Academic literature on the topic 'Household employees Employment Malaysia'

In general, emoluments, allowances and all forms of income related to employment are considered as employment income zakat in Malaysia. However, based on the practice of zakat institutions in Malaysia, not all that is received in relation to employment is liable for mandatory zakat, including all forms of benefit in kind (BIK). On the other hand, in terms of taxation practice, all benefits in kind received by an employee are taxable by Inland Revenue Board of Malaysia (LHDN), except for benefits listed in Paragraph 9. BIK refers to benefits given to employees, which cannot be convertible into money, such as motorcar and household furnishings, apparatus and appliances. It is worth noting that the discussion on the imposition of zakat on benefits in kind has not been given enough thought and justifiably raises questions. Therefore, in this study, three central questions have been raised with regards to BIK and zakat in Malaysia. Should BIK be considered under the category of “whatever received related to employment”? Why BIK should be subjected to employment income zakat? How BIK can be charged under the context of employment zakat? Based on the content analysis method, this paper presented a brief review to answer these questions. In general, this study is of the opinion that BIK is zakatable and LHDN’s income tax assessment method could be adopted for employment income zakat accounting.

Double employment is a situation where an employee holds double paid jobs, either as an employee or as being self-employed. The issue of double employment has been subject to discussion and even has brought to industrial dispute between employer and employee which require the judicial intervention. While some employers allow their employees to engage in double employment, there are few legislations clearly prohibit this practice. In Malaysia, as to date there is no specific law regulating double employment by employees. This article aims to analyse the position of double employment in Malaysia.

This article uses data from Wave 1 of the Household Income and Labour Dynamics in Australia (HILDA) 2001 survey to examine whether there is a difference in financial well-being between casual and permanent employees. The study examines two measures of financial difficulty and one measure of financial satisfaction and finds that casual employees fare worse than permanent employees on all three measures. The results indicate that casual employees are less likely to afford basic costs of living, such as bills and mortgage/rent, and have higher levels of financial difficulty as well as lower levels of financial satisfaction. The article concludes that casual employment imposes significant financial strains on employees.

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.

This article deals with existing models of household behavior, based on the assumption of the possibility of employees to determine their own level of consumption and employment, depending on a given wage rate and accumulated assets. An alternative view is offered that the wage rate accepted by employees can be expressed through financial assets and employment. Based on this assumption, the model "financial assets – labor price" was developed, determining the impact of the volume of financial assets of households and the level of employment on the wage rate, the minimum acceptable for workers. The model was tested in twelve European countries. The calculations confirmed the basic hypothesis of the study, namely the dependence of the level of wages on the volume of available assets and employment.

In the context of large-scale population mobility, this study investigated the effect of income substitution on land management decisions of peasant families. The results showed that: (1) Compared with the employees without fixed employers, the employment status of employees with fixed employers, self-employed workers and employers all increased the possibility of families choosing more socialized management modes such as farming generation and land transfer; (2) Employment identity difference plays a role in household land management decisions through income substitution effect.

Flexible work arrangements are common during the COVID-19 pandemic as a result of the movement restriction and the closure of the economic sector. Among the flexibility practices is the implementation of remote working, in particular, working from home (WFH) where employees are physically working outside and remote from their organisations. The mandated WFH has changed the working scenario without confirming whether employers and employees are prepared for this new norm. However, the WFH arrangement requires legal consideration as its arrangement needed a legal predicament. The concern over WFH must be addressed on the grounds of managerial rights and boundaries besides determining the rights of employees while working remotely. From the legal viewpoint, there is a question of whether the existing labour law in Malaysia is accommodating to the WFH practice. Hence, this paper aims to examine the employment-related matters concerning WFH practice in Malaysia on employment terms like wages and leaves, matters on safety and health, social security, and confidentiality and security of information. This study applied a doctrinal approach using authoritative legal texts in solving the legal problems that arise from WFH. The analysis of legal provisions and case studies were employed to present the benefits of the employment relationship and industrial relations in the changing employment landscape and work culture linked to WFH.

