’s freedom to make decisions is limited since he is obliged to cooperate with the trade unions active in his company or business. The widest scope of rights employers enjoy as regards the organisation of working hours concerns the right to order employees to work overtime and unscheduled time (but with consideration of any hours of duty on a rota system or duty travel); and as regards the compilation of detailed timetables of working hours.
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Kashive, Neerja, Vandana Tandon Khanna, and Manish Naresh Bharthi. "Employer branding through crowdsourcing: understanding the sentiments of employees." Journal of Indian Business Research 12, no. 1 (February 19, 2020): 93–111. http://dx.doi.org/10.1108/jibr-09-2019-0276.

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Purpose The purpose of this paper is to explore the role of social media in creating an attractive employer brand for any organization. It investigates one of the social media Glassdoor, which is an online employer branding platform, where employees put their reviews which are both positive and negative. Analysis of these reviews can generate a lot of insights into employer branding. Design/methodology/approach The data was collected as 1,243 reviews from Glassdoor, an online crowdsourced employer branding platform for 40 top-rated employers across four different sectors, namely, Pharma, IT, retail and FMCG. Text and sentimental analyses were done using SAS visual analytical for these reviews. Findings Ten themes were generated from the text analytics which is nothing but the employer value propositions (EVPs), and they were social, interest, development and economic value as given by Berthon et al. (2005) and also others, such as work–life, management and brand value emerged. Social value came as a significant EVP followed by interest value and work–life values. Research limitations/implications This research is providing only ways to show that crowdsourced data can also be used to understand the mindset of employees regarding an employer’s image but is not providing any idea regarding how to generate the right employee value proposition. Originality/value The research has shown that employers can use crowdsourced employer branding insights to see where they stand in the employer's attractiveness spectrum. They can use innovative data analytics techniques, such as visualization for text and sentimental analysis to create employer branding intelligence strategies.
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EVEN, WILLIAM E., and DAVID A. MACPHERSON. "Pension investments in employer stock." Journal of Pension Economics and Finance 7, no. 1 (November 16, 2007): 67–93. http://dx.doi.org/10.1017/s1474747207003162.

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SUMMARYThis study examines the consequences of a pension fund investing in the stock of the sponsoring firm. Using a merger of data on pension asset holdings from IRS Form 5500 filings and financial data on the company's stock from CRSP, two broad questions are addressed: first, what factors influence the extent of a pension fund's investments in the employer's stock? Second, when a pension invests in the employer's stock, how much is lost as a result of poor diversification? The empirical results suggest that investments in employer stock are responsive to non-diversification costs, tax consequences, and the employee's ability to absorb risk. There is also evidence that employers and employees weight these factors differentially in their decision of how much employer stock to include in the pension. Using actual return data on pension plans, we also find that concentrated investments in employer stock substantially reduce risk-adjusted return performance. However, modest holdings of employer stock have negligible effects on pension performance.
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Ford, Janet, and Marilyn Wilson. "Employers, Employees and Debt." Employee Relations 15, no. 6 (June 1993): 21–36. http://dx.doi.org/10.1108/01425459310047348.

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Maimela, Charles. "The Reasonable Accommodation of Employees with Cancer and their Right to Privacy in the Workplace." Potchefstroom Electronic Law Journal 21 (August 30, 2018): 1–31. http://dx.doi.org/10.17159/1727-3781/2018/v21i0a1703.

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The duty of employers to reasonably accommodate employees living with disabilities is fundamental and is invoked on a daily basis in response to various health conditions which employees experience, such as cancer. While executing this fundamental duty, employers must be mindful of other rights which employees have, such as the right to privacy. Employers run the risk of violating the employees' right to privacy in the process of accommodating them if the employer discloses confidential medical information which must be used only for the purpose of making accommodations for the employee concerned, in this context an employee with cancer. This paper focuses on the duty of employers to reasonably accommodate such employees, and the right to privacy of the employees. Further, this paper aims to investigate if a balance can be maintained between the duty of the employer to make such accommodations and the right to privacy of the employees
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Dissertations / Theses on the topic "Employers"

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DeHart, Mary Ellen. "Employers' perceptions of mentally handicapped employees in the horticulture industry." Thesis, Virginia Tech, 1985. http://hdl.handle.net/10919/43038.

