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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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Dale, Ann Marie, Chris Enke, Skye Buckner-Petty, James Aaron Hipp, Christine Marx, Jaime Strickland, and Bradley Evanoff. "Availability and Use of Workplace Supports for Health Promotion Among Employees of Small and Large Businesses." American Journal of Health Promotion 33, no. 1 (April 26, 2018): 30–38. http://dx.doi.org/10.1177/0890117118772510.
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Purpose: To explore the availability and utilization of workplace health supports by employees of small and large-sized employers. Design: Cross-sectional, telephone-based interviews collected on 16 workplace health supports for physical activity and diet. Setting: Participants selected by random-digit-dialing from 4 metropolitan areas of Missouri employees from 2012 to 2013. Participants: Two thousand fifteen working adults. Methods: We explored the availability and use of supports by employer size (<100 employees vs ≥100 employees), accounting for industry and personal factors. Analysis: We examined distributions and Poisson regression models of availability for supports by employer size and by industry and use of supports by employer size and personal factors. Results: One-fifth of the 1796 employees were employed by small-sized employers. Large employers offered more supports than small (mean: 6 vs 3), but a higher proportion of employees of small-sized employers used supports when available (59% vs 47%). The differences in offered supports between industries were not due to size alone. In regard to the determinants of participation, the personal factors of gender, age, weight, and income were associated with participation in 10 of the supports. Employer size was also associated with participation in 10 supports. No associations were found between personal factors or workplace size and participation for 3 supports. Conclusion: A higher proportion of employees working for smaller businesses use available supports than employees of larger businesses. Supports offered by employers should target the needs and interests of the workforce, particularly for the higher risk low-income employees.
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Carr, W. David, and Jennifer Volberding. "Employer and Employee Opinions of Thematic Deficiencies in New Athletic Training Graduates." Athletic Training Education Journal 7, no. 2 (April 1, 2012): 53–59. http://dx.doi.org/10.4085/070253.
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Context: Anecdotal information has been shared for several years that employers do not feel that new athletic training graduates are ready for the workforce. To date there have been no studies of employers and employees to determine deficiencies in order to confirm or refute this position. Objective: To explore the opinions of employers and employees (recent graduates within the last 3–5 years) about the level of preparation and readiness for the work force of new athletic training graduates. Specifically, the purpose was to examine the themes emerging from interviews with employers and employees about the employee's abilities. Design and Setting: A mixed methods quantitative/qualitative design involving in-depth focus group interviews. Interviews were conducted in a controlled environment during the National Athletic Trainers' Association Annual Symposium in June of 2010. Participants: Eleven employers and five employees were available at scheduled times during the symposium. Extensive networking efforts were conducted to solicit participants from 3 work settings; college/university, high school/clinic/outreach, and emerging practices. Data Collection and Analysis: Focus group interviews were videotaped then transcribed verbatim and analyzed deductively. Peer debriefing and member checks were used to ensure trustworthiness. Results: Several ‘thematic’ deficiencies, or abilities, that were lacking emerged from our analysis. Both groups cited: 1) interpersonal communication, 2) decision making/independence, 3) initiative, 4) confidence, and 5) humility/ability to learn from mistakes as abilities that were deficient in new graduates. Administrative skills was the only thematic deficiency cited by the employees but not the employers. Conclusion: Limitations of current curriculum education models and employer-driven on-the-job-orientation and experience were identified as areas of concern.
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Barjaktarović, Sandra, Slavica Cicvarić-Kostić, and Milica Kostić-Stanković. "Employer brand communication in job advertisements." Marketing 52, no. 4 (2021): 225–34. http://dx.doi.org/10.5937/mkng2104225b.
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The concept of the employer brand has been developing intensively and it is the subject of interest and research of scholars and practitioners in the field of both marketing and human resource management. The aim of the research presented in the paper is to examine the content of job advertisements of the most desirable employers in Serbia, as well as to examine the extent to which they communicate the elements that potential candidates value when assessing the attractiveness of employers. By employing content analysis, the content of job advertisements of Serbian most attractive employers is determined and classified. In total, 291 job advertisements of 18 most desirable employers published on the Infostud platform in the period March-June 2021 were analyzed. In the exploratory research, a qualitative and quantitative analysis of published job advertisements was performed. The results of the research indicate that the content of job advertisements of the most desirable employers in Serbia most often communicates about the work environment and opportunities for acquiring knowledge. In addition, instrumental aspects of the workplace, ie information related to earnings, bonuses and rewards, are communicated more often for lower positions. Although not all elements describing the desired employer were part of the content of the advertisements, it was determined that the most desirable employers in the advertisements pay attention to visual solutions, topics shown in photos, engaging employees in communicating the employer's brand, and communication of product brands.