The paper analyzes short-term factors of job loss, wage reduction and factors of household income reduction in Russia in the context of the coronavirus crisis. Panel data of the Russian Longitudinal Monitoring Survey - Higher School of Economics (RLMS-HSE) served as empirical basis of the study. According to the study results, the highest risks of job loss are registered among females, young employees, unskilled workers, workers without professional education, and workers with low wages. However, almost the only factor of wage reduction (in case of retained employment) is employment in the most affected industries. Household income prior to the pandemic is the key determinant of household income reduction – the higher the level of material wellbeing, the higher the risk of income reduction. Increased probability of income reduction is also reported for families with children. The study has confirmed the hypothesis about negative impact of vulnerable employment on employment and wages of individuals, as well as household income.

This article is concerned with whether employees on temporary contracts in Britain report lower well-being than those on permanent contracts, and whether this relationship is mediated by differences in dimensions of job satisfaction. Previous research has identified a well-being gap between permanent and temporary employees but has not addressed what individual and contract specific characteristics contribute to this observed difference. Using data from the British Household Panel Survey, the article finds that a large proportion of the difference in self-reported well-being between permanent and temporary employees appears to be explained by differences in satisfaction with job security. Other dimensions of job satisfaction are found to be less important. In fact, after controlling for differences in satisfaction with security, the results suggest that temporary employees report higher psychological well-being and life satisfaction. This indicates that an employment contract characterized by a definite duration lowers individual well-being principally through heightened job insecurity.

We aimed to examine the association between employment status and self-reported unmet healthcare needs and to identify factors influencing self-reported unmet healthcare needs by employment status. Nationally representative data from the 2012 Korea National Health and Nutrition Examination Survey were used. Participants were classified by employment status as either permanent or precarious workers. Explanatory variables included sociodemographic, labor-related, and health-related factors. Multivariate logistic regression ascertained the association between employment status and self-reported unmet healthcare needs and explanatory factors associated with self-reporting of unmet healthcare needs. Precarious workers had a higher prevalence of self-reported unmet healthcare needs than permanent workers, with a statistically significant odds ratio (OR) (1.74; 95% confidence interval (CI), 1.19–2.54). Male precarious workers working >40 h per week were more likely to self-report unmet needs than male precarious workers working <40 h (OR, 3.90; 95% CI, 1.40–10.87). Female precarious workers with a lower household income were about twice as likely to self-report unmet needs. Working hours and household income were significantly influential factors determining self-reporting of unmet healthcare needs, especially among precarious workers. Policy interventions to improve access to healthcare for precarious workers are needed.

Bibliography: pages 269-280.
The focus of this thesis on African women's experiences as domestic workers results from the fact that the majority of women within the African population in Cape Town are employed in this sector of economy. Further, the African working class is in a peculiar position as a result of the strict enforcement of the Coloured Labour Preference Policy. This policy ensured the almost total exclusion of the African population from decent housing and education as well as employment. In fact, the policy has hamstrung almost every aspect of the African population's life. The Coloured Labour Preferential Policy was coupled with the strict enforcement of influx control, governed by the Urban Areas Act No. 25 of 1945 as amended. Worst hit by this law were the African women. An attempt was made to understand the experiences of African women both in and outside their work situation. The examination of their gendered experiences of 'race' and class divisions has led to the identification of a number of issues, among them poverty, exploitation as rightless workers and payment of low wages, fragmentation of family life and subordination in marriage relations, childcare problems, housing problems and isolation as mothers and workers. Further, their dreams, which include a wish for securing property, a secure family life and educating their children, as well as self-employment, are all indications of their deprivation and exploitation as women. In this thesis gender has been prioritised, as it emerged as the prime feature of African women's experiences of social divisions. Being a woman in a society divided by 'race' and class, has created hierarchies which carry unequal relationships between employer and employee and the payment of low wages. The privatised nature of this unequal relationship is the key to the oppression and exploitation of domestic workers. Moreover, the impact of the double day on African Women domestic workers has resulted in particular experiences of exploitation and oppression. Because of the limited material currently available on domestic workers, this study is seen as a contribution to the study of women as well as a contribution to a gender-sensitive, working class history of Cape Town. The selected literature that has been reviewed has left the gendered experiences of African women unexposed within their households. The focus has been on the work situation only. Failure to recognise or identify these gendered experiences within both class and 'race' divisions results in obscuring the daily struggles that African women face regarding housing, family life and childcare facilities. The review of the two commissions of enquiry, namely the Riekert and Wiehahn Commissions has shown that the State is still unresponsive to the needs of women as workers and in particular, as domestic workers. Riekert has tied the availability of housing to employment, thus excluding a large number of women in the Cape Town urban area.

