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Journal articles on the topic 'EMPLOYMENT CONDITION'
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1
Martínez, Benigno Benavides. "The Ethical Condition of Profession in Employment." Procedia - Social and Behavioral Sciences 139 (August 2014): 205–11. http://dx.doi.org/10.1016/j.sbspro.2014.08.061.
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Ackerley, Nicky. "Alterations to your Terms and Condition of Employment." Veterinary Nursing Journal 31, no. 2 (January 21, 2016): 41–42. http://dx.doi.org/10.1080/17415349.2016.1127669.
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Van Boxstael, Katrien, and Bertel de Groote. "Flemish Exemption from Succession Taxes for the Inheritance of Family–Owned Companies: Condition of Employment Replaced by a Condition of Labour Costs." Intertax 36, Issue 12 (December 1, 2008): 585–97. http://dx.doi.org/10.54648/taxi2008084.
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Since 1 November 2007 the condition of employment in the Flemish Region, as determined in Article 60bis, para.5 Flemish Succession Tax Code, is replaced by a condition of labour costs in the European Economic Area. The immediate occasion of this amendment was a judgment of the Court of Justice of the European Communities that concluded to the incompatibility of the condition of employment opposed with the freedom of establishment guaranteed in Article 43 EC Treaty, as far as the employment considered for the fulfilment of this condition is limited to ‘the Flemish region’.
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Bowring, Anaïs Miodek. "The Ideological Boundary Condition on Great Society Employment Policy." Journal of Policy History 30, no. 4 (August 31, 2018): 657–94. http://dx.doi.org/10.1017/s0898030618000258.
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Abstract:The 1960s was a period of political opening for employment policy, when important questions about unemployment and economic insecurity were debated and a number of ambitious policies were enacted. Yet the Great Society’s employment policy agenda was also fundamentally limited in scope; it comprised interventions that reinforced rather than altered existing labor market mechanisms. Previous work suggests that primarily institutional factors were responsible for this constraint. By contrast, I contend that in addition to institutional factors, there was an ideological boundary condition on the era’s employment policy. The Johnson administration’s policymakers conformed to aspects of the liberal tradition in America, which limited policy options as well as the efficiency and efficacy of implemented policy.
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이요행, 강배근, and Sunghwe Kim. "The Relationship between Employment Condition and Job Satisfaction in Home-Based Employment Workers with Disabilities." Disability & Employment 18, no. 1 (April 2008): 75–91. http://dx.doi.org/10.15707/disem.2008.18.1.004.
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Makarova, Tatyana, and Iuliia Melnik. "TUTORSHIP AS A CONDITION OF VOCATIONAL INCLUSION OF PEOPLE WITH DISABILITIES." Armenian Journal of Special Education 5, no. 1 (February 28, 2022): 96–102. http://dx.doi.org/10.24234/se.v5i1.287.
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The process of supported employment for people with disabilities is described in the article. Tutor and assisted support are considered as one of the conditions of professional inclusion of disabled people. The necessity of full-time employment of tutors and assistants at enterprises is justified. The psychological and pedagogical characteristics of the foundations of such activities as well as promising techniques for the specialists when constructing activities for organizing tutorship and other types of support for people with disabilities during the process of promoting their employment have been proposed.
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JOHNSON, KEVIN B., and WILLIAM L. SMITH. "UNLAWFUL DISCRIMINATION IN EMPLOYMENT: A CONDITION NOT UNLIKE THE FLU." Journal of Individual Employment Rights 11, no. 1 (January 1, 2003): 75–85. http://dx.doi.org/10.2190/abk0-blqq-eykf-50wy.
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Kumar, Digvijay, and Vidyut Prakash. "Poverty and Condition of Employment among Social Groups in India." International Journal of Social Sciences 6, no. 2 (2017): 125. http://dx.doi.org/10.5958/2321-5771.2017.00014.x.
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Perlis, Roy H., Kristin Lunz Trujillo, Alauna Safarpour, Mauricio Santillana, Katherine Ognyanova, James Druckman, and David Lazer. "Association of Post–COVID-19 Condition Symptoms and Employment Status." JAMA Network Open 6, no. 2 (February 15, 2023): e2256152. http://dx.doi.org/10.1001/jamanetworkopen.2022.56152.
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ImportanceLittle is known about the functional correlates of post–COVID-19 condition (PCC), also known as long COVID, particularly the relevance of neurocognitive symptoms.ObjectiveTo characterize prevalence of unemployment among individuals who did, or did not, develop PCC after acute infection.Design, Setting, and ParticipantsThis survey study used data from 8 waves of a 50-state US nonprobability internet population-based survey of respondents aged 18 to 69 years conducted between February 2021 and July 2022.Main Outcomes and MeasuresThe primary outcomes were self-reported current employment status and the presence of PCC, defined as report of continued symptoms at least 2 months beyond initial month of symptoms confirmed by a positive COVID-19 test.ResultsThe cohort included 15 308 survey respondents with test-confirmed COVID-19 at least 2 months prior, of whom 2236 (14.6%) reported PCC symptoms, including 1027 of 2236 (45.9%) reporting either brain fog or impaired memory. The mean (SD) age was 38.8 (13.5) years; 9679 respondents (63.2%) identified as women and 10 720 (70.0%) were White. Overall, 1418 of 15 308 respondents (9.3%) reported being unemployed, including 276 of 2236 (12.3%) of those with PCC and 1142 of 13 071 (8.7%) of those without PCC; 8229 respondents (53.8%) worked full-time, including 1017 (45.5%) of those with PCC and 7212 (55.2%) without PCC. In survey-weighted regression models excluding retired respondents, the presence of PCC was associated with a lower likelihood of working full-time (odds ratio [OR], 0.71 [95% CI, 0.63-0.80]; adjusted OR, 0.84 [95% CI, 0.74-0.96]) and with a higher likelihood of being unemployed (OR, 1.45 [95% CI, 1.22-1.73]; adjusted OR, 1.23 [95% CI, 1.02-1.48]). The presence of any cognitive symptom was associated with lower likelihood of working full time (OR, 0.70 [95% CI, 0.56-0.88]; adjusted OR, 0.75 [95% CI, 0.59-0.84]).Conclusions and RelevancePCC was associated with a greater likelihood of unemployment and lesser likelihood of working full time in adjusted models. The presence of cognitive symptoms was associated with diminished likelihood of working full time. These results underscore the importance of developing strategies to treat and manage PCC symptoms.
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Julià, Mireia, Francesc Belvis, Alejandra Vives, Gemma Tarafa, and Joan Benach. "Informal employees in the European Union: working conditions, employment precariousness and health." Journal of Public Health 41, no. 2 (July 2, 2018): e141-e151. http://dx.doi.org/10.1093/pubmed/fdy111.