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The horticulture industry offers numerous unskilled and semi-Skilled job opportunities for qualified handicapped individuals. A mail survey of 557 private Virginia ornamental horticultural businesses was conducted to document the employment of handicapped persons and to investigate employers' perceptions of mentally handicapped workers. A response rate of 60% was obtained. Forty-two percent of the respondents reported employing mentally, physically or emotionally handicapped persons. Primary businesses which have employed mentally handicapped workers were associated with grounds maintenance, nursery/garden centers, and golf courses. Overall the employers' perceptions were favorable of the general work habits and entry-level horticultural skill competencies of mentally handicapped persons. This indicated a potential for employment
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Koresdoski, Amy E. "The Value of Distance Learning MBA Programs to Employers and Employees." NSUWorks, 2001. http://nsuworks.nova.edu/gscis_etd/642.

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The goal of this study was to examine the perceived value of distance learning MBA degrees to employers and employees. Value was measured by promotion, improved job security, an increase in money, position or status, additional knowledge, or the expertise that the more highly educated employee brings to the work place. Feedback from employers and employees was used to examine their perceptions, support and acceptance of non-traditional degrees in the workplace. Two online, web-based surveys were used to solicit opinions. The samples used included students who graduated from distance learning (DL) MBA programs and human resource professionals. The graduates were identified by university representatives using alumni lists for their MBA distance learning programs. Survey requests were provided to university representatives, who forwarded them to the graduates. Human resource professionals were identified through the Fortune 500 web site and the Society of Human Resource Professionals. Requests were mailed to human resource professionals. Requests to complete the survey were also posted to graduate school and human resources forums. There were 167 responses to the Survey of Graduates and 159 responses to the Survey of Human Resource Professionals. Approximately 660 survey requests were mailed with an average response rate of approximately 50%. The investigator expected to find that graduates of DL MBA programs would see a link between their degree and promotions or salary increases. The Survey of Graduates results showed that graduates felt their distance learning degree programs were a viable alternative to conventional degrees and believed their DL degrees would be as valuable as degrees earned through traditional programs. It was expected that some human resource professionals would not see a difference between the two degree types and others would feel that DL degrees were inferior. In fact, some employers were skeptical of distance learning degree programs and did not hold them in the same light as traditional degree programs. Many employers did not care where an employee earned the degree as long as the expected performance was evident.
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Liu, Yiqing, and Tong Wu. "Employers’ and employees’ evaluation of the implementation of flexible working policies." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12150.

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These years has witnessed a rapid change in staff’s working pattern. Flexible working arrangements are increasingly widespread in developed countries as well as developing countries. The adoption level of flexible working arrangements is predicted to keep increasing in the future. However, some obstacles will emerge when flexible working policies are carried out in companies. The results such as low participation of staff in flexible working arrangements may fail to live up organizations’ expectation. Accordingly, employers’ and employees’ evaluation of flexible working policies may be helpful to remove these obstacles and plays a vital role in improving the implementation of flexible working arrangements.Considering that change of the implementation of flexible working policies will have direct impacts on employers and employees, these two groups of people are chosen as respondents to investigate. The respondents of this thesis are from foreign and multinational companies in China. Since documental data on flexible working policies are quite few, the researchers have collected both qualitative and quantitative data by doing interviews and a survey. The findings of the interviewees’ opinions and the survey data show both similarities and differences between employers’ and employees’ evaluations, which may pave the way for improvement of the implementation of flexible working arrangements.The findings of this research show that the implementation of flexible working policies is affected by two categories, “the content of policies” and “the external factors influencing the implementation of policies” such as facilities provided by companies, trust and support from supervisors. Furthermore, employers and employees tend to hold similar or different opinions on the concepts included in these two categories related to their different positions in their companies. The findings of this research are regarding the current implementation of flexible working arrangements and limited types of flexible working arrangements. Other factors and improvements can be achieved in future practice.
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Tallman, Rick. "Needful employees, expectant employers and the development and impact of psychological contracts in new employees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ62670.pdf.

