Artículos de revistas: "Council of Action for Equal Pay"

1

Johnson, Penelope. "Gender, Class and Work: The Council of Action for Equal Pay and the Equal Pay Campaign in Australia During World War II". Labour History, n.º 50 (1986): 132. http://dx.doi.org/10.2307/27508787.

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Whitehouse, Gillian y Meg Smith. "Equal pay for work of equal value, wage-setting and the gender pay gap". Journal of Industrial Relations 62, n.º 4 (4 de agosto de 2020): 519–32. http://dx.doi.org/10.1177/0022185620943626.

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The principle of equal pay for work of equal value has radical potential but uneven application and impact. As one strand within the multiplicity of measures required to impede the reproduction of gender pay gaps, its strengths lie in an expanded notion of equality and capacity to challenge gendered norms embedded in wage-setting practices. Almost 70 years after the principle was given expression in the International Labour Organisation’s Equal Remuneration Convention of 1951, these strengths remain difficult to capture. This collection includes studies of advances and retreats in Australia and New Zealand, shaped by political and economic trends, changing wage-setting arrangements and varying interpretations of formal provisions. These are elaborated with examples of collective action that have redefined the problem of gender pay inequality and found pathways to redress gender-based undervaluation in the absence of a supportive regulatory framework. Studies of three East Asian countries extend understanding through stark illustrations of recurring barriers, highlighting limitations in legal expression, incompatibility of equal value measures with wage-setting norms, and the impact of highly segmented labour markets. Together the articles underline the need for interrelated reforms to formal provisions, wage-setting institutions and labour markets, and the importance of ongoing mobilisation to drive change.

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3

Freedland, M. R. y H. COLLINS. "CCT, Equal Pay and Market Forces: North Yorkshire County Council v Raycliffe". Industrial Law Journal 23, n.º 4 (1 de diciembre de 1994): 341–45. http://dx.doi.org/10.1093/ilj/23.4.341.

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4

HEIDE, Ingeborg. "Supranational action against sex discrimination: Equal pay and equal treatment in the European Union". International Labour Review 138, n.º 4 (diciembre de 1999): 381–410. http://dx.doi.org/10.1111/j.1564-913x.1999.tb00394.x.

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Jacobs, Lesley A. "Equal Opportunity and Gender Disadvantage". Canadian Journal of Law & Jurisprudence 7, n.º 1 (enero de 1994): 61–71. http://dx.doi.org/10.1017/s0841820900002563.

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Recently, in Canada both the Federal Government and various provincial governments have introduced a series of measures intended to address gender inequalities in the workplace. These measures are of two basic types. Employment equity policies involve the implementation of affirmative action programmes designed to encourage the hiring and promotion of more women in, for example, the civil service. Pay equity policies have sought to institutionalize the principle of equal pay for work of equal value or, to use the American terminology, comparable worth. The aim of this paper is to resurrect the presently out of fashion view that the principles of affirmative action and comparative worth that underlie employment equity and pay equity can be defended on the grounds that they contribute to the realization of an ideal of equality of opportunity between men and women in Canadian society. This view, although once prevalent among those concerned with gender issues, has been pushed aside, largely because of doubts about the visionary depth of the ideal of equality of opportunity. It has been replaced instead by an ideal of equality of results which emphasizes the goal of reducing the gender wage gap. It is my intention here to formulate a principle of equality of opportunity that can incorporate recent feminist legal and political philosophy in a way that offers a promising way to analyze issues posed by gender inequalities in the workplace and, as a result, provide a clear rationale for the recent employment equity and pay equity initiatives in Canada.

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Ebrahim, Shamier. "Reviewing the suitability of affirmative action and the inherent requirements of the job as grounds of justification to equal pay claims in terms of the Employment Equity Act 55 of 1998". Potchefstroom Electronic Law Journal 21 (12 de enero de 2018): 1–38. http://dx.doi.org/10.17159/1727-3781/2018/v21i0a1367.

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The purpose of this article is to analyse the grounds of justification to pay discrimination as contained in South African law, the Conventions and Materials of the International Labour Organisation and the equal pay laws of the United Kingdom. Lastly, an analysis will be undertaken to determine whether affirmative action and the inherent requirements of the job provide justifications proper to equal pay claims.

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7

Ebrahim, Shamier. "Equal Pay in Terms of the Employment Equity Act: The Role of Seniority, Collective Agreements and Good Industrial Relations: Pioneer Foods (Pty) Ltd v Workers against Regression 2016 ZALCCT 14". Potchefstroom Electronic Law Journal 20 (5 de diciembre de 2017): 1–19. http://dx.doi.org/10.17159/1727-3781/2017/v20i0a1524.

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Equal pay for equal work and work of equal value is recognised as a human right in international law. South Africa has introduced a specific provision in the EEA in the form of section 6(4) which sets out the causes of action in respect of equal pay claims. The causes of action are: (a) equal pay for the same work; (b) equal pay for substantially the same work; and (c) equal pay for work of equal value. In addition to the introduction of section 6(4) to the EEA, the Minister of Labour has published the Employment Equity Regulations of 2014 and a Code of Good Practice on Equal Pay for work of Equal Value. This constitutes the equal pay legal framework in terms of the EEA. The Regulations sets out the factors which should be used to evaluate whether two different jobs are of equal value. It further provides for the methodology which must be used to determine an equal pay dispute and it sets out factors which would justify a differentiation in pay. The Code provides practical guidance to both employers and employees regarding the application of the principle of equal pay for work of equal value in the workplace, inter alia. Regulation 7 sets out factors which would justify pay differentiation. These factors are: (a) seniority (length of service); (b) qualifications, ability and competence; (c) performance (quality of work); (d) where an employee is demoted as a result of organisational restructuring (or any other legitimate reason) without a reduction in pay and his salary remains the same until the remuneration of his co-employees in the same job category reaches his level (red-circling); (e) where a person is employed temporarily for the purpose of gaining experience (training) and as a result thereof receives different remuneration; (f) skills scarcity; and (g) any other relevant factor. If a difference in pay is based on any one or more of the above factors then it is not unfair discrimination if it is fair and rational. This is spelt out in regulation 7(1). In Pioneer Foods (Pty) Ltd v Workers Against Regression 2016 ZALCCT 14 the seniority (length of service) factor was at the fore in the Labour Court. The Labour Court, on appeal, reversed an arbitration award in which the Commissioner found that paying newly appointed drivers at an 80% rate for the first two years of employment as opposed to the 100% rate paid to drivers working longer than two years in terms of a collective agreement amounted to unfair discrimination in pay. The CCMA, in essence, regarded the factor of seniority as a ground of discrimination as opposed to a ground justifying pay differentiation. Pioneer Foods is noteworthy as it is one of the first reported cases from the Labour Court dealing with the relatively new equal pay legal framework. It raises the following important equal pay issues: (a) is seniority a ground of discrimination or a ground justifying pay differentiation? And (b) what is the role of a collective agreement and good industrial relations when determining an equal pay claim? The purpose of this note is to critically analyse these issues and guidance will be sought from South African Law, Foreign law and relevant ILO materials in this regard.