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AbstractBackgroundThe aim of this study is to estimate the prevalence of informal workers and their working conditions and employment precariousness in the EU-27; and to explore the association of different contract arrangements with health outcomes and how they are influenced by working and employment conditions.MethodsA sample of 27 245 working-age employees from the fifth European Working Condition Survey of 2010 was analysed. Logistic regression models were fitted to estimate the contribution of different contract arrangement (permanent, temporary and informal) and working and employment precariousness variables on health outcomes (psychosocial well-being and self-rated health).ResultsPrevalence of informal employees in the EU-27 is 4.1% among men and 5.1% among women. Although informal employees have the poorest working conditions and employment precariousness, they did not seem to reflect poorer health. Precariousness employment variables have a greater impact than working conditions variables in reducing the association between health outcomes and type of contract arrangement, especially in the case of informal employees.ConclusionsInformal employment in the EU-27 is characterized by worse working conditions and employment precariousness than the conditions for formal employees. There is no evidence at all that being in informal employment implies better health outcomes compared to permanent employees.
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Xingwana, Lumkwana, Elroy E Smith, and Noxolo Eileen Mazibuko. "Working Environment and Employment Conditions and their Impact on Skills Shortage in South African Gold Mines." Journal of Economics and Management Sciences 2, no. 1 (January 31, 2019): p1. http://dx.doi.org/10.30560/jems.v2n1p1.
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The purpose of the study was to examine the direct relationship and effect of human resource management practices (working environment and employment conditions) on perceived skills shortage among engineers, professionals, and supervisors in the South African gold mines. A sample of 300 engineers, professionals and supervisors was selected by purposive sampling from three selected South African gold mines. For the analysis of the data collected through a self-administered questionnaire, correlation and multiple regression were conducted using Social Package for Social Sciences, version 25. The study revealed that the working environment and employment conditions had a positive significant relationship with the perceived skills shortage in the gold mines. Considering the regression coefficients of two predictors, working environment exerted a greater impact on perceived skills shortage than employment conditions. The benefits of providing an attractive employment condition and supportive working environment create incentives for job satisfaction, employee’s intention to stay and talent retention. The study contributes to the growing research of skills shortage by conducting empirical tests consisting of three variables (perceived skills shortage, working environment, and employment conditions) in the gold mining context.
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Lebert, Florence, and Erika Antal. "Reducing Employment Insecurity." SAGE Open 6, no. 4 (October 2016): 215824401667176. http://dx.doi.org/10.1177/2158244016671769.
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The perception of job insecurity is known to be a stressful condition for employees. Less is known about employment insecurity and the ways employees and their families deal with it. This study investigates whether participation in further training is a strategy that employees adopt to reduce perceived employment insecurity. As participation in further training is often costly and time-consuming, we assume that the family context is of importance for the decision to take part in further training. To take account of possible self-selection, we apply a propensity score matching procedure on longitudinal data from the Swiss Household Panel (2004-2013). Three main findings can be emphasized: first, participation in further training is not a strategy adopted particularly by employees who perceive high employment insecurity as they are less likely to train than their secure counterparts. Second, even though further training is not a strategy that is actively adopted, employees who train subsequently report lower levels of perceived employment insecurity. Third, the family context indeed influences the likelihood to train: partnered employees are more likely to train and preschool-aged children act as a constraint on women’s but enhance men’s participation in further training. Yet, in the context of high perceived employment insecurity, children generally reduce their parents’ likelihood to train as the parents may turn to other strategies that reduce perceived employment insecurity.
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Pavlichenko, I. M. "EMPLOYEE’S LABOUR FUNCTION AS A MUTUALLY AGREED CONDITION OF EMPLOYMENT CONTRACT." Juridical scientific and electronic journal, no. 11 (2021): 301–4. http://dx.doi.org/10.32782/2524-0374/2021-11/75.
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Gerasymenko, S. S., and V. V. Нerasymenko. "The Employment in Ukraine and the World: The Condition and Prospects." Statistics of Ukraine 100, no. 1 (March 31, 2023): 77–85. http://dx.doi.org/10.31767/su.1(100)2023.01.07.
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The article is devoted to analysis of tendencies in the employment, its patterns and determining factors in the world and selected countries, problems of the effective population’s employment and prevention of the massive unemployment. The high level of unemployment and large scales of the poverty, small numbers of job vacancies along with large numbers of unemployed per job vacancy are explicit negative features of the domestic and regional labor markets. A problem of special importance is the unemployment that has gained large scales in nearly all the strata of the population, worsened their welfare and life standards, to become a problem of global dimension.
Analysis and solutions of unemployment problems have always drawn the increased attention of researchers in economics throughout the history of economic thought. The search for levers and tools allowing for eliminating this phenomenon with reliance on the total employment mechanism has been central to all the economic theories. A review of scientific developments focused on the essence and problems of unemployment shows the variety of approaches to the solution of problems associated with this phenomenon.
In view of the above, assessment, modelling and forecasting of the labor market has a leading position in socio-economic studies. The article contains the author’s substantiation of the feasibility of assessment and analysis of the level and dynamics of unemployment as an important component of the labor market under the impact of factors such as the economic mode and its structural change, the technical and organizational level of entrepreneurship, the balance between the structure of production means and workforce, the overall performance of business management system. An analytical review and comparison of the contents of social programs for protection of unemployed in selected countries is made.
The problem of assessment and determining the patterns of factor impact on the variations of unemployment level is addressed in the article on the basis of data on the dynamics of real gross domestic product and inflation, used for the aggregated assessment of the current performance of a national economy. It is recommended that the foundations of the policy on stabilization of prices, payment balance and structural transformations be developed in the future, given their impact on the employment and the income of the whole population and their groups, which consequence is supposed to be improvement of the labor market structure, unemployment reduction in particular. Determining the degree and vector of these measures’ impact on a national economy will be the next phase of the study.
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Montero-Moraga, Jose M., Fernando G. Benavides, and Maria Lopez-Ruiz. "Association Between Informal Employment and Health Status and the Role of the Working Conditions in Spain." International Journal of Health Services 50, no. 2 (January 5, 2020): 199–208. http://dx.doi.org/10.1177/0020731419898330.
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Informal employment is an employment condition in which workers are not protected by labor regulations. It has been associated with poor health status in middle- and low-income countries, but it is still a neglected issue in high-income countries. Our aim was to estimate the association between health status and employment profiles in Spain, attending to the role of workplace risk factors. We conducted a cross-sectional study of 8,060 workers from the Seventh Spanish Working Conditions Survey (2011). We defined 4 employment profiles and estimated the associations between them and poor self-perceived health using Poisson regression models. All analyses were stratified by sex. The prevalence of the informal profile was 4% for women and 1.5% for men. Differences in self-perceived health status among employment profiles were negligible. Only women engaged in informal employment had poorer self-perceived health than those in the reference profile. This difference disappeared after adjusting models for psychosocial risk factors. In conclusion, we did not find differences in self-perceived health status between employment profiles, except for women in informal employment. Efforts should be made to improve the psychosocial risk factors in women in informal employment.