Bibliography: pages 233-248.
This dissertation seeks to examine an area of South African historiography which has largely been ignored, that is, domestic labour. It posits a relationship between working class women, domestic labour paid and unpaid. The material has been arranged around the primary objective of examining the silence around domestic labour and highlighting the gender content of domestic work. It is divided into two parts. The first part examines the conceptualization of class and gender struggles, while the second part examines aspects of working class women's experience of this. Chapter One deals with why women have been ignored in recorded history; Chapter Two examines Marxist approaches to the Woman Question. Chapter Three examines the silence arourid women's experience in South African historiography, while Chapter Four is a critical examination of the recorded history of domestic workers. Chapter Five examines aspects of black working class women's experience of domestic labour in their own families, while Chapter Six documents the experience of a group of organized workers in Cape Town. The study concludes that the way forward is to develop a gender sensitive class analysis as outlined in the work of Lise Vogel. This will open up new areas for research, for example, the rise of the public and private dichotomy, the separation of productive and reproductive labour, the ideology of motherhood and sexuality as well as the changing nature of the social construction of gender identity.

This thesis examines ways in which domestic workers in South Africa could be included within the scope of existing industrial legislation. At present the legal position of a work force of 862 000 is regulated by the common law contract of service. Socio-economic factors form the background of this investigation,which first sets out to determine whether the common-law contract of employment is capable of equitably regulating the employment relationship. The fallacy of the assumption that individuals agree on the terms of exchange in the employment contract on the basis of juridical equality, and the tenuous nature of the common-law employment relationship in the case of domestic workers are revealed. In the absence of any current statutory minima the employment contract is used to deprive domestic workers of what little protection they enjoy at common law. The two ways in which the individual employee's conditions of service can be protected from terms favouring the stronger of the two contracting parties are discussed. These are collective bargaining and statutory regulation. Difficulties experienced by domestic workers in respect of collective bargaining, whether they be included under the Labour Relations Act or not, are indicated. Proposals for including domestic workers under the Basic Conditions of Employment Act are evaluated in the light of legislation in the United States of America, Zimbabwe, Swaziland and Namibia. Ways of minimum-wage fixing are investigated, and it is concluded that the provisions of the Wage Act could be adapted for domestic workers. The 'unfair labour practice'concept is examined and the implications of its application for the domestic labour sector evaluated. It is recommended that the concept 'fairness' in the Labour Relations Act should apply to domestic workers, but that a code of practice be drafted to provide conceptions of 'fairness' as guidelines for employment behaviour. It is suggested that the parties refer disputes to mediation before being granted access to a Small Labour Court established for this purpose. In conclusion a draft code of practice is presented, as a basis for negotiation at a forum representative of the major actors in the domestic labour arena.