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8

Kilpatrick, Claire. "Putting s1.(3) Equal Pay Act 1970 together again:Ratcliffe v North Yorkshire County Council". International Journal of Discrimination and the Law 2, n.º 1-2 (diciembre de 1996): 142–45. http://dx.doi.org/10.1177/135822919600200210.

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Parker, Jane y Noelle Donnelly. "The revival and refashioning of gender pay equity in New Zealand". Journal of Industrial Relations 62, n.º 4 (9 de julio de 2020): 560–81. http://dx.doi.org/10.1177/0022185620929374.

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While the foundations for redressing gender pay inequality in New Zealand were established half a century ago, significant numbers of women still endure the sharp end of gender-based pay differentials. Following a landmark test case in the aged care sector which focused on the (re)interpretation of the Equal Pay Act 1972, gender pay equality is once again under intense scrutiny. On the 125th anniversary of women’s suffrage, the New Zealand government signalled the introduction of legislative amendments to address this enduring challenge. Although widely contested, the intent of the Equal Pay Amendment Bill is to lower the threshold for raising pay equity claims, while establishing a bargaining process for resolving them. Alongside this, the government has introduced an ambitious workplace action plan to eliminate public service gender pay gaps. Informed by gender equity policy approaches, this article examines New Zealand’s (gendered) regulatory history relating to equal pay, yielding insights into how labour law and policy have both addressed and evaded the objective of equal remuneration for work of equal value, concluding with a discussion of recent initiatives. This qualitative analysis illustrates how institutional contexts for wage-setting and value-laden equality strategies impact women’s experience of work in New Zealand.

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10

Di Sarcina, Federica. "Un'"ondata di femminismo comunitario". La nascita della politica di pari opportunitŕ della Comunitŕ economica europea (1969-1978)". MEMORIA E RICERCA, n.º 30 (julio de 2009): 59–69. http://dx.doi.org/10.3280/mer2009-030006.

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- This paper focuses on the birth of the acquis communautaire on equal pay and treatment between women and men in the second half of Seventies, after the approval of the first Social Action Program (1973). Fundamental component of the EEC equal opportunity policy as well as of the current "European social model", the three directives adopted in this period marked a crucial step towards a more balanced labour market for women, notoriously affected by pay discriminations and occupational segregation. Thanks to this legal acts, EEC/EU member States adapted their internal legislation, recognizing and protecting - from a legal point of view - the equality principle between women and men workers established at the European level.Parole chiave: Politica sociale della CEE, Politica comunitaria di pari opportunitŕ, Paritŕ salariale, Modello sociale europeo, Femminismo, Storia del lavoro femminile EEC Social Policy, EEC/EU equal opportunity policy, Equal pay, European social model, Feminism, history of women workers

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11

Hunter, Jr., Richard J., Hector R. Lozada y Gary H. Kritz. "Sex Discrimination, the Civil Rights Act of 1964, Equal Pay, and Title IX as Applied to the Women’s National Soccer Team". Journal of Politics and Law 14, n.º 4 (22 de julio de 2021): 55. http://dx.doi.org/10.5539/jpl.v14n4p55.

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This article presents the issues of sex discrimination, working conditions, and equal pay raised in the legal dispute between the United States Soccer Federation and the Women's National Soccer Team. The authors study the application of the Civil Rights Act of 1964 and the Equal Pay Act of 1963, and the implications of applying Title IX of the Education Amendments of 1972 to the U.S. Soccer Federation. The authors conclude by offering some observations and suggestions on the practical course of action that the US Women’s Soccer Team may consider in attempting to solve its dispute with the Federation.

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12

Kokott, Juliane. "Kowalska v. City Of Hamburg". American Journal of International Law 85, n.º 2 (abril de 1991): 348–51. http://dx.doi.org/10.2307/2203071.

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Maria Kowalska, a former administrative officer of the City of Hamburg, requested payment of an extra allowance on the occasion of her retirement. The Collective Agreement for Federal Employees (Agreement) prescribed such allowanees for full-time employees only. Ms. Kowalska was a part-time employee and was therefore not entitled to the extra allowance according to the Agreement. The questions the Labor Court Hamburg referred to the Court of Justice of the European Communities were: (1) whether a collective bargaining agreement provision excluding part-time employees from certain allowances violates Article 119 of the Treaty Establishing the European Communities (equal pay for men and women), part-time employees being mostly female; and (2) if there is discrimination incompatible with EEC law, do part-time employees have a right to extra allowances proportionate to their working hours on the basis of Articles 119 and 117 (improvement and harmonization of workers’ conditions) and Council Directive 75/117 on equal pay for men and women, notwithstanding the provision to the contrary in the Agreement, or do freedom and autonomy in collective bargaining preclude such a right?

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13

Bracy, Pauletta Brown. "From the President: Productive Engagement in Salary Equity". North Carolina Libraries 62, n.º 2 (19 de enero de 2009): 79. http://dx.doi.org/10.3776/ncl.v62i2.139.

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Former American Library Association President Maurice Freedman launched a campaign of awareness and action during his 2002-2003 tenure. He appointed the Better Salaries and Pay Equity Task Force which published a helpful resource, Advocating for Better Salaries and Pay Equity Toolkit (2003). The task force’s pay equity advocacy program is founded on the reality of a predominately female workforce which is less well paid than those in fields of comparable work dominated by males. Simply defined, pay equity means that all people receive equal pay for work regardless of race or gender. Salaries of librarians regrettably lag behind those of other professions. In 2002, the average estimated salary of librarians was $44,430, according to the U.S. Department of Labor National Occupational Employment and Wages Survey. Pertaining to type of library, the following salaries were posted:

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14

Freedland, M. R., H. G. Collins y A. McCOLGAN. "NOTES: Equal Pay, Market Forces and CCT: Ratcliffe and others v north Yorkshire County Council [1995]IRLR 439(HL)". Industrial Law Journal 24, n.º 4 (1 de diciembre de 1995): 368–71. http://dx.doi.org/10.1093/ilj/24.4.368.

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15

van Zetten, Frans. "What's Wrong with Social Norms? An Alternative to Elster's Theory". Canadian Journal of Philosophy 27, n.º 3 (septiembre de 1997): 339–60. http://dx.doi.org/10.1080/00455091.1997.10715955.

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Is guidance by social norms compatible with rationality? Jon Elster has argued inThe Cement of Societythat there is a fundamental contrast between rationality and conformity to social norms. The context of study is the problem of collective action, with special emphasis on collective wage bargaining. In such negotiations, the appeal to social norms rather than to self-interest can block agreement. Suppose one union is committed to the norm of equal pay for equal work; another one appeals to the norm of equal pay for everybody, regardless of the type of work. ‘In the presence of competing norms that favor different groups, the self-righteousness conferred by belief in a norm can lead to a bargaining impasse.'In confrontations between individuals, codes of honor can produce similar problems. It is in no one's interest to face a colleague over the barrel of a gun because one has made a nasty remark about his latest book, but if the code demands that one fight it out, the challenge must be accepted.