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Barkov, S. A., A. V. Markeeva, and I. V. Kolodeznikova. "Employment of the elderly: Social imperatives and barriers in contemporary Russia." RUDN Journal of Sociology 22, no. 1 (March 3, 2022): 97–112. http://dx.doi.org/10.22363/2313-2272-2022-22-1-97-112.
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Based on the expert survey of the Russian HR-managers on the employment of the elderly (the project Specifics of employment and career of the elderly in contemporary Russia was conducted in November 2020 - January 2021), the authors present the ideas of HR-managers on the problems in the employment of the elderly and strategies to solve them in the current Russian conditions. In the post-industrial society, older generations can, want and often need to work. The main motives for their employment are not only economic - the need to have an additional income (urgent need for money, feeling of financial independence, need to help children), but also social motives (fear of losing a proactive lifestyle, loss of social status and ability to keep social networks). According to the HR-specialists, older workers have many positive qualities for employment; however, some of these qualities are considered as the elderlys willingness to accept any (non-prestigious and low-paid) job. Educational programs for older workers are underdeveloped in Russian organizations: even if there are such, they are formal or created by public employment services. Experts are positive about the states support for the employment of older people and consider it a primary condition for improving the situation. At the same time, experts support traditional administrative measures that require some budget funding. The survey identified age discrimination as the most important problem of the elderlys employment as based on the stereotypes of HR-managers. Solving this problem seems to be the most important condition for improving the employment of older people in Russia - by developing educational programs, improving the institution of mentoring (in direct and reverse forms) and fair assessment of the older job candidates.
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Eric, Chinaeke, Gwynn Melanie, Hong Yuan, Zhang Jiajia, and Olatosi Bankole. "The positive association between employment and self-reported mental health in the USA: a robust application of marginalized zero-inflated negative binomial regression (MZINB)." Journal of Public Health 42, no. 2 (March 26, 2020): 340–52. http://dx.doi.org/10.1093/pubmed/fdaa030.
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Abstract Background Few studies have assessed the impact of employment on mental health among chronically ill patients. This study investigated the association between employment and self-reported mental unhealthy days among US adults. Methods For this cross-sectional cohort study, we pooled 2011–2017 Behavioral Risk Factor Surveillance System (BRFSS) survey data. We examined the association between employment and mental health in nine self-reported chronic conditions using marginalized zero-inflated negative binomial regression (MZINB). All analyses were conducted using SAS statistical software 9.4. Results Respondents (weighted n = 245 319 917) were mostly white (77.16%), aged 18–64 (78.31%) and employed (57.08%). Approximately 10% of respondents reported one chronic condition. Expected relative risk of mental unhealthy days was highest for employed respondents living with arthritis (RR = 1.70, 95% CI = [1.66, 1.74]), COPD (RR = 1.45, 95% CI = [1.41, 1.49]) and stroke (RR = 1.31, 95% CI = [1.25, 1.36]) compared to unemployed respondents. Employed males had 25% lower risk of self-reported mental unhealthy days compared to females. Conclusions Results show the interactive effects of employment on self-reported mental health. Employment may significantly impact on self-reported mental health among patients suffering from chronic conditions than those without chronic conditions.
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Byrnes, Catherine, and Sharon Lawn. "Disability Employment Services in Australia: A Brief Primer." Australian Journal of Rehabilitation Counselling 19, no. 1 (May 28, 2013): 46–56. http://dx.doi.org/10.1017/jrc.2013.4.
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This review aims to highlight how the chronic condition self-management support (CCSMS) field might inform and enhance the skills of the disability employment services (DES) workforce, particularly in its interactions with clients with complex disability needs. The approach we have taken involves a consideration of current education and training, recruitment of staff into DES and issues of concern arising from these processes. The main findings of our review are that the current DES workforce may not have the required skills to fully meet the needs of the populations they serve given the growing burden of chronic conditions, generally. We conclude by calling for greater consideration of CCSMS education and training as core required skills for the DES workforce, so that they might integrate their practice more collaboratively alongside other support providers.
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Tleuberdiyeva, S. S., R. S. Mussina, A. B. Moldasheva, and G. S. Kodasheva. "Regional unemployment and state employment regulation." Bulletin of "Turan" University, no. 3 (October 7, 2021): 28–32. http://dx.doi.org/10.46914/1562-2959-2021-1-3-28-32.
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The purpose of the article is to study a unique and planned sphere of life of social and economic society in the regional labor market. As it also covers the market of workforce directly connected to production, the concepts unemployment and workplace safety are important. The loss of work means low quality of life and the instability of the economy for many people. Employment determines the content of important aspects of social development to meet the needs of people in the labor market. The article emphasizes that the main policy of the state in regulating the labor market is the implementation of an employment policy for the entire population that preserves the natural level of employment, does not allow the emergence of cyclical employment, the formation of a “flexible market” that quickly adapts to internal and external changes, allowing to maintain stability and management. This compared to the traditional market creates conditions for flexible employee management in conditions of incomplete working day, temporary employment, replacement. On this flexible market, every citizen, looking for work, is obliged to find a workplace that meets its requests. In the labor market, public policy goes in two directions. Active training and retraining in order to create new jobs, ensuring employment and deliverance from unemployment. This can include events implemented in the framework of programs in our country. Passive is support for unoccupied citizens by providing social benefits. The main methods applied by the state in providing regional employment include stimulating investment in the economy, depending on the specifics of each region, which is the main condition for creating new jobs.
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McAweeney, Mary, Melissa Jones, and Dennis Moore. "Employment Barriers for Persons with Substance Use Disorders and Co-occurring Disabilities: Supported Employment Strategies." Journal of Applied Rehabilitation Counseling 39, no. 2 (June 1, 2008): 19–24. http://dx.doi.org/10.1891/0047-2220.39.2.19.
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Finding, securing, and maintaining employment for many people with disabilities is difficult. Those with the additional obstacle of substance use disorder (SUD) have an even greater difficulty securing and maintaining employment. This paper is divided into four sections: a summary of the prevalence of co-occurring disabilities; a discussion of unemployment as a secondary condition to disability within the context of a psychosocial model; and a presentation of the history and use of supported employment models within the disability community, with a primary focus on the implementation of the Individual Placement and Support model, a consumer empowerment approach.
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Lutsenko, O. "Legal regulation of employee internship as a manifestation of labour mobility." Uzhhorod National University Herald. Series: Law 1, no. 74 (January 31, 2023): 183–90. http://dx.doi.org/10.24144/2307-3322.2022.74.31.