Els més recents estudis sobre els canvis en l’estructura ocupacional en els processos d’industrialització han qüestionat les teories generals sobre la contribució dels diferents sectors al creixement econòmic, donant nova rellevància al sector serveis. Tal com s’ha assenyalat en diversos estudis, si poguéssim superar el tradicional subregistre del treball femení aquesta importància encara seria més elevada. Aquesta línia de recerca ha contribuït a donar un nou impuls a l’interès per l’estudi del sector serveis, que ha tingut una importància i una anàlisi menor per part de la història econòmica i social; com a conseqüència, també s’ha atorgat rellevància a un millor coneixement del servei domèstic. Aquesta tesi té com a objectiu contribuir a un millor coneixement del sector des de l’estudi del servei domèstic a la ciutat de Barcelona entre el 1900 i el 1950. En ella s’analitzen els canvis de l’estructura intrasectorial i de la composició de gènere de la mà d’obra emprada en aquest sector; el paper de l’Estat i de les associacions obreres en els canvis en l’estructura ocupacional del sector o de les condicions laborals i de protecció sociolaboral. Veurem com la diversitat d’oficis i professions que havien conformat el servei domèstic durant el període preindustrial havia anat desapareixent progressivament al llarg dels segles XVIII i XIX. Així al segle XX s’estava consolidant la pèrdua d’heterogeneïtat del sector reduint-se a la figura de la “noia a tot estar” capaç de realitzar múltiples tasques domèstiques i de cura, perdent, en aquest procés, valor, tant en condicions laborals com en estatus social. D’aquesta manera, també s’estava completant el procés de feminització que, alhora, estava contribuint a precaritzar aquest sector econòmic empitjorant la seva posició social dins del mercat de treball barceloní. Així mateix, s’analitza la formació del mercat de treball del servei domèstic, l’origen sociodemogràfic dels seus treballadors i treballadores i el funcionament de l’esmentat mercat a través de les institucions i els mecanismes intermediaris entre l’oferta i la demanda de servei domèstic. Alhora, s’estudien també les condicions salarials i laborals, així com l’associacionisme de diferent signe i la posició dels diferents actors socials (Estat, sindicats, patronal i treballadors/es domèstics) davant la situació del servei domèstic. Per realitzar aquest treball he utilitzat diferents fonts de caràcter heterogeni per tal d’encaixar-les i aproximar-me a la situació d’un grup laboral que disposa de poques fonts de caràcter homogeni. En aquest sentit, en primer lloc, he realitzat un recorregut per les lleis i normatives que afectaven el servei domèstic, la jurisprudència emesa pels tribunals i les anàlisis realitzades per la doctrina jurídica. En segon lloc, s’ha analitzat la variada documentació de diverses institucions públiques i privades (Ajuntament, Diputació de Barcelona, Diòcesi de Barcelona, Escola Popular de la Dona, etc.) així com la informació estadística emesa per alguns d’aquests organismes. Així mateix, els Censos Nacionals de Població, complementats amb altre tipus d’informació estadística (padrons, estadístiques emeses per organismes locals, etc.), m’han permès examinar l’estructura del sector domèstic. En tercer lloc, la premsa, tant la burgesa com l’obrera, ha estat central en aquest treball. Així doncs, s’han buidat exhaustivament els diaris La Vanguardia i Solidaridad Obrera. Finalment, també he buidat els expedients judicials conservats de les demandes presentades pel servei domèstic davant dels tribunals de caràcter laboral (tribunals industrials i magistratures de treball). En definitiva, durant la primera meitat del segle XX, a diferència del que succeïa durant el període preindustrial –on en el sector convivien homes i dones amb diversitat d’edats i orígens socials–, el servei domèstic barceloní concentrava noies joves de classes populars que arribaven a un sector econòmic que s’havia anat precaritzant: desregulat normativament, desatès sindicalment i amb males condicions salarials i laborals, s’havia empitjorat la seva posició en el mercat de treball urbà barceloní. Analitzar aquest sector històricament permet observar com aquesta situació va consolidar unes condicions que contribueixen a explicar l’actual fragilitat d’aquest sector econòmic, tal com mostren les darreres dades de l’OIT.
This thesis aims to contribute to a better knowledge of the domestic sector in the city of Barcelona between 1900 and 1950. It analyses the changes in the structure and composition of the workforce employed in this sector; the role of the state and trade unions in changes in the occupational structure of the sector, working conditions and labour protection. We see how the variety of professions that the domestic service had featured during preindustrial period gradually faded over the 19th and 20th centuries. Therefore, in the 20th century there was no occupational diversity and the figure of "all girl being" [noia a tot estar; chica para todo] was widespread. These domestic servants were able to perform all sorts of chores, but the de-specialisation process involved the decrease in their labour and social status. Thus, the feminization process was completed, which contributed to make the domestic sector more precarious and worsened its social position in the labour market of Barcelona. Likewise, we analyse the socio-demographic origin of domestic workers, the formation of the domestic labour market and how this market worked through institutions and intermediary mechanisms between supply and demand. Similarly labour conditions, wages and the role of associations, trade unions and employers in the domestic service are also studied. Heterogeneous sources have been used. Firstly, the thesis studies the laws and regulations that affected the domestic service. Secondly, it analyses documents from several public and private institutions (Barcelona City Council, Barcelona Provincial Council, Diocese of Barcelona, etc.) as well as statistical information issued by some of these organisations. Besides, the National Census of Population, combined with other statistical sources (registers, statistics issued by local organisations, etc.), has allowed to examine the structure of the domestic sector. Thirdly, the press issued by bourgeois and working-class organisations has been crucial in this thesis. Finally, the requests brought before the labour tribunals (industrial tribunals and labour tribunals) have been analysed.