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16

Fields, Marjory Diana. "Women in American Labour Movement". International Journal of Public and Private Perspectives on Healthcare, Culture, and the Environment 3, n.º 2 (julio de 2019): 59–66. http://dx.doi.org/10.4018/ijppphce.2019070104.

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In this article, the author examines the history of exclusion and sex-based discrimination against U.S. women workers seeking to join unions established by men. The author describes how groups of women and girls working in fabric mills in the 19th Century took strike action against work speed up and increased production requirements, making demands for higher wages, equal pay with men, improved working conditions, clean water, health care and time off. Then, in the early 20th century, women teachers formed their own unions to gain increased pay and pension plans, and for social justice. These unions continue to the present seeking also social justice and exercising political power.

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Pace, Joseph Michael y Zachary Smith. "Understanding Affirmative Action: From the Practitioner's Perspective". Public Personnel Management 24, n.º 2 (junio de 1995): 139–47. http://dx.doi.org/10.1177/009102609502400203.

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Affirmative action was originally meant to remove by law, as required by the Equal Pay Act and the 1964 Civil Rights Act, “artificial barriers” that often prevented women and minority groups from entering the workforce. By the late 1960's and early 1970's affirmative action had been altered to become the governmental attempt to provide compensatory opportunities for groups who experience discrimination when seeking employment. More recently the legal essence of affirmative action refers to specific guidelines and rules to recruit, hire, and promote disadvantaged groups for the purpose of eliminating the existing effects of past discriminatory practices. Despite a plethora of U.S. Supreme Court decisions, affirmative action has yet to be clearly defined as a cohesive public policy. The Court's failure to define affirmative action as a coherent constitutional and legal concept has led to widespread misinterpretation of affirmative action goals among public administrators. This notion is substantiated by examining the results of a survey of local government officials at the county and municipal level which measures their understanding and perception of federal law pertaining to affirmative action's meaning and purpose.

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18

Costa, Frank J. "The Restorative Proportionality Theory". Harvard Review of Philosophy 26 (2019): 59–81. http://dx.doi.org/10.5840/harvardreview201992024.

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This article offers a normative framework for affirmative action. It argues that affirmative action is not about diversity, but correcting historical injustice. The theory’s presumption is that racial groups would perform equally if not for history, because talent and hard work do not vary by race. The article explores the implications of that premise in answering the most provocative criticisms of affirmative action. Should white students pay for historical wrongs? Should African immigrants benefit from affirmative action? Are Asian Americans unfairly disadvantaged? The article proposes proportional representation as a limiting principle of affirmative action, because preferential treatment beyond proportionality contradicts the theory’s presumption of equal performance. The article proceeds to argue that some groups, like Asian Americans, rebut the presumption by fairly outperforming others and should not be penalized. Finally, the article argues that groups should not be classified on race per se, rather on a shared experience of injustice.

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Tuckman, Alan. "Then and Now: Vulnerable Workers, Industrial Action, and the Law in the 1970s and Today". Historical Studies in Industrial Relations 41, n.º 1 (1 de septiembre de 2020): 249–60. http://dx.doi.org/10.3828/hsir.2020.41.12.

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With the much vaunted ‘withering of the strike’, a mythology of past militancy appears to have taken root; militant men taking to the picket line on the flimsiest of pretexts. This stereotype is challenged through exploring two accounts of three strikes, Trico and Grunwick in 1976, and, following the raft of ‘salami slicing’ legislation kettling workers and trade unions, the dispute at Gate Gourmet in 2005. These were acts of desperation by vulnerable workers. Each book highlights the heterogeneity of race and gender, and in some cases how this served to divide workers. The attack on existing conditions and the increased use of agency workers, the issues challenged by Gate Gourmet workers, and continued disputes concerning equal pay, as with the Trico strike, indicate the limited power of organized labour today in the context of the persistence, if not escalation, of employment grievances.

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20

Carcassonne, Guy. "France Conseil Constitutionnel on the European Constitutional Treaty. Decision of 19 November 2004, 2004-505 DC." European Constitutional Law Review 1, n.º 2 (19 de mayo de 2005): 293–301. http://dx.doi.org/10.1017/s1574019605002932.

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The only real surprise of the recent decision of the French Conseil constitutionnel [constitutional Council] concerning the compatibility between the European and the French Constitutions was the timing of it. According to Article 54 of the French Constitution, a treaty may be submitted for constitutional review at any time before ratification. In this instance, Jacques Chirac acted with unusual promptness, submitting his request on the very day the Treaty was signed, 29 October 2004. The Conseil itself reacted with equal speed, issuing its decision exactly three weeks later on 19 November 2004. Behind both courses of action lies the shadow of political concern related to the Socialist Party referendum on the European Constitution.

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Hudson, Maria, Gina Netto, Mike Noon, Filip Sosenko, Philomena de Lima y Nicolina Kamenou-Aigbekaen. "Ethnicity and low wage traps: favouritism, homosocial reproduction and economic marginalization". Work, Employment and Society 31, n.º 6 (17 de enero de 2017): 992–1009. http://dx.doi.org/10.1177/0950017016674898.

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This article analyses the relationship between cultural difference, social connections and opportunity structures using interview evidence from low-paid workers and managers in local government, the health service, facilities management and housing. Exploring the operation of homosocial reproduction it reveals the double-edged nature of informality and the role of favouritism in particular in perpetuating ethnic advantage and privilege. While demonstrating that uses of homosocial reproduction need to be sensitive to intersections of identities or categories of difference, the article adds further evidence of the persistent gap between equal opportunities policies and practice for ethnic minorities in the United Kingdom labour market. The article concludes that stronger forms of positive action, and even positive discrimination, are needed to address the low pay traps and restricted opportunities of ethnic minority workers.

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22

Ma'ruf, Muhammad Farid. "Kompetensi Anggota DPRD Dalam Mendukung Fungsi Pengawasan Terhadap Pemerintah Daerah". Jurnal Administrasi dan Kebijakan Publik 4, n.º 1 (15 de marzo de 2019): 55–66. http://dx.doi.org/10.25077/jakp.4.1.55-66.2019.

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Political decentralization has the consequence of placing the Regional Representative Council (DPRD) in an equal position with the regional head in the administration of regional government. Strengthening the DPRD's institutional function is realized in the Legislation, Budgeting and Controling as the functions of repsentative institusion in the central level. However, The council is considered unable to carry out its functions properly including carrying out the oversight function of planning, implementing activities and local government programs. Based on these conditions, the researchers conducted a competency study of DPRD members in tracking the supervisory function in Gresik Regency. The results, showed that the supervisory process and mechanism carried out by the DPRD had not led to 4 basic stages of supervision; a) Establish standards, b). Measurement performance, c). Comparable performance agains standars and d) Consider correction action. It’s still not done systematically, so the implementation of supervision of the council in Gresik which is translated into commission board still considered sporadic and partial activities. The commission oversight agenda summarized in the work meeting activities, public hearings and work visits of each commission has not yet become an integral activity of a monitoring process. The conclusion, there are gaps between the critical competencies of councill’s members about functions as members of representative institutions. The gap is related to the vision, mission, insights and technical conceptions of each member's task in the field. Supervision task carried out by the Gresik’s council is not systematic and seems sporadic.