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In the article, the author proves that an internship can manifest an employee’s labour mobility when it is carried out within the framework of employment relations as a qualification improvement, additional activity, and flexibility of the employee in professional development and growth. Internship of employees is carried out with the aim of gaining practical experience of the person in the performance of production tasks and duties at the workplace at the enterprise after theoretical preparation before starting independent work under the direct supervision of an experienced employee. The internship is also one of the components of high-risk employment, and can also be the basis for obtaining a permit (certificate, license, etc.) to carry out a certaintype of professional activity.
The article establishes that a special legal mechanism for internships is provided for employees of certain categories, for example, for civil servants, academic staff and pedagogical employees, etc.
It was determined that the purpose of the internship is for a person to gain practical experience in performing tasks and duties at the workplace before starting independent work under the direct supervision of an experienced specialist or already in the process of working with the aim of expanding the list of professional competencies, i.e. as a manifestation of the employee’s labour mobility.
In the article, the author argues that the condition of an employee’s internship should be specified in the employment contract. And therefore, this would mean that this condition would be an additional condition of the employment contract, and after its conclusion, it would, accordingly, become mandatory for the parties to perform. And as a result, the relationship that arose during the fulfilment of this condition is labour, and the contract would not be recognized as a contract for the provision of services.
If the internship condition did not arise during the conclusion of the employment contract, but later, in such a case, we believe that an additional agreement should be concluded to the employment contract, in which the internship condition should be prescribed. If internships were to be regulated in this way, then, firstly, it would guarantee labour mobility for employees, secondly, the relations that arose during such an internship would be regulated exclusively by the norms of labour law, and accordingly, responsibility would follow under the labour legislation. thirdly, it would protect employers from non-fulfilment of the conditions for completing an internship and working for a certain period of time at this particular employer who paid for the internship.
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Devkota, Nanu Maya. "Economic Impact of COVID-19 on High School Teachers; An Assessment of Teachers on Private High School from the Kathmandu Metropolitan, Nepal." Interdisciplinary Journal of Management and Social Sciences 2, no. 1 (April 29, 2021): 116–29. http://dx.doi.org/10.3126/ijmss.v2i1.36750.
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The private sector education improving the overall education system has created a large employment opportunity for educated manpower of secondary-level education in Nepal. But unfortunately, there is almost no provision of economic, social, and employment-wise security and insurance for this human resources. Hence, this group of manpower gets heavily quivered by external natural and social factors like the COVID-19 pandemic.
Being bound within Kathmandu metropolitan, this research has aimed to study the effect of COVID-19 on employment, income, and savings of the teachers involved in private high school (grade 11 and 12). This situation has arisen from the fact that many intuitions have been fully or partially shut down due to the global pandemic.
This study is quantitative research based on primary data. For this, the purposive sampling technique is used. This study computes the data through the questionnaire and the direct interview taken by 50 samples.
Using paired t-test, a significant difference has been observed in the employment, income, and savings of the teachers, pre and during COVID backed and further evaluated by other descriptive statistics. The percentage change in meaningful employment, mean income and mean savings has been observed as 69.25%, 40.50%, and 86.95% respectively through the analysis of data.
On evaluating the economic condition of teachers of private institutions, although it has been acceptable in sound environmental conditions, in extreme conditions like COVID-19, their economic condition is highly likely to get deteriorated. This deterioration is backed by the observation of this research and is highly significant.
This research helps to forecast and manage the possible economic fluctuation of teachers, that may arise during a crisis like COVID-19. Furthermore, this research also implicates the government and concerned institutions to derive policies such as social security funds and other schemes for teachers to fortify their economic condition during abnormal situations.
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Collins, R. Douglas. "Agency Shop in Public Employment." Public Personnel Management 15, no. 2 (June 1986): 171–79. http://dx.doi.org/10.1177/009102608601500207.
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The controversial requirement that the employees of a public agency financially support a union as a condition of keeping their jobs is examined, looking at its historic and legal roots, and at its practical consequences for public management. The author draws from the California experience, where agency shop legislation has been in effect for several years, and examines relevant decisions of various courts and boards. The relationship between agency shop and a union's legal obligation to represent both union members and non-members is explored as the legal and ethical basis for agency shop legislation. General exceptions to the payment of agency shop fees, including the often misunderstood religious exemption, are reviewed, as are the uses to which a union may put any such money which it collects.
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Lee, Myoung Soon, and Eun Kyoung Lee. "A study on the working condition of speech-language pathologists in Korea." Clinical Archives of Communication Disorders 7, no. 1 (April 30, 2022): 43–49. http://dx.doi.org/10.21849/cacd.2022.00717.
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Purpose: This study aims to investigate the employment type of speech-language pathologists, subscription of social security insurance, workplace, working hours, salary, and types of disability of the subjects to be treated, and analyze the information on the actual working conditions to utilize it in policy proposals for speech-language pathologists, considering the changes in economic structure and employment environment and their aspects.Methods: The study was conducted through an online Google questionnaire for speech-language pathologists. The total number of participants was 1,414. The results were processed using SPSS 25.0, and descriptive statistics were performed.Results: First, private speech therapy centers (731 people, 48.1%), social welfare facilities (240 people, 15.8%), and development centers attached to the hospital (164 people, 10.8%) were in order of the type of workplace of speech-language pathologists. Second, the types of work of speech-language pathologists were professional freelance workers (608 people, 44.9%), full-time jobs (551 people, 40.7%), contract workers of fixed payment (95 people, 7.0%), and contract workers of combination with fixed payment and rate system payment (65 people, 4.8%). Third, the insurance coverage of speech-language pathologists was in the order of four major insurances (862 people, 66.2%), non-insured (284 people, 21.8%), and two major insurances (148 people, 11.4%). Fourth, the numbers of speech-language pathologists workplaces were 1 workplace (689 people, 72.2%), 2 workplaces (206 people, 21.6%), others (36 people, 3.8%), and 3 workplaces (23 people, 2.4%).Conclusions: After COVID-19, there was a change in perception of the speech-language pathologists’ employment type. The results of this study will be used to improve the treatment of speech-language pathologists, such as through policy proposals for employment stability and the expansion of high-quality workplaces.
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Suwastono, Hendro. "KEADAAN MEMAKSA (FORCE MAJEURE) SEBAGAI ALASAN PEMUTUSAN PERJANJIAN KERJA PEMAIN SEPAKBOLA PROFESIONAL DI PT SRIWIJAYA OPTIMIS MANDIRI." Repertorium : Jurnal Ilmiah Hukum Kenotariatan 6, no. 1 (July 24, 2018): 85. http://dx.doi.org/10.28946/rpt.v6i1.186.