Chen, Yingjun.
Thesis (M.Phil.)--Chinese University of Hong Kong, 2010.
Includes bibliographical references (leaves 204-207).
Abstracts in English and Chinese.
Abstract --- p.i
Acknowledgements --- p.iii
Chapter 1 --- Introduction --- p.1
Statement of problem --- p.1
Literature review --- p.3
Methodology --- p.14
The structure of the thesis --- p.19
Chapter 2 --- Domestic Service Market in Shanghai --- p.21
Two operating systems --- p.21
An unregulated market --- p.24
Conflicts between agencies and maids --- p.29
From the local to foreign domestic service market --- p.37
Chapter 3 --- Chinese Maids in Shanghai: A Personal Profile --- p.47
"Salary, days off and live-in/out" --- p.47
Who are they and why did they come to Shanghai to work as maids? --- p.50
Coming and leaving: Two stories --- p.55
Living in Shanghai --- p.59
Conflicts among maids --- p.65
What value do maids place on their job? --- p.68
Future plans --- p.71
Chapter 4 --- "Chinese Maids: The Explicit, the Implicit and the Unsaid in the Pre-Job Phase" --- p.75
Unspoken rules of being a proper maid --- p.75
Factors affecting hiring a maid --- p.82
Factors affecting accepting a job --- p.93
Chapter 5 --- The Chinese Maid-Employer Relationship: Conflicts and Resistance --- p.102
Conflicts with employers --- p.102
Resistance --- p.128
Chapter 6 --- Filipina Maids in Shanghai: A Personal Profile --- p.134
Where do Filipina maids work in Shanghai? --- p.134
Who are these Filipina maids and who are their employers? --- p.136
Legal status --- p.138
Why did Filipinas come to China to work as maids? --- p.141
Living in Shanghai --- p.146
About Grace --- p.152
Future plans --- p.155
Maids´ة dual identities in Shanghai --- p.156
Chapter 7 --- The Employment of Filipina Maids and the Employer-Filipina Maid Relationship --- p.162
Reasons for hiring Filipina maids --- p.162
Problems with employers --- p.174
Chapter 8 --- Pulling the Strands Together: Power Relationships --- p.190
Power is the core --- p.190
The causes --- p.193
The consequence --- p.199
A visual depiction of the relationship and its causes --- p.202
Bibliography --- p.204

The demand for domestic services has increased globally during the last two decades and today domestic workers constitute a large portion of the workforce, especially in developing countries. Yet domestic work is undervalued and poorly regulated, and many domestic workers are underpaid and unprotected. This has been recognised by international organisations, such as the International Labour Organisation (ILO). The struggle of domestic workers has lead to improvements to their rights and conditions in many countries. Yet working conditions and wages remain poor in many countries, including South Africa. This booklet sheds light on this problem. There are 888 000 domestic workers in South Africa, which accounts for 7% of total formal employment (Labour Force Survey, May 2010). The vast majority of these workers do not belong to a trade union and do not partake in collective bargaining or are unaware of their rights to bargain and to join trade unions. The South African Domestic Services and Allied Workers Union (SADSAWU) is a trade union for domestic workers in South Africa and campaigns for the improvement of rights and conditions of domestic workers. It recognises that it is not as powerful as it could be and it would have a bigger influence on the legislating authorities if there were more members which were strongly organised. There are numerous difficulties to organise domestic workers, some are related to the education level of the workers and some lies within the nature of the work (many are live-in workers and therefore have no contact with other domestic workers as a natural part of their work). However, SADSAWU has over many years built up a lot of experience and developed a solid vision to build a strong domestic workers movement, and is therefore well placed to fight these difficulties. This booklet also serves as an organising tool for domestic workers. The aim is to raise awareness of the rights of domestic workers and to encourage workers to organise.