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Borecki, Paweł. "„Tęczowa zaraza” a niezależność Kościoła i godność człowieka. Uwagi do wyroku Sądu Okręgowego w Krakowie z 8 grudnia 2020 r., sygn. I C 1357/19". Studia Prawa Publicznego, n.º 1(33) (15 de marzo de 2021): 139–54. http://dx.doi.org/10.14746/spp.2021.1.33.6.

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In the judgment of 8 December 2020 (file reference number I C 1357/19), the District Court in Kraków dismissed the action for infringement of personal rights and payment against the Archbishop of Kraków. M. Jędraszewski. The reason was his statement during the homily on August 1, 2019 about the threat of a “rainbow plague”. The court found that the statement did not infringe the personal rights of the petitioner. However, it had an objectively insulting and defamatory nature towards LGBT people. It violated their dignity. The court found that the defendant did not act illegally. He referred to the provisions of the Concordat of July 29, 1993. The action of the Archbishop. M. Jędraszewski exceeded the limits of religious freedom. The statement violated the principles of social coexistence. However, the court did not pay heed to his, nor did it keep an equal distance between the parties in the dispute. It expressed the traditional axiology and vision of social life. The only valid argument for dismissing the claim was that the defendant’s statement was not addressed specifically to the claimant.

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Ballou, Elizabeth R., Sarah L. Gaffen, Neil A. R. Gow y Amy G. Hise. "Empowering Women: Moving from Awareness to Action at the Immunology of Fungal Infections Gordon Research Conference". Pathogens 8, n.º 3 (17 de julio de 2019): 103. http://dx.doi.org/10.3390/pathogens8030103.

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Despite the high prevalence of women in graduate degree programs and equal or more women earning PhDs, MDs, and MD/PhDs, and despite efforts at individual and institutional levels to promote women in STEM fields, there remains a disparity in pay and academic advancement of women. Likewise, there is a paucity of women in top scientific and academic leadership positions. The causes of this gender disparity are complex and multi-factorial and to date no “magic bullet” approach has been successful in changing the landscape for women in academic and scientific fields. In this report we detail our experiences with a novel mechanism for promoting discussion and raising awareness of the challenges of gender disparity in the sciences. The Gordon Research Conferences (GRC) launched the Power Hour at its meetings in 2016: a dedicated, scheduled session held during the scientific meeting to facilitate discussion of challenges specific to women in science. Here we share our experience with hosting the second Power Hour at the 2019 GRC Immunology of Fungal Infections (IFI) meeting held in Galveston, TX. We will discuss the overall structure, key discussion points, and feedback from participants with the aim of supporting future efforts to empower women and underrepresented minority groups in science.

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White, Peter B., David E. Cunningham y Kyle Beardsley. "Where, when, and how does the UN work to prevent civil war in self-determination disputes?" Journal of Peace Research 55, n.º 3 (17 de enero de 2018): 380–94. http://dx.doi.org/10.1177/0022343317744826.

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The UN has placed rhetorical emphasis on the prevention of armed conflict before it starts and has taken selective action toward that end. What determines where the UN gets involved? We examine UN preventive actions by focusing on UN Security Council (UNSC) resolutions in self-determination (SD) disputes. We argue that UN decisionmakers consider at least three factors when deciding where to target preventive action: the dispute’s conflict history, the potential for regional contagion, and the characteristics of the dispute. We further argue that the political dynamics of UNSC decisionmaking constrain the UN’s ability to pay attention to the third factor (the characteristics of the dispute). We test this argument using data on all UNSC resolutions comprising the authorization of diplomatic engagement, condemnation, the authorization of sanctions, and the deployment of force targeted toward SD disputes from 1960 to 2005. We find that the UN is much more likely to act in nonviolent disputes that have a history of violence and in disputes with a potential for regional contagion. The analysis shows that, while political barriers likely restrict the ability for the UNSC to act when dispute-level characteristics suggest armed conflict is more likely, the UN does act proactively to prevent violence, rather than just reactively responding to existing violence.

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Buttner, E. Holly y William Latimer Tullar. "A representative organizational diversity metric: a dashboard measure for executive action". Equality, Diversity and Inclusion: An International Journal 37, n.º 3 (16 de abril de 2018): 219–32. http://dx.doi.org/10.1108/edi-04-2017-0076.

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Purpose Workforce analytics is an evolving measurement approach in human resource (HR) planning and strategy implementation. Workforce analytics can help organizations manage one of their most important resources: their human capital. The purpose of this paper is to propose a diversity metric, called the D-Metric, as a new tool for HR planning. The D-Metric can be used to assess the demographic representativeness of employees across skill categories of an organization’s workforce compared to its relevant labor markets. Design/methodology/approach The authors present a real example and discuss possible applications of the D-Metric in HRM strategic planning and diversity research. Findings The D-Metric is a statistic useful in assessing demographic representativeness in the occupational categories of an organization’s workforce compared to the demographics of its relevant labor markets. The methodology could be implemented to assess an organization’s work force representativeness on dimensions such as race, sex, age and pay levels. When the labor market is unitary, without measurable variance, a substitute metric, the U-Metric also presented in this paper, can be used. Research limitations/implications Use of the D-Metric requires publicly available labor market data with variance across labor market segments. Originality/value There currently is no published metric that evaluates the representativeness of an organization’s work force relative to its relevant labor markets. Many organizations seek a demographically representative workforce to better understand their diverse customer segments. Monitoring the representativeness of an organization’s work force, as captured in Equal Employment Opportunity (EEO-1) forms in the USA, for example, is an important component of HR management strategy. From a legal perspective, the D-Metric or the alternative U-Metric, could be useful in showing progress toward a demographically representative work force.

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Fuchs, Gesine. "Strategic Litigation for Gender Equality in the Workplace and Legal Opportunity Structures in Four European Countries". Canadian Journal of Law and Society / Revue Canadienne Droit et Société 28, n.º 02 (18 de junio de 2013): 189–208. http://dx.doi.org/10.1017/cls.2013.21.

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Abstract Legal mobilization in the courts has emerged as an increasingly important social movement strategy, which complements other political strategies. This paper explores legal and institutional factors that can account for the varying levels of legal mobilization in countries with a civil law system. It examines the different legal opportunity structures (LOS) (such as judicial access and material and procedural law) and the extent to which strategic litigation has been employed by trade unions and other social actors to promote equal pay in four European countries: Switzerland, Germany, France, and Poland. While every component of LOS influences legal mobilization, legal factors and legal context alone are not sufficient to explain the observed variations. Rather, they constitute an important general framework in which other social and political factors, such as norms about gender roles, equality, and litigation, are also significant. Two issues seem to be especially relevant and have emerged as a rewarding field of analysis—the role of media coverage and organizational action frames.

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28

Best, Catherine. "Creating a global covenant for healthcare reform in nursing". Practice Nursing 30, n.º 11 (2 de noviembre de 2019): 543–46. http://dx.doi.org/10.12968/pnur.2019.30.11.543.