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NEVES, MARIA SILVA DE BARROS GOMES. "PRIVATE PENSION PLANS FROM THE EMPLOYERS AND THE EMPLOYEES POINT OF VIEW." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2001. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=1803@1.

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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
Este trabalho pretende mostrar, ao administrador de empresas moderno, que itens considerar ao planejar e montar um plano de previdência privada. Este tipo de benefício espontâneo vem ganhando relevância, em um mercado de trabalho cada vez mais acirrado na busca e retenção de talentos, pois está consciente de que o Estado não pode ser o único provedor de recursos na fase da aposentadoria. A pesquisa mostra e compara as diversas modalidades disponíveis no Brasil e seus aspectos mais importantes. São também indicadas as tendências, na criação de novos planos, que atendam às necessidades de um mercado globalizado. Buscando comprovar, na prática, o que a teoria sobre o assunto indica, são feitas entrevistas, junto a profissionais brasileiros dessa área. Em seguida, mostra- se o resultado de uma pesquisa exploratória, realizada com funcionários de empresas privadas, que não possuem este tipo de benefício, a fim de descobrir, sob o ponto de vista desses empregados, que atributos julgam ser mais importantes, na criação de um plano de previdência privada.
This research aims to show to the modern business administrator which items to consider when planning and designing a private pension plan. This sort of fringe benefit has had its relevance increased due to an everyday more competitive work market searching for and seeking to retain human talent. The persons with these talents have the conscience that the State Pens ion Plan (INSS) can not be their only financial source during retirement. The study shows and compares a set of different types of pension plans available today in Brazil and their more important characteristics. New trends in pension plan designing are also indicated to adapt to a globalized work market. Interviews were made with Brazilian professionals as part of the research to prove, in practice, theory about pension plans. Subsequently, results of exploratory research, made with employees that don't ha ve this kind of benefit, are shown. The goal is to point out the most important attributes of a private pension plan, from their point of view.
Este trabajo pretende mostrar, al administrador de empresas moderno, qué puntos considerar al planificar y montar un plano de pensión privada. Este tipo de beneficio espontáneo ha ganado relevancia en un mercado de trabajo cada vez más acirrado en la búsqueda y retención de talentos, pués está consciente de que el Estado no puede ser la única fuente de recursos en la fase de retiro. La investigación muestra y compara diversas modalidades disponibles en Brasil y sus aspectos más importantes. Se indican también las tendencias, en la creación de nuevos planos, que atienden a las necesidades de un mercado globalizado.
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Lafrenz, Lu Ann. "Performance analysis : hospitality industry employers' perceptions of their limited English proficient employees /." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487687485807402.

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Bessa, Ioulia. "Flexible work arrangements in Greece : theoretical perspectives and evidence from employers and employees." Thesis, City University London, 2012. http://openaccess.city.ac.uk/2948/.