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The Thesis Title Is "Force Majeure As A Reason Of Professional Football Player Employment Agreement Termination In PT Sriwijaya Optimis Mandiri". In This Research Formulated The Issue About The Criteria And Characteristics Of Force Majeure Condition According To The Civil Law In Force In Indonesia, Which Can Be Used As A reason for termination of professional football player employment agreement in PT Sriwijaya Optimis Mandiri, is a termination of professional football player employment agreement have a fairness according to civil law in Indonesia and why employment agreement was made itself and if there is any relevance and urgency if professional football player employment agreement made by Notary. To examine and answer problems mentioned above, this thesis using normative legal research that analyzed a legal enforceability, with legal materials, such as the research on the legal principles, positive law, legal rules, and rules of legal norms. Research use Legislation approach method (Statue Approach), Conceptual Approach and Case Approach. The research results indicate that criteria of force majeure which became the reason for termination of professional football players in PT Sriwijaya Optimis Mandiri is the state force due to policy or regulation. While its characteristics is a condition of force majeure are temporary, special, relative and temporer. Employment Agreement termination by reason of force majeure that meets the Fairness, because the player can accept the decision and made no effort to remedy , The value of justice is seen in this case is a commutative justice values that are proportional, where players can understand the difficulty of management FC although they are also in unfavorable conditions, because there is no power that can not be avoided. Professional soccer player employment agreement made by itself because consideration is simpler, faster and more economically, while the idea of employment agreement made by Notary very relevant for professional soccer players should certainly be treated professionally also in making the employment agreement work performed by the Notary profession. However, the urgency remains dependent on the will of the parties (voluntary).
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Giannantonio, Cristina M., Amy E. Hurley-Hanson, Sharon L. Segrest, Pamela L. Perrewé, and Gerald R. Ferris. "Effects of recruiter friendliness and job attribute information on recruitment outcomes." Personnel Review 48, no. 6 (September 2, 2019): 1491–506. http://dx.doi.org/10.1108/pr-01-2018-0037.
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Purpose The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment process. Design/methodology/approach In total, 498 participants watched a videoed simulation of a recruitment interview and completed a questionnaire. Three-way analysis of variance (ANOVA) was used to test the interaction and main effect hypotheses. Findings Applicant reactions were more favorable with a friendly recruiter. The more favorable the verifiable job attribute information (JAI), the more favorable the applicant reactions were to the employment opportunity. Compared to applicants who received negative or no non-verifiable JAI, applicants who received positive or mixed non-verifiable JAI were more attracted to the recruiter, perceived the employment opportunity as more desirable, and were more willing to pursue the employment opportunity. Reactions were most favorable in the positive non-verifiable JAI condition, less favorable in the mixed condition, and least favorable in the negative condition. Surprisingly, the “no information” mean was above the negative information condition. Originality/value This fully crossed 2 × 3 × 4 experiment simultaneously examined 2 levels of recruiter friendliness, 3 levels of verifiable job attributes and 4 levels of non-verifiable job attributes. The five dependent variables were attraction to the recruiter, attraction to the employment opportunity, willingness to pursue the employment opportunity, the perceived probability of receiving a job offer and the number of positive inferences made about unknown organizational characteristics. Previous research examining the effects of employment inducements and job attributes were conducted in field settings where it is difficult to control the amount and favorability of JAI applicants receive.
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Borstlap, Hans. "Modernised Industrial Relations: A Condition for European Employment Growth. A Dutch View." International Journal of Comparative Labour Law and Industrial Relations 15, Issue 4 (December 1, 1999): 365–82. http://dx.doi.org/10.54648/256550.
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With the advent of the Economic and Monetary Union (EMU), European integration is entering an important new phase. In the social area as well, Europe faces the challenge of a drive towards innovation. The essential ingredients of this are, firstly, a reassessment of responsibilities, as between the Member States and the Union, and between public institutions and private organisations. Secondly, the formulation of common interests and priorities, and the application of new instruments of policy coordination. Lastly, and also of vital importance, is the development of new forms of cooperation with and between the social partners, both in the Member States and at the European level.
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Talbot, Thomas R. "COVID-19 Vaccination of Health Care Personnel as a Condition of Employment." JAMA 326, no. 1 (July 6, 2021): 23. http://dx.doi.org/10.1001/jama.2021.8901.
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Fajczak-Kowalska, Anita, and Magdalena Kowalska. "Evaluation of the TSL sector in Poland - 2004-2017." AUTOBUSY – Technika, Eksploatacja, Systemy Transportowe 19, no. 12 (December 31, 2018): 886–89. http://dx.doi.org/10.24136/atest.2018.518.
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The article is an attempt to assess the condition of the TSL sector in Poland in 2004-2017. In the theoretical part of the work, the image and specification of the concept of the TSL sector was approximated and presented the position of Poland in the LPI Ranking - Performance Indicator of Logistics. In the practical part of the work an attempt was made to assess the condition of the TSL sector in 2004-2017 (in terms of average employment based on an employment relationship (thousand persons), average gross remuneration based on employment relationship (PLN), revenues from total activity ( PLN million), the costs of obtaining revenues from total activity (PLN milion)
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Tackney, Charles Thomas, and Imran Shah. "Authenticity/ الصحة as a criterion variable for Islam and Roman Catholic theology of the workplace analysis." Management Research Review 40, no. 8 (August 21, 2017): 907–32. http://dx.doi.org/10.1108/mrr-05-2016-0113.
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Purpose Authenticity/ الصحة (as-sehah) serves as a criterion or predictor variable for the purpose of a comparative theological investigation of employment relations parameters in light of social teachings from Sunni Islam and Roman Catholicism. Authenticity finds initial, shared significance in both religious traditions because of its critically important role in judgments concerning the legitimacy of source documents. It also stands in both traditions as an inspirational goal for human life. Design/methodology/approach Particular issues of theological method for cross-cultural analysis are addressed by the use of insight-based critical realism as a transcultural foundation. Workplace parameters, the minimal enabling conditions for the possibility of authentic employment relations, are then identified and compared. The authors explore shared expectations for authenticity enabling conditions in terms of the direct and indirect employer: those national laws, systems and traditions that condition the functional range of authenticity that can be actualized within national or other work settings as experienced in the direct employment contract. Findings The study found remarkable consistency in the minimal conditions identified by Roman Catholic and Sunni Islam social teachings for the prospects of authenticity in employment relations. These conditions addressed seven parameters: work and the concept of labor; private property; the nature of the employment contract; unions and collective bargaining; the treatment of wages; the relationship between managerial prerogative and employee participation; and the crucial role of the state as indirect employer. Practical implications Specific minimal or threshold conditions of employment are described to ensure the prospect for authenticity in modern employment relations according to religious traditions. These include just cause employment conditions, unions and collective bargaining support, some form of management consultation/Shura, a living wage and a consultative exercise of managerial prerogative. Social implications The study offers prescriptive and analytical aid to ensure assessment of circumstances fostering authenticity in employment relations. Originality/value The method and findings are a first effort to clarify thought and aid mutual understanding for inter-faith employment circumstances based on Roman Catholic and Sunni Islam social teachings through a transcultural foundation in cognitional operations. The criterion variable specification of authenticity conditions offers a fully developed basis to support further empirical research in management spirituality, corporate social responsibility and enterprise sustainability.