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Social determinants of health continue to exist and perpetuate health inequalities. Catherine Best explores the contribution of nurses on an international scale, particularly in regards to solving inequality in access to healthcare Encouraging nursing to be a global profession has gained considerable momentum in recent years. For significantly longer, social determinants of health have featured in multiple national and international reports, and their devastating impacts on societies, both nationally and globally, are still being experienced. The time for rhetoric has long gone. Instead, unprecedented action is needed to bring this to the fore of all governments across the globe. The World Health Organization, International Council of Nurses and the United Nations have done much to raise awareness of the need for change and make it clear that the nursing profession can contribute to take positive action. The provision of good healthcare should not be reliant on where you live and work, but should be available to everyone. This article will explore the difference that nurses can make to the everyday lives of those we care for, and in improving equal access to healthcare for everyone.

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Heller, Regina. "Russia’s quest for respect in the international conflict management in Kosovo". Communist and Post-Communist Studies 47, n.º 3-4 (septiembre de 2014): 333–43. http://dx.doi.org/10.1016/j.postcomstud.2014.09.001.

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This article examines the emotion-based status-seeking logic in Russia’s foreign policy vis-à-vis the West, presenting the example of Russia’s reactions to NATO’s military campaign against Serbia in 1999. It is argued that Russian assertiveness in combination with expressive rhetoric must be understood as a result of the ruling elite’s need to have Russia’s identity and self-defined social status as an equal great power in world politics respected by its Western interaction partners. Russia’s reactions to NATO’s intervention, which was not authorized by the UN Security Council, must be read as a strategy coping with the emotion anger about the perceived humiliation and provocation of status denial and ignorance by the West. We find various elements of such a coping strategy, among them the verbalization of the feeling of anger among Russian political circles and the media; uttering retaliation threats, but no ‘real’ aggressive, retaliatory action; minor and temporary activities aimed at restoring Russia’s image and status as an influential an equal power. On the surface, the Kosovo episode did not result in any visible break or rift in the RussianeWestern relationship. However, emotionally it has lead to a significant loss of trust in the respective partner on both sides.

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Neunsinger, Silke. "Translocal Activism and the Implementation of Equal Remuneration for Men and Women: The Case of the South African Textile Industry, 1980–1987". International Review of Social History 64, n.º 1 (27 de marzo de 2019): 37–72. http://dx.doi.org/10.1017/s0020859019000166.

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AbstractThe struggle by women workers has largely been overlooked in the historiography of trade unions in South Africa during apartheid. This article analyses the strategies of the National Union of Textile Workers (NUTW) to end wage discrimination against women as part of the struggle against poverty wages in the South African textile industry during the last years of apartheid, c.1980 to 1987. The first South African equal pay legislation came into force in 1981, covering the minimum wages of just a small number of the workforce; it was not until 1984 that legislation set minimum wages for all workers. Before the legal reform, new domestic and foreign political opportunities helped the NUTW to create new mobilization structures and offered possibilities to connect levels of scale and make local action visible at home and abroad. Global framing of wage equality combined with a translocal repertoire was used in the cases of multinational companies to make relevant connections between levels of scale (international, transnational, national, and local) to add to the visibility of the violations. After the reform of labour legislation in South Africa, the union made reference to domestic legislation, but translocal activism remained important in bringing foreign companies to the local negotiating table. Drawing on these cases, the NUTW developed a national strategy to make wage setting more transparent across the entire industry, adding to the visibility of all forms of wage discrimination.

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Ganapati, I. Dewa Gede, Tatan Sukwika y Yohanes Sulistyadi. "Analisis Dampak Platform Peer-To-Peer Airbnb Terhadap Usaha Perhotelan Konvensional di Provinsi Bali". Jurnal Kepariwisataan: Destinasi, Hospitalitas dan Perjalanan 5, n.º 1 (25 de junio de 2021): 34–47. http://dx.doi.org/10.34013/jk.v5i1.340.

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The sharing economy platforms in the accommodation, such as Airbnb, gain more public attention. Several hoteliers in Indonesia have complained about the unequal playing of the field due to the alleged tax violations. Some studies on the impact of Airbnb have been discussed in various countries, but this subject has not been widely conducted in Indonesia. This study aims to determine the impact of Airbnb on the conventional hotel industry in Bali and how the conventional hotel’s response to compete with Airbnb. This research was conducted using qualitative research. Data was collected through interviews and secondary data collection. Interviews were conducted with representatives of hoteliers, Airbnb owners, and hospitality associations in Bali. Using forecasting analysis, this study finds that the presence of Airbnb in Bali has an impact on the occupancy rate of conventional hotels in Bali. However, there doesn't a significant impact from Airbnb regarding the hospitality revenue. Meanwhile, conventional hoteliers generally do not make particular efforts to compete with Airbnb. This research implies for the managerial side of hotels and public programs and policies, especially for the Government of Bali in the future to pay attention to consumer protection to provide equal action between conventional hotel and Airbnb owners.

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Ballesteros Barros, Ángel María. "La reinterpretación del Forum Societatis: nota a la Sentencia del TJUE de 7 de marzo de 2018, C-560/16, e.On = Forum Societatis revisited: commentary to the ECJ Judgment of 7 march 2018, c-560/16, e.On". CUADERNOS DE DERECHO TRANSNACIONAL 10, n.º 2 (5 de octubre de 2018): 811. http://dx.doi.org/10.20318/cdt.2018.4403.

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Resumen: La sentencia del TJUE de 7 de marzo de 2018, C-560/16, E.ON, resuelve una cuestión relativa al alcance del foro de competencia exclusiva previsto en el art. 22.2 del Reglamento 44/2001, interpretando que una demanda que tiene por objeto el control judicial del carácter razonable de la contraprestación que el accionista mayoritario de una sociedad debe abonar a sus accionistas minoritarios en caso de transmisión obligatoria de sus acciones es competencia exclusiva de los tribunales del Estado miembro en cuyo territorio está domiciliada dicha sociedad. El presente artículo discrepa del razonamiento utilizado por el TJUE y propone una solución diferente al conflicto de calificación de la acción objeto del litigio principal.Palabras clave: Artículo 22 (2) Reglamento (CE) nº 44/2001, competencia exclusiva, litigios relativos a la validez de las decisiones de los órganos de las sociedades, alcance.Abstract: ECJ Judgment of 7 March 2018, C-560/16, E.ON, clarify the scope of application of Article 22(2) of Council Regulation (EC) No 44/2001. The Court held that Article 22.2 must be interpreted as meaning that an action, such as that at issue in the main proceedings, for review of the reasonableness of the consideration that the principal shareholder of a company is required to pay to the minority shareholders of that company in the event of the compulsory transfer of their shares to that principal shareholder comes within the exclusive jurisdiction of the courts of the Member State in which that company is established. The author of this article disagrees with the reasoning used by the ECJ and proposes a different solution to the characterization of the action in the main proceedings.Keywords: Article 22(2) of Regulation (EC) No 44/2001, exclusive jurisdiction, disputes relating to the validity of decisions of the company’s organs, scope.