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The thesis examines Flexible Work Arrangements (FWAs) in the Greek labour market and theoretical perspectives that may explain employers’ and employees’ perceptions of flexible working in Greece. Its objectives are: (1) to contribute to the sociology of work and labour economics literatures, by revisiting theoretical perspectives, applying them to the Greek labour context and adding empirical evidence on different FWAs; (2) to contribute to the literature on flexible working and new forms of management practices, by not only focusing on a context that has been neglected, but also by developing a two-level study of both employers’ and employees’ perspectives; (3) to assess potential implications of flexible working by focusing on the job quality of flexible workers and, in doing so, contribute to the growing literature on the impacts of new forms of work. In Chapter 3, the datasets are presented. First, the fourth European Working Conditions Survey (EWCS) and the second European Quality of Life Survey (EQLS) are described and employed to benchmark employee use of FWAs in Greece. Second, a survey conducted in Greece during the period 2010-2011 is described. The resulting Greek Dataset on Flexible Work (GDFW) covers 40 companies and 492 employees. The second part of the thesis reports three empirical studies. In Chapter 4, EWCS and EQLS show that the use of FWAs in Greece is significantly lower (compared to other EU countries) highlighting the question: why is the incidence of flexible working lower in Greece? Four FWAs forms are studied: part-time, temporary, telework and work from home as well as a hybrid category, “no contract”. The findings suggest that part-time, temporary and “no contract” employees characterise a secondary labour market, while telework and work from home, though rare are more noticeable than previously observed in the literature and demonstrate characteristics of a primary labour market. Overall, this first empirical study enabled a reassessment of the research questions, data needed and provided further insights into how chosen theoretical perspectives could be further explored to set hypotheses concerning employers’ as well as employees’ perspectives. The first study (Chapter 5) analyses the GDFW through institutional theory. Its purpose is twofold: first, to examine at an organisational level the environmental factors that may impact on employer offer of FWAs. Second, to explore characteristics, that are directly associated with employee use of / interest in FWAs. Additionally, the relationship between FWAs with Work-Life Balance (WLB) and life satisfaction is examined. Results show that pressures coming from competition, EU, legislation and labour market are significant predictors of employer offer. With regard to employees, the results suggest that the use of FWAs and employee interest in FWAs are associated with: their role in the organisation, tenure and family obligations. Implications of these findings for human resource management, industrial relations and the spread of flexible working in Greece as well as future research are discussed. The second study investigates FWAs quality in Greece through dual labour market theory (Chapter 6). Hypotheses are set and tested using the GDFW. Perceptions of employees and employers on FWAs show that these are associated with low job quality. Flexible workers are mostly females, younger employees and those with lower educational background, suggesting a segmented workforce and a distinction between full-time employees (“insiders”) and flexible workers (“outsiders”). These inequalities are likely to remain, thus showing that convergence in the labour market is a distant European goal. Chapter 7 summarises the research objectives of the thesis. It summarises the results obtained for the Greek case, and compares them to the European context. It further describes how findings may be generalised. Most importantly, it provides the practical implications of the thesis, acknowledges its limitations and addresses how what has been learnt by this research can foster future research.
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Cheng, Wai-ming Warman. "Limiting factors in promoting corporate fitness in Hong Kong : employers' and employees' perspectives." HKBU Institutional Repository, 1997. http://repository.hkbu.edu.hk/etd_ra/156.

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Suh, Raphael Won-Pil. "Arbeitgeberhaftung wegen Diskriminierung, sexueller Belästigung und fehlerhafter Kündigung in den USA : Möglichkeiten zur Versicherung solcher Risiken und das Allgemeine Gleichbehandlungsgesetz /." Hamburg : Kovač, 2008. http://www.verlagdrkovac.de/978-3-8300-3536-7.htm.

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Cheng, Yau-mei Corrina. "An analysis of the employees' compensation system in Hong Kong." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17508162.

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Books on the topic "Employers"

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L, Salisbury Dallas, and Employee Benefit Research Institute (Washington, D.C.), eds. Do employers/employees still need employee benefits? Washington, D.C: EBRI-Employee Benefit Research Institute, 1998.

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McDermott, John F. M. Employers’ Economics versus Employees’ Economy. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9.

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Robert, Dean. Employers, ex-employees and trade secrets. Pyrmont, N.S.W: Lawbook Co., 2004.

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Sherman, Wessels. Model employee policies for Illinois employers. Springfield, Ill: Illinois Chamber of Commerce, Center for Business Management, 2009.

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Brennan, Ruth. Employee welfare: Do employers really care? Dublin: University College Dublin, 1994.

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Great Britain. Department of Trade and Industry., Great Britain. Health and Safety Executive., and Great Britain. Departmentof Social Security., eds. Maternity rights: Guide for employers and employees. (London): Health and Safety Executive, 1996.

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Willats, Stephanie. Employer-supported volunteering: A guide for employers. London: National Centre for Volunteering, 1996.

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Bryson, Caroline. Educating employers: Evaluation of employer educational surveys. London: HMSO, 1994.

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New Zealand. Ministry of Women's Affairs., ed. Employer assisted child care: Guide for employers. [New Zealand]: The Ministry, 1991.