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Peele, Pamela B., Judith R. Lave, Jeanne T. Black, and John H. Evans III. "Employer‐Sponsored Health Insurance: Are Employers Good Agents for Their Employees?" Milbank Quarterly 78, no. 1 (March 2000): 5–21. http://dx.doi.org/10.1111/1468-0009.00159.
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Michael, J. H., and S. Dasmohapatra. "Forestry Students, Employers, and the Implied Contract: Expectations and Obligations." Journal of Forestry 99, no. 9 (September 1, 2001): 18–24. http://dx.doi.org/10.1093/jof/99.9.18.
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Abstract Recently graduated forestry majors will start their jobs with preexisting perceptions regarding the reciprocal obligations between themselves and their employers. These perceptions will form a type of implied contract between the two parties. To investigate the problems that can arise when a new employee perceives an employer to have broken that contract, we surveyed senior forestry majors (before and after they found jobs) and employers. Results indicate that agency and industry employers create significantly different expectations for their new employees. Moreover, negative outcomes related to turnover, performance, and satisfaction will result when new employees perceive that employers have not fulfilled their obligations.
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Belkin, V. N., N. A. Belkina, and O. A. Antonova. "Opportunistic Behaviour of Employees: its Causes and Ways of Overcoming it." Zhurnal Economicheskoj Teorii 17, no. 4 (2020): 849–58. http://dx.doi.org/10.31063/2073-6517/2020.17-4.9.
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The article shows that the root of opportunistic behavior of employees in Russia is alienation of labor as employees are excluded from participation in property and management relations. The main reasons behind opportunism among employees are the discrepancy between the economic interests of the owners of labor-power (workers) and the owners of the means of production (employers), information asymmetry, and the fact that slacking often goes unnoticed in enterprises. The study relies on the data collected by the authors in a number of enterprises. Thus, the analysis brings to light the main factors that determine the tendency of workers to slack off and the scale of this problem in Russian enterprises and leads the authors to propose their own definition of the term “opportunistic behavior of workers”. The article discusses opportunistic behavior of employers, which is also a widely spread phenomenon. Employers’ opportunism may occur both before and after the conclusion of the employment contract and stems from the employer’ s desire to reduce labour costs. To a great extent such behaviour is caused by employers’ dominant position in relation to the vast majority of workers. Under the threat of unemployment, most workers are forced to agree to the conditions dictated by employers. Thus, the authors also propose a definition of the term “opportunistic behavior of employers”. The collapse of the North American company ENRON is considered as a practical example of harmful socio-economic effects of employer opportunism. The authors’ findings concerning the reasons behind opportunistic behaviour at work are further used to suggest ways of overcoming this problem. Keywords: opportunism, opportunistic behavior of employees, opportunistic behavior of employers, alienation of labor, overcoming opportunism of employees, values of corporate culture, stages to overcome opportunistic behavior of employees, concept to overcome opportunistic behavior of employees in Russian enterprises.
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ILLINGWORTH, PATRICIA. "Employer Leadership in the Era of Workplace Rationing." Cambridge Quarterly of Healthcare Ethics 10, no. 2 (March 8, 2001): 172–83. http://dx.doi.org/10.1017/s0963180101002092.
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Recent figures show that 151.7 million nonelderly Americans who had private insurance received that insurance from their employers (out of 167.5 million with private insurance). Employers who contract with health plans on behalf of their employees influence the health of their employees and, in turn, the nature and quality of the healthcare system in the United States. Despite the magnitude of their influence, they have been relatively free from both government and ethical guidance with respect to the specific substantive benefits they offer their employees. Employers have enormous discretion with respect to what substantive benefits they include in employer health plans because they are governed by the Employment Retirement Security Act (ERISA). But the decisions that employers make when they choose benefits for their employees are just as much rationing decisions in need of bioethical analysis as are the rationing decisions that are made at the bedside by patients, physicians, and their families. Moreover, even strong discretion, of the kind employers have, is subject to ethical standards.
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Liebi, William A. "Employers, Employees, and Continuing Education." Journal of Education for Library and Information Science 38, no. 2 (1997): 165. http://dx.doi.org/10.2307/40324220.
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Sargeant, M. "Protecting Employees with Insolvent Employers." Industrial Law Journal 32, no. 1 (March 1, 2003): 53–59. http://dx.doi.org/10.1093/ilj/32.1.53.
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Marwick, Charles. "Healthy Workplace: Employers, Employees Benefit." JAMA: The Journal of the American Medical Association 268, no. 21 (December 2, 1992): 3041. http://dx.doi.org/10.1001/jama.1992.03490210015007.