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Day, Robert. "A Charge, delivered to the Grand Jury of the County of Dublin, At the General Quarter Sessions of the Peace, held for the said County, at Kilmainham, on the 15th of January, 1793". Camden Fourth Series 43 (julio de 1992): 465–70. http://dx.doi.org/10.1017/s0068690500001823.

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Gentlemen of the Grand Jury, “You are brought together at this periodical return of our General Sessions of the Peace, to discharge a duty of great and vital importance to the county of Dublin, and the community at large: to call forth into life and action the criminal law; to deliberate upon, and weigh in the scale of equal and dispassionate justice, such charges as shall be submitted to you against divers of your fellow-subjects; to put such of them in a course of trial as shall be made out to your satisfaction, either upon the evidence of your own senses, or upon the viva voce, or written evidence of accusers; and thus to vindicate and promote the general police and good order of your county. I am sensible that the duration of each Session, and the frequent return of this duty in the county of Dublin, are attended with no inconsiderable inconvenience to country gentlemen; but you will reflect how small a price you pay in this occasional trouble, for the essential advantages derived upon yourselves and the [6] public, from a conscientious and diligent discharge of your duty. In order to impress you with a just sense of the importance of this trust, it may not be amiss, particularly at this critical juncture, to trace briefly, the criminal law of your country from its elementary principles.

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Brown, Megan E. L., George E. G. Hunt, Ffion Hughes y Gabrielle M. Finn. "‘Too male, too pale, too stale’: a qualitative exploration of student experiences of gender bias within medical education". BMJ Open 10, n.º 8 (agosto de 2020): e039092. http://dx.doi.org/10.1136/bmjopen-2020-039092.

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ObjectiveTo explore medical student perceptions and experiences of gender bias within medical education.SettingGender bias—‘prejudiced actions or thoughts based on the perception that women are not equal to men’—is a widespread issue. Within medicine, the pay gap, under-representation of women in senior roles and sexual harassment are among the most concerning issues demonstrating its presence and impact. While research investigating experiences of clinicians is gaining traction, investigation of medical students’ experiences is lacking. This qualitative study analyses medical students’ experiences of gender bias within their education to discern any patterns to this bias. Illuminating the current state of medical education gender bias will hopefully highlight areas in which student experience could be improved. Constructivist thematic analysis was used to analyse data, informed by William’s patterns of gender bias, intersectional feminism and communities of practice theory.ParticipantsThirty-two medical students from multiple UK medical schools participated in individual interviews. Nine faculty members were also interviewed to triangulate data.ResultsGender bias has an overt presence during medical student education, manifesting in line with William’s patterns of bias, impacting career aspirations. Physical environments serve to manifest organisational values, sending implicit messages regarding who is most welcome—currently, this imagery remains ‘too male, too pale…too stale’. Existing gender initiatives require careful scrutiny, as this work identifies the superficial application of positive action, and a failure to affect meaningful change.ConclusionsDespite progress having been made regarding overt gender discrimination, implicit bias persists, with existing positive action inadequate in promoting the advancement of women. Institutions should mandate participation in implicit bias education programmes for all staff and must strive to revise the imagery within physical environments to better represent society. Gender initiatives, like Athena Scientific Women’s Academic Network, also require large-scale evaluation regarding their impact, which this work found to be lacking.

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Mubarok, Ahmad Sahal, Saekhoni Saekhoni y Ahmad Sirfi Fatoni. "PROBLEMATIKA GENDER DALAM ISLAM (Telaah Pendekatan Kontekstual)". Al-Munqidz : Jurnal Kajian Keislaman 8, n.º 3 (7 de septiembre de 2020): 426–40. http://dx.doi.org/10.52802/amk.v8i3.273.

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This article examines about gender problem by using a contextual approach. This approach means understanding Islam in accordance with the current situation, in this corridor of course the situation will always change, the situation past, present and future will definitely experience differences. Need to know carefully, until now gender issues still has a serious impact on the global arena. Why is that, because this issue is often clashed with religion dogmas, especially Islam religion which is the tendency to not generalize in its laws has subordinate the woman’s party. It appears in the matter of legacy and testimony distribution. This type of research is a qualitative research which has a descriptive analysis characteristic. As for the research results among others: 1) By using the contextual approach, talking about the relationship between men and women in islam in principle can be considered the same as talking around the parallel between the both of them. Because in the religion of Islam in principle the relationship between the both of sexes is equal before Allah as is evident in the surah Al-Hujura@t verse 13. In addition, the great mission of Islam is rahmatan li al-alamin; 2) The government policies including in the world of work, should pay serious attention to equal opportunities for both men and women in the supply of available employment opportunities regardless of gender construction, so that it will produce a justice without inequality. For example, a green revolution program designed without considering gender aspects, in which to harvest the rice is used by a sickle cutting system, not by ani-ani, even though that tool is attached to the women; 3) The Koran as a reference to the principle of society recognizes that the position of men and women is equal. The both of them are created from one nafs, which is the one has no advantage over the other. Even the Koran doesn’t explicitly explain that Hawa was created from Adam’s rib so that her status was lower. On that basis, the principle of the Koran for men and women is the same, where the right of the wife is recognized as equal to the right of the husband, including inheritance and testimony. The action that must be needed now is to bulid a proportional synthesis between the Koran, classical Islamic literature and modern science in order to reinterpret gender issue in depth which is the majority of his understanding is marginalize the women.

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Yousef, Ibrahim, Sailesh Tanna y Sudip Patra. "Testing dividend life-cycle theory in the Islamic and conventional banking sectors of GCC countries". Journal of Islamic Accounting and Business Research 12, n.º 2 (29 de enero de 2021): 276–300. http://dx.doi.org/10.1108/jiabr-04-2020-0115.

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Purpose This paper aims to present a comparative evaluation of the determinants affecting the likelihood of dividend payouts by Islamic and conventional banks in the Gulf Cooperation Council (GCC) countries. Design/methodology/approach The authors used the dynamic panel logit model to test dividend life-cycle theory by analyzing the determinants affecting the likelihood of dividend payouts by GCC banks. Moreover, the authors used multinomial logistic regressions to extend the results where the dependent variable is a nominal variable equal to 1 for non-payment of dividends, 2 for lower dividend payments and 3 for higher dividend payments. Findings The authors report a finding consistent with the life-cycle theory of dividends where a higher proportion of retained-earnings-to-contribution mix implies a greater likelihood of dividend payments, apart from conventional characteristics such as profitability, size and growth. However, the authors find marked differences in the magnitude and significance of the life-cycle characteristics explaining the likelihood of dividend payouts for Islamic and conventional banks. The authors also find that Islamic banks are smaller and less profitable relative to conventional banks but have higher growth rates, which helps to explain why the proportion of dividend non-payments is higher for Islamic banks than for conventional banks. The results also indicate that the higher default rates and business risk associated with GCC banks reduces their propensity to pay dividends. Practical implications The topic of dividends remains an important puzzle in the field of modern finance. The findings have significant implications for a variety of stakeholders in both Islamic and conventional banks in GCC countries, including investors, depositors, analysts, managers, regulators and stock exchanges. Originality/value This paper aims to contribute to the literature by drawing on life-cycle theory as a basis for comparing the determinants affecting the likelihood of dividend payouts by Islamic and conventional banks in the GCC countries.