Many Muslim leaders, entrepreneurs, and managers in Malaysia successfully apply the Al-Quran and Sunnah to their business organizations. In an organization, Islam stresses the cooperation and sense of collectiveness among the employees, as in fact, the religion cannot be practiced in separation. The collective efforts of people in a work situation should be aimed at achieving a certain goal since organizations are composed of very distinct people who are each of unique character and contribute in a particular way based on cultural diversity. In order to create an ethical organization culture that provides a fair treatment to all employees, Islamic leadership principles would become the best method for realizing it. Many verses in the Al-Quran explains justice and honesty in trade as well as courtesy and fairness in employment. In succession, managers should follow many values and norms in Islam as regards the practice in the organization.

“Sustainable prosperity” denotes an economy that generates stable and equitable growth for a large and growing middle class. From the 1940s into the 1970s, the United States appeared to be on a trajectory of sustainable prosperity, especially for white-male members of the U.S. labor force. Since the 1980s, however, an increasing proportion of the U.S labor force has experienced unstable employment and inequitable income, while growing numbers of the business firms upon which they rely for employment have generated anemic productivity growth. Stable and equitable growth requires innovative enterprise. The essence of innovative enterprise is investment in productive capabilities that can generate higher-quality, lower-cost goods and services than those previously available. The innovative enterprise tends to be a business firm—a unit of strategic control that, by selling products, must make profits over time to survive. In a modern society, however, business firms are not alone in making investments in the productive capabilities required to generate innovative goods and services. Household units and government agencies also make investments in productive capabilities upon which business firms rely for their own investment activities. When they work in a harmonious fashion, these three types of organizations—household units, government agencies, and business firms—constitute “the investment triad.” The Biden administration’s Build Back Better agenda to restore sustainable prosperity in the United States focuses on investment in productive capabilities by two of the three types of organizations in the triad: government agencies, implementing the Infrastructure Investment and Jobs Act, and household units, implementing the yet-to-be-passed American Families Act. Absent, however, is a policy agenda to encourage and enable investment in innovation by business firms. This gaping lacuna is particularly problematic because many of the largest industrial corporations in the United States place a far higher priority on distributing the contents of the corporate treasury to shareholders in the form of cash dividends and stock buybacks for the sake of higher stock yields than on investing in the productive capabilities of their workforces for the sake of innovation. Based on analyzes of the “financialization” of major U.S. business corporations, I argue that, unless Build Back Better includes an effective policy agenda to encourage and enable corporate investment in innovation, the Biden administration’s program for attaining stable and equitable growth will fail. Drawing on the experience of the U.S. economy over the past seven decades, I summarize how the United States moved toward stable and equitable growth from the late 1940s through the 1970s under a “retain-and-reinvest” resource-allocation regime at major U.S. business firms. Companies retained a substantial portion of their profits to reinvest in productive capabilities, including those of career employees. In contrast, since the early 1980s, under a “downsize-and-distribute” corporate resource-allocation regime, unstable employment, inequitable income, and sagging productivity have characterized the U.S. economy. In transition from retain-and-reinvest to downsize-and-distribute, many of the largest, most powerful corporations have adopted a “dominate-and-distribute” resource-allocation regime: Based on the innovative capabilities that they have previously developed, these companies dominate market segments of their industries but prioritize shareholders in corporate resource allocation. The practice of open-market share repurchases—aka stock buybacks—at major U.S. business corporations has been central to the dominate-and-distribute and downsize-and-distribute regimes. Since the mid-1980s, stock buybacks have become the prime mode for the legalized looting of the business corporation. I call this looting process “predatory value extraction” and contend that it is the fundamental cause of the increasing concentration of income among the richest household units and the erosion of middle-class employment opportunities for most other Americans. I conclude the paper by outlining a policy framework that could stop the looting of the business corporation and put in place social institutions that support sustainable prosperity. The agenda includes a ban on stock buybacks done as open-market repurchases, radical changes in incentives for senior corporate executives, representation of workers and taxpayers as directors on corporate boards, reform of the tax system to reward innovation and penalize financialization, and, guided by the investment-triad framework, government programs to support “collective and cumulative careers” of members of the U.S. labor force. Sustained investment in human capabilities by the investment triad, including business firms, would make it possible for an ever-increasing portion of the U.S. labor force to engage in the productive careers that underpin upward socioeconomic mobility, which would be manifested by a growing, robust, and hopeful American middle class.