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Peters, Eileen. "What You Want Is Not Always What You Get: Gender Differences in Employer-Employee Exchange Relationships during the COVID-19 Pandemic." Social Sciences 10, no. 8 (July 22, 2021): 281. http://dx.doi.org/10.3390/socsci10080281.
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Relational Inequality Theory (RIT) argues that relational claims-making- the process of employer-employee exchange relationships explicitly regarding negotiations over resources and rewards- is the central mechanism that produces social inequalities at work. Yet, the COVID-19 pandemic has significantly affected employees and employers, possibly altering their behavior in relational claims-making. Hence, this paper aims to explore if long-standing gender inequalities in employer-employee exchange relationships have reproduced or changed during the COVID-19 pandemic. It is examined (1) whether women and men differ in their response to the pandemic regarding expected employer support with further training to work from home (WFH) and (2) whether employers’ decisions on adequate support depend on employees’ gender. The hypotheses were tested using a linked employer-employee dataset (LEEP-B3) with information on German employees’ working conditions before and during COVID-19. OLS regression models predicted no gender differences in training expectations. However, women are more likely to be provided with less training than they expect from their employers. Thus, employers’ decision-making has not been altered, but gender remains an important determinant in relational claims-making, thereby reproducing gender inequalities. Finally, the workforces’ pre-COVID-19 gender ideologies predicted whether mechanisms are mitigated or enhanced. Hence, these findings underline the crucial role of the workplace context in which employer-employee exchange relationships are embedded.
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Baliyan, Pritika Singh, and Som Pal Baliyan. "Employment Preference of Undergraduate Accounting Students in Botswana: Perceptional Analysis of Practitioners and Students." International Journal of Business and Management 11, no. 12 (December 17, 2016): 271. http://dx.doi.org/10.5539/ijbm.v11n12p271.
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This exploratory and descriptive study analyzed factors influencing employment choice of accounting graduates in higher education institutions in Botswana. Graduates’ preference to type of employer and size of employer were also analyzed. Data was collected through a survey of randomly selected 120 final year undergraduate accounting students from four randomly samples private higher education institutions in Botswana. Also, 60 accounting practitioners were purposively selected for data collection for comparing their perceptions with students on employment preference factors. Data analysis was accomplished using descriptive and inferential statistical tools of mean, frequency, ranking and Chi Square test. Students ranked flexible work schedule and work-life balance, initial salary and, opportunity for advancement as the three most important employment factors while practitioners ranked initial salary, opportunity for advancement and employer reputation and prestige as the three most important employment factors . It was therefore, recommended that employers should not only establish a good reputation but also, should create a conducive socio-economic environment by combining flexible working life with good salary offer to attract and retain employees. Students ranked private accounting jobs as their top preferred jobs. Students preferred large size employers over medium and small size employers. Reasons for preferring private accounting jobs and, large size employers should be investigated enabling accounting employers and, especially small and medium size employers, respectively in formulating appropriate strategies for attracting prospective employees in accounting profession.
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Sabdono, Erastus, Yohana Natassha, Andri Andri, Yehuda Indra, and Sugeng Santoso. "Equal Legal Treatment for Employers and Employees from a Theological Perspective." International Journal of Social Science Research and Review 5, no. 11 (November 4, 2022): 56–62. http://dx.doi.org/10.47814/ijssrr.v6i11.621.
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One of the parties in industrial relations is employers and employees. Workers are frequently in a weak position as stakeholders. In truth, there is a legally binding relationship between employers and employees in the form of a work agreement, which necessitates approval prior to execution. The word "master" is frequently used in the Bible to describe the connection between employers and employees, while workers are referred to as "servants." It also clarifies the census fidei, or sense of faith, in regard to God's relationship with His church. These stakeholders have a tight bond, with the "master" being the party who performs the labor and the "servant" as the party who receives compensation for their efforts. It is a typical occurrence in today's world, particularly in business partnerships. Wages and termination of employment are generally the source of sensitive issues in the form of disputes between employers and employees. Employees should not be injured, according to the theory, because employers and employees have equal standing under the law. Employess are obligated to seek protection since they rely substantially on their salaries to support their basic requirements and those of their families.
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Rasmussen, Erling, Barry Foster, and Deirdre Farr. "The battle over employers’ demand for “more flexibility”." Employee Relations 38, no. 6 (October 3, 2016): 886–906. http://dx.doi.org/10.1108/er-12-2015-0226.
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Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility. Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey. Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees. Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries.
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Olsen, Karen Modesta. "The power of workers." Employee Relations 38, no. 3 (April 4, 2016): 390–405. http://dx.doi.org/10.1108/er-10-2014-0121.