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Ochieng, Pamela Atieno. "REFORM AGENDA AND EDUCATIONAL POLICY IN KENYA: CIRCA 21st CENTURY". Problems of Education in the 21st Century 51, n.º 1 (15 de marzo de 2013): 83–90. http://dx.doi.org/10.33225/pec/13.51.83.

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This study examined the reform Agenda and the educational policy in Kenya with regard to the secondary school sector in Eldoret municipality. The study was based on the social systems theory as advanced by Newstrom (1993). The research adopted an exploratory survey design. The target population was the principals in secondary schools, the student governing council, teachers and parents. The sample was selected using proportionate stratified random sampling and purposive sampling. Data was collected by use of questionnaires, interview schedules, and observation schedule. Descriptive statistics, (percentages, frequency distribution tables and graphic representations) were used in data analysis and interpretation of data. The significance of the study lies in the fact that reform agenda in education with regard to educational policy is aimed at creating equal opportunity for all learners in Kenya. The study findings revealed that the education opportunities at secondary school level are unevenly distributed, ranking of schools based on performance create discrimination. The admission criteria have created a rift rather than promote unity, and that affirmative action in the education sector has led to inequalities. The study concludes that, the government of Kenya needs to redirect some public resources for education from the wealthiest people to the poor population. Concludes that unless the regional differences are considered educational policies will always replicate social injustices. Key words: education, policy, social injustices, regional disparity.

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Sigurdardottir, Heida Maria y Ólöf Garðarsdóttir. "Backlash in gender equality? Fathers’ parental leave during a time of economic crisis". Journal of European Social Policy 28, n.º 4 (6 de enero de 2018): 342–56. http://dx.doi.org/10.1177/0958928717739243.

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In Europe, there has been an increasing emphasis on the equal rights of men and women to parental leave. Nordic countries such as Iceland are often seen as forerunners in the implementation of laws that promote gender equality by giving each parent non-transferable rights to parental leave. In October 2008, the Icelandic banking system collapsed and a severe economic recession followed. This can be seen as a natural experimental intervention and provides a unique opportunity to study potential changes in fathers’ use of parental leave in response to drastic economic changes and resulting policy changes. Our data show that during the years 2003–2007, a time of economic prosperity, Icelandic fathers on average used 3 full months of parental leave. After this event, fathers’ use of parental leave declined, while the reverse could be seen for mothers who progressively took a longer leave with partial pay. Our analysis suggests that a decline in fathers’ use of parental leave can be traced back to the dramatic collapse of the economic system and the subsequent substantial lowering of the maximum payment during parental leave. The most dramatic changes were seen for fathers in high-income groups whose payments during parental leave were most severely cut. The data suggest that after the economic collapse and resulting policy changes, women have become increasingly responsible and men decreasingly responsible for childcare duties – an alarming trend from the standpoint of gender equality. Possible remedies and courses of action are discussed.

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Kaliyeva, Samal, Francisco Jose Areal y Yiorgos Gadanakis. "Would Kazakh Citizens Support a Milk Co-Operative System?" Agriculture 11, n.º 7 (8 de julio de 2021): 642. http://dx.doi.org/10.3390/agriculture11070642.

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We estimate the monetary value of a policy aimed at increasing rural co-operative production in Kazakhstan to increase milk production. We analyse the drivers associated with public support for such policy using the contingent valuation method. The role of individuals’ psychological aspects, based on the reasoned action approach, along with individuals’ views on the country’s past regime (i.e., to the former Soviet Union), their awareness about the governmental policy, their sociodemographic characteristics, and household location on their willingness to pay (WTP) for the policy is analysed using an interval regression model. Additionally, we examine changes in individuals’ WTP before and during the COVID-19 pandemic. The estimated total economic value of the policy is KZT 1335 bn for the length of the program at KZT 267 bn per year, which is approximately half the total program budget, which includes other interventions beyond the creation of production co-operatives. The total economic value of the policy would equal the cost of the whole program after 10 years, indicating public support for this policy amongst Kazakh citizens. Psychological factors, i.e., attitude, perceived social pressure, and perceived behavioural control, and the respondents’ awareness of the policy and views on the Soviet Union regime are associated with their WTP. Sociodemographic factors, namely, age, income, and education, are also statistically significant. Finally, the effect of the shocks of COVID-19 is negatively associated with the respondents’ WTP.

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N.O., Paliy. "Partnership Biarritz: national context and international recognition". Almanac of law: The role of legal doctrine in ensuring of human rights 11, n.º 11 (agosto de 2020): 201–7. http://dx.doi.org/10.33663/2524-017x-2020-11-36.

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This article highlights the issues of equal women’s access to professions. The purpose of the study is to analyse Biarritz Partnership platform as an international gender equality initiative. Biarritz Partnership gives an opportunity to learn about positive international experience that can be a subject for imitation and use in national systems, including in Ukraine. At present, Ukraine has chosen a course to consolidate gender equality legislation, in particular, equal opportunities for women in profession. The confirmation of this is the initiation of Ukraine's accession to Biarritz Partnership. In the course of the study, it was analysed recommendations, mainly for the countries G7 regarding implementation of the progressive laws to ensure gender equality. Specifically, it was analysed such areas of combating discrimination against women, as: ending gender-based violence, ensuring inclusive, equitable, and quality education and health, promote the economic empowerment of women, and ensuring full gender equality in policies and in public life. The article focuses on the gender equality platform, which provides to countries the strategic opportunity to take a significant step toward equality through the adoption of laws and their implementation. In particular, the article analyses the Recommendation of the Gender Equality Advisory Council for advancing gender equality and the empowerment of girls and women and Call to Action. Recommendation of the Gender Equality Advisory Council contains illustrations of the laws of certain country, adoption of whose show positive developments in the area of women's rights. The platform of gender equality is created for discussion that allows leaders of G7 members and other countries to focus on gender equality, and in particular, on women's access to the profession. Biarritz Partnership draws countries' attention to urgent issues and encourages countries to dialogue to close gaps in gender legislation. The article focuses on the importance of studying, discussing and researching the international experience of countries where there is a positive practice of implementation legislation concerning women's access to the profession. This is the key to a quality settlement of the issue of protection of women's rights in Ukraine. The practical significance of this article is to explore the issue of women's free choice of profession. Such knowledge will help to remove barriers to women's access to economic opportunities. Scientific developments in this field can be used to ensure gender equality, to amend in the existing legislative of Ukraine in order to protect human rights to women's free choice of profession and place of work. Keywords: Biarritz partnership, gender equality, women's access to the profession, free choice of professions, protection of human rights

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Yu, Xuan, Haihong Li, Miao Ling, Bin He, Jun Wen y Wen Xia Jing. "Measuring Sustainable Human Resource Management under the new economic era". E3S Web of Conferences 275 (2021): 03068. http://dx.doi.org/10.1051/e3sconf/202127503068.