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Sun, Zhaojun. "Unregistered Employment, Lower Volatility of Unemployment Rate and Sustainable Development of the Chinese Labor Market." Sustainability 15, no. 1 (December 26, 2022): 377. http://dx.doi.org/10.3390/su15010377.
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Recent literature and empirical evidence reveal that, compared to advanced economies (AEs), most emerging market economies (EMEs) exhibit much lower volatilities of unemployment rate, and they link these differences to the larger size of informal economies in EMEs. As a representative EME, real data indicate that China also exhibits a lower volatility of unemployment rate, while the size of informal economy in China is quite small. Therefore, we argue that it is the large size of unregistered employment, not the size of informal economy, that plays the key role in explaining the lower volatility of unemployment rate in China. We constructed a DSGE model incorporating unregistered employment and revised Nash wage bargaining to support our hypothesis. We found that there exist “diminishing effects” to the deviations of unemployment rate triggered by shocks under bigger size of unregistered employment condition. The standard deviation of unemployment rate has negative correlation with the size of unregistered employment, which means identical shocks will induce lower volatility of unemployment rate under larger size of unregistered employment condition. We conclude that the costs of unregistered employment far outweigh their benefits and, facing a complicated, changeable and deteriorating external environment, a labor market without such distortion of employment is more beneficial for the sustainable development of the Chinese labor market.
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Strelnyk, О. "MOTHER'S POSITION AT THE LABOUR MARKET AS A CONDITION OF STRUCTURING OF MOTHERING PRACTICES." Bulletin of Taras Shevchenko National University of Kyiv. Sociology 8 (2017): 24–28. http://dx.doi.org/10.17721/2413-7979/8.4.
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The article presents the results of the author's research of the influence of mothers' positions at the labor market on their strategies and practices of mothering. On the example of mothers who combine employment and care for children in contemporary Ukrainian society, the author revealed the basic conditions of structuring of these practices. Among these conditions are mothers' life strategies related to the balance of family and professional responsibilities, their positions related to the employment in public or private sectors of economy, as well as the availability of workplace resources, allowing to combine paid and reproductive labor.
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Tewari, Shweta, Rajshree Chouhan, and Sanjeev. "GENDER GAP INDEX FOR EMPLOYMENT OPPORTUNITY." International Journal of Engineering Technologies and Management Research 4, no. 9 (February 1, 2020): 39–48. http://dx.doi.org/10.29121/ijetmr.v4.i9.2017.98.
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Women account for nearly half of the human resources of a nation and play an important role in the socio-economic development of a country. In India, in spite of focus on women empowerment, condition of women at the work place is not very encouraging. Women often face greater barriers than men in terms of securing a decent jobs, wages and conducive working conditions. Provisions relating to women’s work were introduced in 1891, with amendment of the Factories Act, 1881. After independence, number of provisions has been made in the constitutions to protect the welfare of women workers. Number of protective legislations have also been made and implemented by the government for the interest of women workers. The basic objective behind implementation of these legislation are to provide equal and a decent level of remuneration, proper child care center , maternity relief and decent working conditions to women workers. Despite these constitutional and legislative arrangements to reduce gender gap, women in India are facing discrimination at work place and suffer from harassment. The present paper critically reviewed the effectiveness of government policies and legislations framed and enacted for the welfare of women workers. It also examines the gender dimensions of the trends in various aspects of labour market viz. labour force participation rate, workforce participation rate, unemployment rate and wage rate. An attempt has been made to capture the discrimination at work by computing Gender Gap Index using major indicators of labour market. For computing the index, data for the last four decades has been used. The analysis shows that there are gaps in effective enforcement of relevant laws and implementation of women responsive policies. The gender gap index for employment opportunities and the analysis of major employment indicators showed that gender gap is increasing in many aspects. Major indicators of employment such as Labour Force participation rate, Worker population ratio, Unemployment rate and wages now have larger gender gaps than before.
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Sun, Jian, Shan Shan Gong, and Qi Sun. "Ultrasonic-Assisted Deprotection of tert-Butyldimethylsilyl Ethers with Bromotrichloromethane in Methanol." Advanced Materials Research 830 (October 2013): 230–33. http://dx.doi.org/10.4028/www.scientific.net/amr.830.230.
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Treatment of tert-butyldimethylsilyl (TBDMS) ethers of nucleosides with bromo-trichloromethane (CBrCl3) in methanol under ultrasonic conditions provides a mild and efficient method for desilylation. The experimental results showed that the employment of ultrasonic could notably improve the reaction efficiency compared with thermal heating condition.
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Paska, Igor, Larysa Satyr, Ruslana Zadorozhna, Leonid Stadnik, and Alla Shevchenko. "Employment in the financial sector of economy: features and trends." Nowadays and Future Jobs 2, no. 1 (February 3, 2020): 4–14. http://dx.doi.org/10.21511/nfj.2.2020.02.
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The significant transformation of employment in terms of its quantitative and qualitative characteristics is a hallmark of the current labor market. Some labor market segments differ in the market condition, growth rates, and the mechanisms of adaptation to change. This article aims at analyzing employment trends in the domestic financial sector in the context of global labor market trends. The research is based on methodological approaches to the employment study of the International Labor Organization and the information of the State Statistics Service of Ukraine. The study found out that in the pre-crisis period, employment in financial activities increased at a faster rate than other types of economic activity. However, after 2008, the trend has reversed. The concentration ratio of employees of the financial and insurance activities in the capital and in economically developed regions is moderate and steadily increasing. A decrease in the intensity of vocational training and advanced training is the negative aspect of the crisis processes in the Ukrainian financial sector.
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Sapkota, Keshav Bhakta. "Labour Market, Foreign Employment and Remittance in Nepal." Tribhuvan University Journal 32, no. 1 (July 1, 2018): 237–50. http://dx.doi.org/10.3126/tuj.v32i1.24790.
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Foreign employment is an important part of Nepalese labour market. The national poverty reduction strategy and the previous plans have given priority to foreign employment as a source of labour absorption and poverty alleviation. This study focuses on Nepalese labour market condition, foreign employment, remittance inflow and their contribution on national economy. In Nepal, foreign employment and remittance inflow have been issues of concern over the last two decades. In this connection foreign employment was estimated to be 4.36 million up to the fiscal year 2016/17 (except India) and 56 percent households had received remittances in the fiscal year 2010/
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Wang, Qiang, Guo Dong Liu, Shan Shan Gong, and Qi Sun. "Microwave-Assisted FeCl3·6H2O-Catalyzed Regioselective Deprotection of Pyranose Anomeric O-Acetyl Group." Advanced Materials Research 830 (October 2013): 155–58. http://dx.doi.org/10.4028/www.scientific.net/amr.830.155.