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Purpose – The purpose of this paper is to examine how occupations and the institutional setting shape the power balance (individual bargaining power) between employees and employers. It builds on theoretical approaches on knowledge work and institutional theory. Design/methodology/approach – The paper uses the European Social Survey data in 2010/2011 to compare the power balance between employees and employers in three countries: Denmark, Sweden, and Norway. Multinomial logit regression was employed. Findings – The results show that occupation and the institutional setting shape the power balance between employees and employers. Employees in highly skilled occupations perceive greater power vis-à-vis their employer, and employees in Denmark, characterized by greater flexibility for employers, perceive less power than in Sweden and Norway. In addition, age and gender are important demographic factors determining employees’ perceived power towards their employers. Originality/value – The literature makes a number of assumptions with regard to the attitudes and behaviour of knowledge workers. However, research that compares employees in knowledge work with other occupational groups is scarce. This paper adds to the literature by comparing employees in highly skilled knowledge work with employees in lower skilled occupations. It also empirically shows how different approaches to definitions of knowledge work correspond.
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Mishchuk, H., and N. Samoliuk. "SOCIAL RESPONSIBILITY IN LABOUR RELATIONS: MODERN DETERMINANTS AND PROBLEMS IN EMPLOYMENT BRAND MANAGEMENT." THEORETICAL AND APPLIED ISSUES OF ECONOMICS, no. 42 (2021): 130–41. http://dx.doi.org/10.17721/tppe.2021.42.11.
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The current determinants of the assessment of the employer's brand by employees are investigated, taking into account the differences in the values of generations and the importance of socially responsible initiatives of companies in labour relations. There are significant differences in the importance of the components of the employer brand in different countries as well as in the assessments of the generations. European countries are characterized by incomplete compliance of employers' value proposals with the interests of employees. In Ukraine labour market stakeholders’ assessments differ considering many of the value proposals offered by employers in terms of compliance with employees’ priorities. Thus, the dominant values of employment are connected with material incentives, however, the importance of professional development (successful career), the content of work, a comfortable environment is also high. Employment guarantees and financial capability of the company are very important for Ukrainian employees regarding the stable employment prospective. An obvious trend in both the global and domestic labour markets is the change of values in labour relations in the context of different generations. All generations of employees in Ukraine are united only by the dominant importance of material incentives for employment. Regarding other values, there are significant differences that should be taken into account by employers in planning CSR programs and the formation of value propositions. As for the youngest generation, which is actively entering the labour market today (Generation Z), it should be considered that the top 5 of their values includes the possibility of flexible employment. It can be concluded that the components of the employer's brand have different assessments by different generations of employees and do not always meet the current value propositions. However, in terms of growing competition in attracting talents, they should be the basis for further development of social responsibility of companies in labour relations in order to strengthen their competitive advantages.
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Mullan, Kenneth, William L. Allen, and David B. Brushwood. "Conscientious Objection to Assisted Death: Can Pharmacy Address This in a Systematic Fashion?" Annals of Pharmacotherapy 30, no. 10 (October 1996): 1185–91. http://dx.doi.org/10.1177/106002809603001020.
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OBJECTIVE: To describe a legal structure for the accommodation of pharmacists' rights of conscience in the dispensing of drugs for pharmaceutically assisted death. BACKGROUND: Pharmacists have indicated that there is disagreement in the profession regarding the appropriateness of a practice known as “pharmaceutically assisted death”, in which lethal medications are prescribed for terminally ill patients who want to end their lives. Pharmacists who object to pharmaceutically assisted death may be asserting a conscientious objection that threatens to create a conflict with their employers. In addition, pharmacists who support pharmaceutically assisted death, but whose employers forbid the dispensing of medications for this purpose, may face a similar conflict. Current laws and principles of professional ethics fail to adequately address the resolution of either of these conflicts. DISCUSSION: We propose a system within which the pharmacy profession could accommodate the right to conscientious objection without sacrificing the quality of patient care. At the heart of our proposal is the understanding that employers must respect an employee's right to beliefs that differ from those of the employer and, correspondingly, the understanding that employees must respect the employer's duty to provide products and services to those who seek them from the employer. CONCLUSIONS: Pharmacy associations can adopt policies for conscientious objection and have those policies become law through action of the state legislature or the state board of pharmacy. This approach could lead to the development of a clear policy and procedure for resolving the issue of conscientious objection within the pharmacy community, making it far less likely that institutions outside pharmacy would be required to develop a solution for pharmacy.
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Thompson, Scott C. "Open for Business: The ADA Beyond an Employer’s Front Door." Texas Wesleyan Law Review 18, no. 2 (December 2011): 383–405. http://dx.doi.org/10.37419/twlr.v18.i2.10.