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Great Britain. Department of Trade and Industry., ed. Individual rights of employees: A guide for employers and employees. 7th ed. [London]: DTI, 1999.

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Book chapters on the topic "Employers"

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McHugh, Francis P. "Employers and Employees." In Ethics, 39–45. London: Macmillan Education UK, 1991. http://dx.doi.org/10.1007/978-1-349-12149-6_7.

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Black, J. Stewart. "How Do Employees Assess Employers?" In Competing for and with Human Capital, 97–118. 1 Edition. | New York : Taylor & Francis, [2019]: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429284090-8.

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Bean, R. "Employers." In Comparative Industrial Relations, 49–69. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003127727-3.

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McDermott, John F. M. "We Invest More than They." In Employers’ Economics versus Employees’ Economy, 1–27. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9_1.

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McDermott, John F. M. "The Paradoxes of Market Economics." In Employers’ Economics versus Employees’ Economy, 29–55. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9_2.

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McDermott, John F. M. "Economics and Mis-Mathematics." In Employers’ Economics versus Employees’ Economy, 57–88. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9_3.

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McDermott, John F. M. "Cornucopia, Inc." In Employers’ Economics versus Employees’ Economy, 89–113. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9_4.

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McDermott, John F. M. "From “Employees” to “Servants”." In Employers’ Economics versus Employees’ Economy, 115–43. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9_5.

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McDermott, John F. M. "Economic Science and Social Reform." In Employers’ Economics versus Employees’ Economy, 145–71. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50149-9_6.

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Birdie, Arvind K., and Vandana Madhavkumar. "Protean Career and Boundaryless Careers: The Career Orientation of Generation Y." In Employees and Employers in Service Organizations, 3–21. Toronto ; New Jersey : Apple Academic Press, [2017] | Series: 21st century business management: Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-1.

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Conference papers on the topic "Employers"

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Zhou, Fanyu, and Shixiang Wang. "Host employers' liability for agency employees." In International Conference on Environment and Sustainability. Southampton, UK: WIT Press, 2014. http://dx.doi.org/10.2495/ices140821.

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Radovan, Aleksander, Ivana Ogrizek Biškupić, and Josip Lopatič. "IT Employers’ Expectations from their Employees Regarding Java Programming Language." In 2023 11th International Conference on Information and Education Technology (ICIET). IEEE, 2023. http://dx.doi.org/10.1109/iciet56899.2023.10111221.

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Krulc, Lea, Janja Orovič, Lena Prosen, Jaka Zdovc, and Gašper Žižek. "Cooperation of Employees and Employers in Occupational Safety and Health Management." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.50.

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The main theme of this paper is worker-employer cooperation in occupational health and safety management. This is one of the most topical topics, since the provision of occupational health and safety is key to reducing risks in the workplace. Therefore, questions arise about how to ensure that the health and safety problem in a company or organisation is addressed by the employer and employee working together. Many companies are tackling this issue in different ways, whether through employee motivation, on-the-job training, raising awareness, cooperation, etc. Various research has been conducted on this topic, which has shown the positive results of cooperation in occupational health and safety management. This paper thus deals with the themes of employer-employee interaction, in which mutual communication, risk reduction and prevention are key. The paper then goes on to compare governance in the European Union and Slovenia. Given the situation that forced large numbers of employees to work remotely during the COVID-19 pandemic, the subject is also approached from this aspect, how employers can ensure employee safety when working from home. At the end of the paper, some examples are given of how Slovenian and foreign companies are tackling and solving the problem in practice.
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Muralidhar, Skanda, Rémy Siegfried, Jean-Marc Odobez, and Daniel Gatica-Perez. "Facing Employers and Customers." In MUM 2018: 17th International Conference on Mobile and Ubiquitous Multimedia. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3282894.3282925.

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Vencourová, Monika. "CURRENT TRENDS OF EMPLOYERS’ BRANDS AND STRATEGIES TO IMPROVE THE ATTRACTIVENESS OF EMPLOYERS." In 43rd International Academic Conference, Lisbon. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.043.050.