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Treatment of peracetylated pyranoses with FeCl3·6H2O in acetonitrile under microwave conditions provides an efficient and mild method for regioselective deprotection of anomeric O-acetyl group. The experimental results indicated that the employment of microwave could notably improve the reaction efficacy compared with the conventional heating condition.
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Ahamad, Shaik Fasi. "A Case Study on Implementation and Growth of the Self- Employment Among Men and Women in India." Technoarate Transactions on Entrepreneurship and International Business 1, no. 1 (March 25, 2022): 1–5. http://dx.doi.org/10.36647/tteib/01.01.art001.
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The article mentions an aspect of gender equality through offering employment to both men and women. Self-employment is the key to gender equality that helps to improve the financial condition of the nation. In the past, women in India have faced financial issues due to gender discrimination. Along with that, this research study has discussed the implementation and growth of self-employment among men and women in India. In the nation self-employment has helped to increase the financial profit of the organization. Along with that, the Indian government has taken different schemes that help to increase self-employment rate that help to improve social structure in India. Keyword :Self-employment, Nehru Rozgar Yojana (NRY), Swarnajayanti Gram Swarozgar Yojana (SGSY), National Rural Livelihood Mission (NRLM, Prime Minister Employment Generation Programme (PMEGP)
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Lynas, Lydia. "Project ABLE (Autism: Building Links to Employment): A specialist employment service for young people and adults with an autism spectrum condition." Journal of Vocational Rehabilitation 41, no. 1 (2014): 13–21. http://dx.doi.org/10.3233/jvr-140694.
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Hall, Robert E. "Employment Fluctuations with Equilibrium Wage Stickiness." American Economic Review 95, no. 1 (February 1, 2005): 50–65. http://dx.doi.org/10.1257/0002828053828482.
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Following a recession, the aggregate labor market is slack–employment remains below normal and recruiting efforts of employers, as measured by help-wanted advertising and vacancies, are low. A model of matching friction explains the qualitative responses of the labor market to adverse shocks, but requires implausibly large shocks to account for the magnitude of observed fluctuations. The incorporation of wage stickiness vastly increases the sensitivity of the model to driving forces. I develop a new model of the way that wage stickiness affects unemployment. The stickiness arises in an economic equilibrium and satisfies the condition that no worker-employer pair has an unexploited opportunity for mutual improvement. Sticky wages neither interfere with the efficient formation of employment matches nor cause inefficient job loss. Thus the model provides an answer to the fundamental criticism previously directed at sticky-wage models of fluctuations.
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van Zon, Sander K. R., Sijmen A. Reijneveld, Anne Galaurchi, Carlos F. Mendes de Leon, Josué Almansa, and Ute Bültmann. "Multimorbidity and the Transition Out of Full-Time Paid Employment: A Longitudinal Analysis of the Health and Retirement Study." Journals of Gerontology: Series B 75, no. 3 (May 13, 2019): 705–15. http://dx.doi.org/10.1093/geronb/gbz061.
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Abstract Objectives This study aims to examine whether older workers aged 50–64 years with multimorbidity are at increased risk to transition from full-time paid employment to part-time employment, partial retirement, unemployment, disability, economic inactivity, full retirement or die than workers without a chronic health condition and workers with one chronic health condition, and whether socioeconomic position (SEP) modifies these transitions. Method Using data from the Health and Retirement Study (1992–2014; n = 10,719), sub-distribution hazard ratios with 95% confidence intervals were calculated with a time-varying Fine and Gray competing-risks survival regression model to examine exit from full-time paid employment. We investigated the modifying effect of SEP by examining its interaction with multimorbidity. Results Workers with multimorbidity had a higher risk of transitioning to partial retirement (1.45; 1.22, 1.72), disability (1.84; 1.21, 2.78) and full retirement (1.63; 1.47, 1.81), and they had a higher mortality risk (2.58; 1.71, 3.88) than workers without chronic disorders. Compared to workers with one chronic health condition, workers with multimorbidity had an increased risk for partial (1.19; 1.02, 1.40) and full retirement (1.29; 1.17, 1.42), and mortality (1.49; 1.09, 2.04). Only SEP measured as educational level modified the relationship between multimorbidity and mortality. Discussion Workers with multimorbidity seem more prone to leave full-time paid employment than workers without or with one a chronic health condition. Personalized work accommodations may be necessary to help workers with multimorbidity prolong their working life.
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Ziółkowska, Krystyna. "Instrumenty prawne służące zabezpieczeniu społecznemu rodziny." Studia Prawnoustrojowe, no. 44 (January 11, 2020): 417–40. http://dx.doi.org/10.31648/sp.4944.
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Security of employment nowadays is an important element of the individual’s functioning in the state. When economic development in the countryincreases – new employment opportunities also appear. Growth in employment is a condition for further economic development. With the economicdifficulties of the state, high unemployment and a slowing economy – there are also demographic problems. The issue of benefits available through thePolish social system for full and incomplete families and the legal basis for their granting require clarification. The Constitution of the Republic of Poland puts families under the protection of the state, which should properly implement a family-oriented policy and, above all, protection from a legalpoint of view. State policy should be aimed at providing the best conditions for starting and expanding families, in order to secure generational replacement and a fair pension system. Legal regulations indicate which rights families can use.
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Siracusano, Martina, Lucrezia Arturi, Assia Riccioni, Antonio Noto, Michele Mussap, and Luigi Mazzone. "Metabolomics: Perspectives on Clinical Employment in Autism Spectrum Disorder." International Journal of Molecular Sciences 24, no. 17 (August 29, 2023): 13404. http://dx.doi.org/10.3390/ijms241713404.
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Precision medicine is imminent, and metabolomics is one of the main actors on stage. We summarize and discuss the current literature on the clinical application of metabolomic techniques as a possible tool to improve early diagnosis of autism spectrum disorder (ASD), to define clinical phenotypes and to identify co-occurring medical conditions. A review of the current literature was carried out after PubMed, Medline and Google Scholar were consulted. A total of 37 articles published in the period 2010–2022 was included. Selected studies involve as a whole 2079 individuals diagnosed with ASD (1625 males, 394 females; mean age of 10, 9 years), 51 with other psychiatric comorbidities (developmental delays), 182 at-risk individuals (siblings, those with genetic conditions) and 1530 healthy controls (TD). Metabolomics, reflecting the interplay between genetics and environment, represents an innovative and promising technique to approach ASD. The metabotype may mirror the clinical heterogeneity of an autistic condition; several metabolites can be expressions of dysregulated metabolic pathways thus liable of leading to clinical profiles. However, the employment of metabolomic analyses in clinical practice is far from being introduced, which means there is a need for further studies for the full transition of metabolomics from clinical research to clinical diagnostic routine.