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Although heralded as an emancipation proclamation for people with disabilities, the Americans with Disabilities Act ("ADA") has done little over the course of its twenty-year history to increase the number or quality of employment opportunities available to individuals with a disability. Title I of the ADA requires employers to make reasonable accommodations for qualified employees with a disability so long as the accommodations do not impose an undue hardship on the employer. In applying Title [ of the ADA, courts consistently drew a bright line at the employer's threshold and refused to compel employers to make any accommodations unrelated to the workplace. Frustrated by the ADA's lackluster results, Congress enacted the ADA Amendments Act of 2008 to extend coverage to individuals who had previously been denied ADA protection as the result of two Supreme Court decisions, which had narrowly defined who qualified as disabled for ADA purposes. Then in 2010, two court of appeals decisions blurred the once bright line excluding non-workplace accommodations when those courts held that an accommodation unrelated to the workplace but related to an employee's ability to get to the workplace may be required by the ADA. This Comment discusses the history of the ADA; the recent extension of the ADA's mandate to include commute-related accommodations; and the netnegative effect this extension is likely to have on disabled employees, disabled job applicants, and businesses.
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Sutherland, Karen, Karen Freberg, and Christina Driver. "Australian employer perceptions of unprofessional social media behaviour and its impact on graduate employability." Journal of Teaching and Learning for Graduate Employability 10, no. 2 (November 26, 2019): 104–21. http://dx.doi.org/10.21153/jtlge2019vol10no2art857.
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Social media has become a tool used for the process of employee recruitment in a range of industries. The technology is utilised by job candidates and by employers and job-recruiters to screen and source suitable staff for their organisations. Research has investigated issues relating to ethics, privacy and accuracy regarding employers’ use of social media to screen prospective employees. Yet, limited research has been conducted to investigate employer perceptions of prospective/current employees’ unprofessional social media behavior. Our study involved a survey of 396 Australia employers from a range of industries to explore the influence of job-candidates’ social media presence on employer decision-making and the most unprofessional social media behaviors according to employers. Our investigation found 82% of employers are influenced by a job candidate’s social media presence and using social media to intentionally cause harm to others was perceived by employers as the most unprofessional social media behavior. The findings from this study will assist educators in guiding university students and graduates to meet industry expectations as professionals and provide scholars with new knowledge as to what is deemed to be unacceptable behavior in a professional context at this point in the evolution of social media.
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Canady, Valerie A. "Survey finds well‐being, social determinants key to employers." Mental Health Weekly 34, no. 22 (May 31, 2024): 6. http://dx.doi.org/10.1002/mhw.34069.
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Maintaining employees' well‐being continues to play an important role in most employers' overall workforce strategy, and employers said they would maintain funding for these programs at current levels, according to responses to an employer‐sponsored health and well‐being survey about workplace benefits and programs.
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Booth, Jonathan E., Kyoung Won Park, and Theresa M. Glomb. "Employer-supported volunteering benefits: Gift exchange among employers, employees, and volunteer organizations." Human Resource Management 48, no. 2 (March 2009): 227–49. http://dx.doi.org/10.1002/hrm.20277.
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Burke, Jana, Jill Bezyak, Robert T. Fraser, Joseph Pete, Nicole Ditchman, and Fong Chan. "Employers' Attitudes Towards Hiring and Retaining People with Disabilities: A Review of the Literature." Australian Journal of Rehabilitation Counselling 19, no. 1 (May 28, 2013): 21–38. http://dx.doi.org/10.1017/jrc.2013.2.
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This selective review provides an overview of salient research findings related to employers' attitudes towards disability and prospective influences on employers to improve employment outcomes of people with disabilities. Research studies included for review are mainly those which investigated employer attitudes towards disability as predispositions to hiring people with disability. Selected studies were classified into three categories including hiring and accommodating employees with disabilities, work performance, and affective reactions and behavioural intentions of employers. Excluded from the review were studies that investigated other factors influencing employer attitudes toward disability. Altogether 34 research studies from the period of 1987 until 2012 were included in the review. Primary databases for the review included ProQuest, Ebscohost, Lexus Nexus, ERICK Database and the Sage Sociology Collection. This review of the demand-side employment literature suggests employers hold relatively positive attitudes regarding individuals with disabilities. However, employer affective reactions and behavioural intentions of employers towards disability in the work setting were less positive and negatively impact hiring decisions, provision of accommodations and work performance appraisals. Employer attitudes represent an important demand-side factor impacting full participation in competitive employment for individuals with disabilities. While employers report generally positive attitudes toward disability, hiring practices may still be discriminatory. Use by rehabilitation professionals of demand-side strategies with employers would likely result in higher rates of work participation by people with disabilities.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.
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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.
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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.
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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.
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Wright, Kathleen K. "Multistate Workers and Their State Tax Liabilities." ATA Journal of Legal Tax Research 10, no. 1 (May 1, 2012): 62–81. http://dx.doi.org/10.2308/jltr-50209.