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Szarková, Miroslava. "Reasons of Employees’ Fluctuations from the Perspective of Employers in the Slovak Republic." In Hradec Economic Days 2019, edited by Petra Maresova, Pavel Jedlicka, and Ivan Soukal. University of Hradec Kralove, 2019. http://dx.doi.org/10.36689/uhk/hed/2019-02-041.

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Prokop'ev, A. V., and T. N. CHernyshova. "Requirements of employers for graduates." In Scientific dialogue: Economics and Management. ЦНК МОАН, 2019. http://dx.doi.org/10.18411/sciencepublic-08-10-2019-12.

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OLeary, G. "OP0198-PARE Fit for work online: supporting employees with rmds, employers and healthcare professionals." In Annual European Congress of Rheumatology, 14–17 June, 2017. BMJ Publishing Group Ltd and European League Against Rheumatism, 2017. http://dx.doi.org/10.1136/annrheumdis-2017-eular.6281.

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Lelovsky, Mario. "Employers and Academia must communicate! For the sake of successful graduates and happy future employers." In 2022 20th International Conference on Emerging eLearning Technologies and Applications (ICETA). IEEE, 2022. http://dx.doi.org/10.1109/iceta57911.2022.9974800.

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DOLLIJA, Elda, and Manjola ÇOLLAKU. "FURXHI Gentisa HAPPINESS IN THE WORKPLACE." In Happiness And Contemporary Society : Conference Proceedings Volume. SPOLOM, 2021. http://dx.doi.org/10.31108/7.2021.19.

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The nature of workplace has dramatically changed in the new area of economy. Nowadays employeers are investing for better workplace environment. The organizational culture and cimate must encourage the employees to flourish and be their best selves. The perfect workplace is supposted to make the employees happy by giving the people flexibility and autonomy as to where and how they work, built on a culture of growth and trust. That is because happines in the workplace is like a symbiotic relationship which offers mutual benefits to both employees and employers. Key words: employee happiness; workplace; productivity; well being
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Reports on the topic "Employers"

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Benmelech, Efraim, Nittai Bergman, and Hyunseob Kim. Strong Employers and Weak Employees: How Does Employer Concentration Affect Wages? Cambridge, MA: National Bureau of Economic Research, February 2018. http://dx.doi.org/10.3386/w24307.

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Emmerson, Carl, and Jonathan Cribb. The effect of automatic enrolment on employees working for small employers. The IFS, March 2019. http://dx.doi.org/10.1920/wp.ifs.19.0719.

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Lait, Ashley, and Stuart Lane. 2019 Employers Survey. The Economics Network, September 2019. http://dx.doi.org/10.53593/n2974a.

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Cappelli, Peter, and Monika Hamori. Are Franchises Bad Employers? Cambridge, MA: National Bureau of Economic Research, August 2007. http://dx.doi.org/10.3386/w13327.

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Beckett, Alice. Economics Employers' Survey 2014-15. The Economics Network, March 2015. http://dx.doi.org/10.53593/n2760a.

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Skufca, Laura. Small Employers' Experiences with Family Caregiving. AARP Research, May 2019. http://dx.doi.org/10.26419/res.00307.001.

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Cappelli, Peter. Why Do Employers Pay For College? Cambridge, MA: National Bureau of Economic Research, September 2002. http://dx.doi.org/10.3386/w9225.

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Black, Sandra, Lisa Lynch, and Anya Krivelyova. How Workers Fare When Employers Innovate. Cambridge, MA: National Bureau of Economic Research, March 2003. http://dx.doi.org/10.3386/w9569.

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Moscarini, Giuseppe, and Fabien Postel-Vinay. Large Employers Are More Cyclically Sensitive. Cambridge, MA: National Bureau of Economic Research, February 2009. http://dx.doi.org/10.3386/w14740.

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Kline, Patrick, Evan Rose, and Christopher Walters. Systemic Discrimination Among Large U.S. Employers. Cambridge, MA: National Bureau of Economic Research, July 2021. http://dx.doi.org/10.3386/w29053.

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