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Shylovtseva, Nadiia. "Modernization of Employment as a Condition for Increasing the National Labour Market Competitiveness." Modern Economics 15, no. 1 (June 25, 2019): 211–17. http://dx.doi.org/10.31521/modecon.v15(2019)-30.
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Voronin, G. L., and A. D. Kramer. "INFORMAL EMPLOYMENT IN RUSSIA AS A CONDITION FOR THE FORMATION OF THE PRECARIAT." Vestnik of Lobachevsky State University of Nizhni Novgorod. Series: Social Sciences, no. 3 (2021): 69–78. http://dx.doi.org/10.52452/18115942_2021_3_69.
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Zinchenko, O. "On the issue of labor function of persons working outside the location of the employer." Uzhhorod National University Herald. Series: Law, no. 69 (April 15, 2022): 201–5. http://dx.doi.org/10.24144/2307-3322.2021.69.34.
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Labor relations of persons working outside the location of the employer are now partially regulated by the Law of Ukraine "On Amendments to Certain Legislative Acts on Improving the Legal Regulation of Telework" of 04.02.2021 № 1213-IX. In particular, the law stipulates that remote and home work are forms of work performed outside the usual place of work in the employer's premises. At the same time, in practice, many questions arise about the peculiarities of the introduction of these innovative forms of labor organization, in particular about the labor function of persons working outside the location of the employer. The purpose of the article is to determine the employment function of persons working outside the location of the employer as one of the main conditions of the employment contract. It is stated that the current Labor Code of Ukraine not only does not contain a definition of "labor function", but also does not mention this legal phenomenon. As for scientific sources, there are different definitions of labor function, which, incidentally, do not contradict each other, but complement each other. In particular, the job function is defined as certain duties that are performed, are performed or should be performed by one person. That is, this is the work that is determined by the parties to the employment contract and which, in accordance with the concluded employment contract, taking into account the profession, specialty, qualification, position must be performed by the employee. After analyzing the current legislation, it was concluded that persons working outside the location of the employer are fully subject to labor legislation, taking into account the specifics and peculiarities of the regime, which are stipulated in the employment contract. One of the main conditions of such a transaction is the condition of the job function, ie the condition of the system of responsibilities to be performed by the employee in accordance with the profession (specialty, qualification) or position, which is a form of employment and changes with it according to scientific and technological progress and the development of labor relations, the range of activities of the employee.
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Florian, Radu-Gheorghe. "THE STATUS OF EMPLOYED OF AN OFFENDER – CONDITION TO ATTRACT PATRIMONIAL LIABILITY." Agora International Journal of Juridical Sciences 9, no. 1 (April 1, 2015): 31–35. http://dx.doi.org/10.15837/aijjs.v9i1.1866.
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Financial liability of the employee is a variety of contractual liability arising from specific features of legal work. This study aims to analyze the concrete situations in which the patrimony can be held liable to the employee, given the diversity of employment situations in which an employee may be engaged.
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Sofais, Danur Azissah Roesliana, Handi Rustandi, Jipri Suyanto, and Yance Hidayat. "Social-Economic and Children’s Nutritional Status in Bengkulu Province." JOSING: Journal of Nursing and Health 3, no. 1 (November 6, 2022): 134–42. http://dx.doi.org/10.31539/josing.v3i1.4638.
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This study aims to determine the factors related to the nutritional status of children in Bengkulu Province due to COVID-19 that affect economic conditions and make the healthy situation worse than before, especially child nutrition. The method used is a cross-sectional study conducted through an online questionnaire. The results of this study indicate that the factors that are significantly related to the nutritional status of children are; financially inadequate (AOR = 2.32; 95% CI: 1.50 to 3.60, P<0.0001), employed (AOR = 3.03; 95% CI: 193 to 4.76, P< 0.0001), living in urban areas (AOR = 1.59; 95% CI: 1.03 – 2.43, P: 0.034), local ethnicity (AOR = 1.72; 95% CI: 1.11 to 2, 68, P: 0.016) and low-income family support (AOR = 2.10; 95% CI: 1.34 to 3.28 < P<0.0001). In conclusion, financial condition, employment status, place, ethnicity, and family are related to the nutritional status of children in Bengkulu Province.
Keywords: Financial Condition, Employment, Children's Nutritional Status
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Grygiel-Kaleta, Żaneta. "A declaration of permanent incapacity to serve as a condition for compulsory dismissal of a police officer from service." Studia z zakresu Prawa Pracy i Polityki Społecznej 28, no. 3 (2021): 233–42. http://dx.doi.org/10.4467/25444654spp.21.020.13966.
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The article analyzes the issue of permanent incapacity to work, which is the premise for obligatory dismissal of police officers from service. The reflections are aimed at showing to what extent the statutory regulations in this area should be considered justified. Questions were raised as to whether the catalog of reasons for dismissing an officer from service is a closed catalog. The author referred to the above issue more broadly, indicating whether this catalog exhausts all situations that may constitute the basis for termination of the employment relationship of a police officer, making a distinction in this respect when the employment relationship ends as a result of an act performed by one of the parties to the employment relationship and cases where termination of employment occurs ex lege. The author referred to the nature of the personnel order which was the basis form dismissal from the service of a police officer due to the fulfillment of the condition of permanent incapacity for work confirmed by a medical certificate. The article discusses in detail the issues related to dismissal from service, the admissibility and obligatory application of the consequences in the event of prerequisites, as well as the legitimacy of such a solution. The issues of finality and validity of the decision of the medical commission, which constitute the basis for issuing a personal order on dismissal from service, were also discussed.
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Melvin, Holly, and Adeola Akinola. "Exploring Mental Health Patient's Perceptions and Aspirations in Employment." BJPsych Open 8, S1 (June 2022): S61. http://dx.doi.org/10.1192/bjo.2022.218.
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AimsTo explore mental health in-patient's perceptions and aspirations in employment and to produce a lay document on employmentMethodsEmployment is beneficial, it improves mental health and betters social integration. Different interventions exist to support mental health patients into employment. However, patients experience many obstacles, including the characteristics of their condition and stigma.Literature review was undertaken, using a search string on PubMed focusing on mental health and employment.Developed and used a 17-question questionnaire exploring patients’ perceptions and aspirations in employmentCreated lay document containing information on benefits of employment, employment rights and accessing employment.Results100% of patients interviewed were interested in employment. 90.9% believed employment would improve their mental health and 100% believed it would improve their connection to their community. 100% felt there is a stigma around mental health problems which makes finding employment harder.ConclusionThe barriers mental health patients seeking employment face are varied and complex. Most wish to seek employment, and should be encouraged, as the health benefits are clear. Professionals need to acknowledge individual barriers patients face including different mental health characteristics, ethnicity, gender and personal circumstances and find a way to create a bespoke service tailored to patients’ needs in order to secure employment.