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ABSTRACT The lack of uniformity of state laws applicable to employer withholding and their employees who work in multiple states has created a cumbersome compliance burden, not only for employers, but also for employees. This paper discusses the state tax ramifications associated with an employer having employees who work from a different state, and employers who have employees who perform services in multiple states. The paper also looks at proposed remedies for the mobile workforce issue, including proposed federal legislation and the Multistate Tax Commission's proposal addressing the issue. The paper considers whether Congress has authority under the Commerce Clause to regulate this issue. The paper concludes with alternative recommendations to consider as a workable solution.
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Cozzetto, Don A., and Theodore B. Pedeliski. "Privacy and the Workplace: Technology and Public Employment." Public Personnel Management 26, no. 4 (December 1997): 515–27. http://dx.doi.org/10.1177/009102609702600408.
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One of the most interesting, yet controversial, areas concerning public personnel is employee privacy. What limits are there to employers' intrusions into, and control over, employees' behaviors and personal properties. Claims of privacy abuse come against an employer's prerogatives in establishing workplace standards, and ensuring the efficiency of administration. There are five major areas which trigger privacy matters in the area of public sector employment: background checks, cognizance of off duty conduct and life styles, drug testing, workplace searches, and monitoring of workplace activity. Of these, the fifth, monitoring of employees in the workplace, has raised a range of new conflicts between employer and employee. The problems are particularly acute as technological advances change the nature of work, communication, and supervisory functions in private and public agencies. These conflicts open anew the basic questions as to what is private, what is proprietary, what legal rights an employee possesses, and what an employee's obligations and responsibilities are within the sphere of public employment.
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Köklü, Fahrettin. "Eğitim Yönetiminde İşten Ayrılma Niyetine Etki Eden Faktörlerin İncelenmesi." International Journal of Social Sciences 7, no. 30 (June 20, 2023): 15–26. http://dx.doi.org/10.52096/usbd.7.30.02.
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The aim of this study is to examine the factors affecting the intention to quit work in education management. Job satisfaction refers to how satisfied employees are with their jobs. Job satisfaction is a factor that has a direct impact on employees' motivation, performance, loyalty and attitudes at work. Therefore, job satisfaction is important for both employees and employers. Workplaces that provide job satisfaction retain employees and provide loyalty to the job. Job satisfaction is related to employees' thoughts, feelings and expectations about their jobs. The level of job satisfaction depends on how happy employees are at their jobs and how adequate they are at their jobs. Employees with a high level of job satisfaction tend to perform higher at their jobs, exhibit higher motivation and higher productivity. In addition, it has been observed that employees with high levels of job satisfaction experience less stress at work, leave work less often, and get sick less. Job satisfaction is also important for employers. The level of job satisfaction of employees helps employers to retain their employees and reduces the costs of employers. Increasing employee job satisfaction can help employers demonstrate a higher performance and higher productivity in the workplace. In addition, employees with a high level of job satisfaction increase the image of employers in the workplace and can help employers to be more attractive during the hiring process. Intention to leave work is an employee's thoughts and plans about leaving his current job. The intention to quit your job may vary depending on many factors. Some employees may consider quitting when they get a better job offer or want to move to a different job to achieve their career goals. Other employees may consider leaving their jobs due to adverse conditions at work. Key Words: Educational Management, Job Satisfaction, Intention to Quit Work
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Schabasser, Christina. "Investigating companies' commitment to inclusive corporate culture preservation." Proceedings of London International Conferences, no. 9 (April 7, 2024): 21–36. http://dx.doi.org/10.31039/plic.2024.9.203.
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Diversity and inclusion are important metrics for employers to build a reputation as an employer of choice. However, existing literature provides an ambiguous understanding of the topic, as debates among scholars regarding the actual impacts of diversity on the performance of organizations are ongoing. In this regard, this study surveyed 173 employees to obtain an honest picture of how they perceived their employers' commitment to preserving diversity and inclusion at work. This study found that many respondents were unsure of the inclusive practices their employers carried out due to gaps between what their employers promised to deliver and what they actually delivered.
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Amoah, Samuel Kofi, Jacob Mensah Mesuh, Joseph Bikunati Zimpah, and Irene Terquor Machu. "Work Related Rest-An Employer’s Favour or Employee’s Right? A Perspective of Ghana’s Legal Regime." Feb-Mar 2024, no. 42 (March 18, 2024): 24–33. http://dx.doi.org/10.55529/jls.42.24.33.
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Work related rest is highly ignored by employers especially in Ghana’s private corporate sector. In a highly competitive job market and scarce job opportunities, employers tend to perceive jobs as favour being made to employees. This perception tends to influence employers to deprive employees of their necessary work-related rest breaks rightfully due them. Such actions by these employers in most cases seem uncontested by employees since they are not privy to their rights to work related rest or tend to apprehend fear that they might lose their jobs in a bid to agitate for their legal rights to rest breaks. Alternatively, an employer may not restrict an employee’s right to rest breaks but rather, employees may tend to ignore their rights to rest especially in the form of annual leave for want of excessive financial gain. This paper highlights provisions on work related rest from Ghana’s Labour Act,2003 (ACT 651) which is a domestic law drawn from the International Labour Organization. The manuscript advances practicality of the sections on rest breaks highlighted by the Labour Act of Ghana by introducing both Ghanaian and Common law cases on rights and obligations of employers and employees in relation to rest breaks in Ghana.
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Javed, Syed Muhammad, Saqib Muneer ., and Melati Ahmad Anuar . "Impact of Training on Expectation of Employee and Employer: A comparative study." Information Management and Business Review 5, no. 12 (December 31, 2013): 601–7. http://dx.doi.org/10.22610/imbr.v5i12.1094.
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Organizations today spend millions of dollars on training to enhance the performance of their employees, which leads to formation of expectation on employers end as well as employees ends observing this phenomena ,this research was conducted to analyze the expectations of employee and employer and its impact on post training satisfaction, for that matter data was collected from 20 organization where training is provided ,sample size was 20 training / HR managers and per managers 5 employees, paired sample t test was applied to gauge the difference or similarity between the perception and expectation of employees and employer, after the analysis it was found that there is significant difference between the perception of employee and employers on the expected training outcomes and no similarity existed between the expectation of employee and employer which did not have positive effect on post training satisfaction.
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Leščinskaitė, Aistė. "Psychological Workplace Violence Against Older People in Lithuania." Baltic Journal of Law & Politics 16, no. 1 (September 1, 2023): 42–59. http://dx.doi.org/10.2478/bjlp-2023-0003.
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Abstract Changes in regulation and legislation place an obligation on employers to provide proper and safe working conditions for employees. In this context, it is important to determine if psychological violence prevention efforts are actually effective and whether the more vulnerable employees, older workers, are exercising their rights to defend themselves against the psychological violence they experience without fear of losing their jobs. This article presents theoretical and empirical data which sheds light on the nature of the psychological violence experienced by older people, the positions of people who exercise psychological violence in the employer’s organization, and the prevalence of, reasons behind, and forms and consequences of this psychological violence. The study behind this article was conducted by giving questionnaires to employers and employee representatives – i.e. trade unions – with identical questions. The responses of employers and employee representatives on the topic of psychological violence experienced by older workers are fundamentally different, which means that there is not enough social dialogue in this area between employees and employers.
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Lagerberg, Brian. "Washington State's Commute Trip Reduction Program: Phase 1: Assessment and Implications for Program Design." Transportation Research Record: Journal of the Transportation Research Board 1598, no. 1 (January 1997): 36–42. http://dx.doi.org/10.3141/1598-06.
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The commute trip reduction (CTR) program is an employer-based regional transportation demand management (TDM) effort initiated in Washington State in 1991. Through the CTR law, major employers in the nine largest counties are required to develop and implement TDM programs for their employees. As a result of the law, nearly 900 employers have developed programs affecting over 460,000 employees. The CTR statute requires an evaluation and periodic reports to the state legislature. The first formal report on the program's design and implementation was presented to the legislature in December 1995, thus ending the first phase of the program. To date, employers have fully developed and implemented their work-site programs, surveyed for their base year single-occupant vehicle and vehicle miles traveled rates, and completed their first measurement survey, and are assessing their ability to achieve the 1997 and 1999 CTR goals. As employers begin Phase 2 of the CTR program, they are raising concerns about some of the barriers they face in implementing the program. The effect of the CTR program on employers is considered, some of the lessons learned during Phase 1 are outlined, and how to translate these lessons into program improvements for CTR or other employer-based TDM programs is discussed.
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Omurchieva, Elvira Maratovna, and Dariya Ermagambetovna Saudabayeva. "PROBLEMS OF EXECUTION OF THE LEGISLATION OF THE REPUBLIC OF KAZAKHSTAN ON PERSONAL DATA: RISKS FOR THE EMPLOYER." Bulletin of the Institute of Legislation and Legal Information of the Republic of Kazakhstan 2, no. 77 (June 28, 2024): 111–21. http://dx.doi.org/10.52026/2788-5291_2024_77_2_111.
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The article demonstrates the analysis conducted on the subject of generic problems occurring during the application process of the legislative norms of employee`s personal data by employers. It is of paramount importance to understand correctly the authentic definition of the term “personal data” in order to secure the compliance of the regulatory norms and legal enforcement. This allows avoiding situations where personal data can be subjected to illegal processing, since the consequences of such cases are the bringing an employer to legal responsibility. The legislation of the Republic of Kazakhstan does not stipulate the exact checklist of personal data constituents, and this exacerbates the application of the norms in practice. Hence, there is ambiguity related to lucid understanding of what particular information can be attributed to personal data. A common approach leads to the statement that any information related to a particular individual and the information allowing to provide a person`s identification constitutes the personal data. The aim of the study is to determine within which framework the employer should process the employee's personal data in order to prevent its disclosure, taking into account the provisions of the legislation on access to information. The authors of the article reveal the answer to the question of what should be attributed to the employee's personal data, and how the access to restricted personal data must be performed by the employer. As part of the study, the analysis of Kazakh judicial practice regarding the personal data has been conducted by the authors; the risks of an employer in case of violation of personal non-property rights of employees were specified. In addition, the analysis of cases of providing personal data in the framework of lawyer requests was undertaken. A proper comprehension of operating with personal data of employees will enable employers to avoid violations of personal non-property rights of personnel, especially since the practice of bringing employers to administrative and civil liability has been widespread.
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Nylund, Roger, and Niina Koivunen. "Nuorten insinöörien psykologinen sopimus teknologiateollisuudessa." Hallinnon Tutkimus 41, no. 1 (April 7, 2022): 67–83. http://dx.doi.org/10.37450/ht.108027.
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Psychological contracts of young engineers in technology industry This article explores the relationship and commitment of young engineers to their employers from the theoretical frame of psychological contracts. The understanding of such contracts is vital to organizations when attracting good employees and retaining them. The research questions focus on how young engineers build psychological contracts to employers and how line managers and HR personnel describe the same contract. The interview data are collected in four energy technology companies during 2012-2016 in Vaasa region. We show how young engineers have a loose relationship to the employer organization but a stronger one to their supervisor. Furthermore, young engineers show strong commitment to their own careers but vague understanding of the employer’s expectations for them. This outcome questions traditional psychological contracts and supports new psychological contracts that connect to oneself or one’s career aspirations.
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Cady, Rebecca F. "Employers’ Responsibilities Regarding Military Reservist Employees." JONA's Healthcare Law, Ethics, and Regulation 5, no. 1 (March 2003): 8–10. http://dx.doi.org/10.1097/00128488-200303000-00004.
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Junor, C. Lloyd. "Disabilities, Employers and Employees: Some Issues." Australian Journal of Social Issues 20, no. 4 (December 1985): 295–307. http://dx.doi.org/10.1002/j.1839-4655.1985.tb00808.x.
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Shearer, Robert A. "Due Process Liability in Personnel Records Management: Preserving Employee Liberty Interests." Public Personnel Management 21, no. 4 (December 1992): 523–32. http://dx.doi.org/10.1177/009102609202100408.
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As public employers well know, the Fifth and Fourteenth Amendments to the United States Constitution guarantee due process to protect property interests associated with workers' legitimate expectations of continued employment. Equally well-established, although probably less often the subject of litigation, are the due process rights of public employees whose liberty interests, i.e., their right to be free of unwarranted professional stigma, are jeopardized by employer conduct. This paper analyzes several recent cases in which public employees charged liberty interest violations as a result of their employers' placing adverse information in their personnel files. Public sector employers should evaluate their exposure to liability for such claims and develop strategies to alleviate their risk as well as to carry out their responsibility to preserve the due process rights of employees.
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Tilipman, Nicholas. "Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs." American Economic Review 112, no. 3 (March 1, 2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.
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This paper studies employer incentives in designing health insurance provider networks and whether observed offerings reflect preferences that are aligned with employees. I estimate a model of supply and demand where I endogenize employer health plan offerings with respect to hospital and physician networks. I find that employers “overprovide” broad networks by overweighting the preferences of certain employees, specifically older workers and those in regions with less provider competition, over the preferences of the average employee household. Shifting employers toward offering different provider networks in different geographic markets could yield substantial gains to surplus, with minimal distributional or selection effects. (JEL G22, G28, I13, J32, M52)
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Sterling, Nichole L., and Emily R. Fedeles. "Bărbulescu v. Romania (Eur. Ct. H.R.)." International Legal Materials 57, no. 1 (February 2018): 80–124. http://dx.doi.org/10.1017/ilm.2018.3.
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On September 5, 2017, a decision of the Grand Chamber of the European Court of Human Rights (ECHR) in Bărbulescu v. Romania (Bărbulescu) helped define the boundaries regarding employee privacy in the European workplace. The Bărbulescu decision held that a Romanian employee's legally protected right to privacy was violated when his employer monitored personal messages he sent from a company account, reversing a previous decision by the ECHR in this case that had expanded employers' rights to monitor employees.