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The main feature of the new economic era is the use of network technology, information technology and other economic material means, under the guidance of the age of knowledge, the scientific and technological force as an important productivity of social and economic development. At present, China has entered an era of rapid economic development, and all sectors of society pay more and more attention to human resource management, which provides support for the sustainable development of enterprises. Sustainable human resource management (Sustainable HRM) refers to ideas and practices of human resource management that can bring long-term competitive advantages to organizations, by enabling them to achieve sustainable economic, social, and environmental development. This paper aims to explore the dimension of Sustainable HRM and develop the measure scale and test the construct validation. Based on the United Nations 2030 Sustainable Development Goals (SDGs), the researchers conducted qualitative interviews and also used open questionnaires with 103 corporate managers and employees to obtain their insights on the significance, structure, and ingredients of sustainable HRM under the background of emerging economies. Previous research in the field along with the interview and questionnaire responses were coded and analyzed in order to prepare a preliminary, 25-item scale for measuring sustainable methods of HRM. This initial scale was tested in a study involving 243 participants, and exploratory factor analysis was used to assess the results. The findings shows that sustainable HRM has two dimensions, named sustainable HRM ideas and practice. An adjusted scale was created for measuring two dimensions of sustainable HRM: namely, the ideas (7 items) and practices (5 items) of sustainable HRM. This study finds that sustainable HRM has two dimensions: principles or ideas of sustainable HRM and practice of sustainable HRM. The scale is intended to provide a reference point for attempts to expand sustainable HRM, by clarifying directions for research on and development of sustainable HRM. The two-dimensional scale of sustainable HRM developed in this study can prompt companies to pay equal attention to “knowledge” and “action”, and to implement the concept of sustainable HRM into HRM policies. Along both dimensions, the reliability and validity of the adjusted scale have reached a good level, and confirmatory factor analysis supports the structural validity of the scale.

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42

Luo, Changyong, He Yu, Tao Yang, Chen Bai, Bing He, Yurou Yan, Tiegang Liu, Junhong Wang y Xiaohong Gu. "Data Mining and Systematic Pharmacology to Reveal the Mechanisms of Traditional Chinese Medicine in Recurrent Respiratory Tract Infections’ Treatment". Evidence-Based Complementary and Alternative Medicine 2020 (26 de octubre de 2020): 1–13. http://dx.doi.org/10.1155/2020/8979713.

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Traditional Chinese medicine (TCM) was widely used in the treatment of recurrent respiratory tract infections (RRTIs) in East Asia, but its mechanism was not clear because of its complex prescription rules. This research prospectively collected 100 prescriptions of RRTI children treated with TCM. The characteristics of TCM in prescriptions were described and analyzed, and the rules of prescriptions were analyzed by hierarchical clustering and association rules. The results showed that the principle of RRTI was to pay equal attention to cold and mild, and six new meaningful prescriptions were obtained. Among them, the new prescription composed of Astragali Radix (Huangqi), Atractylodis Macrocephalae Rhizoma (Baizhu), Saposhnikoviae Radix (Fangfeng), Angelicae Sinensis Radix (Danggui), and Paeoniae Radix Rubra (Chishao) was an important method to treat RRTI. In order to explore the mechanism of the new prescription, the research obtained the action target of each herb of the core prescription on Integrative Pharmacology-based Research Platform of Traditional Chinese Medicine, TCMIP v2.0. The target genes were enriched by Metascape, and 93 Kyoto Encyclopedia of Genes and Genomes (KEGG) pathways were obtained. According to the classification and statistics of KEGG type, it was found that the new prescription mainly intervened in the metabolic pathway dominated by amino acid metabolism. In addition, there were also many interventions in the nervous system-, endocrine system-, and digestive system-related pathways. This study summarized the prescription rule of TCM in the treatment of RRTI, analyzed the mechanism of supplementing deficiency, and provided a new idea for the treatment of RRTI.

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de Rougemont, Denis. "Extracts from an Article: The Campaign of the European Congresses". Government and Opposition 23, n.º 1 (1988): 109–24. http://dx.doi.org/10.1017/s0017257x00017048.

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JUST AS THE REVOLUTION OF 1848 WAS PRECEDED BY A ‘campaign of banquets’, so, a hundred years later, the European revolution was announced by a ‘campaign of congresses’ spread over the years 1947–49. These congresses expressed the state of mind, and stimulated the major trends, of a heterogeneous and many-sided movement — a movement curiously inefficient in its tactics, and direct in its strategy, but to which the Council of Europe owes its existence, and because of which the Community of the Six has been able to take shape and to win the acceptance of public opinion, and hence of the parliaments and governments responsible to public opinion in those days.Historians may argue that the congresses achieved nothing — and indeed we do not normally expect congresses to achieve much. Members of the same profession meet together to sit through tedious sessions and enjoy themselves all the better afterwards. But in those days, a strange driving passion, unknown to this generation, inspired the militants of Europeanism, and induced them to prefer the nightly labours of commissions and operas. It is the sense of this driving passion which must be communicated, if we are to convey the psychological and historical reality of the campaign of congresses, and pay due tribute to the influence it exerted. Their action should not be considered as that of a general seizing a military position, a law-giver imposing a legal structure, or even a medicine effecting a cure. Rather should it be regarded as a concerted concentration of psychic and psychological factors which prepare the ground and enable the organism to resorb certain poisons, overcome certain inhibitions and liberate new energies. It is such profound metamorphoses which really deserve the name of revolution.

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Sakharuk, I. "LEGAL WAYS FOR OVERCOMING GENDER DISPROPORTIONS IN THE UKRAINIAN LABOR MARKET". Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, n.º 108 (2019): 42–47. http://dx.doi.org/10.17721/1728-2195/2019/1.108-6.

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The article deals with the problems of improvement and implementation legislation for gender equality in Ukraine. Have been analysed the main manifestations of discrimination against women in labor market: vertical and horizontal occupational segregation; gender wage differentials; difficulties associated with the combination of work and family responsibilities; the overwhelming predominance of women in the field of part-time, informal, temporary employment; sexual harassment. The issues of gender segregation, gender pay gap, gender equality for work-life balance in the context of foreign and national experience have been explore. The author have been determine the tendencies of improving the labor legislation in foreign countries for introducing the principle of equality between men and women. Gender mainstreaming strategies and programs in G20 countries were summarized. The author draw attention to the nonefficiency of State Social Program for Equal Rights and Opportunities for Women and Men for the period up to 2021, was made the proposals for its improvement. The study finds that there is the issue of equality opportunities between men and women in representation authorities at different levels in Ukraine (on the example of the Verkhovna Rada of Ukraine and the Cabinet of Ministers of Ukraine). Approaches to gender quotas in foreign countries have been analyzed. The author used the statistics on employment, entrepreneurship and remuneration to show inequality on the labor martet in Ukraine. The author have also identified that the national legislation, which establishes special guarantees and restrictions on women's work, will have to be improve in the context of a substantive model of equality. Have been suggested the ways of overcoming gender discrimination in the workplace by a policy of affirmative action

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Ambrosini, Emilia, Giulio Gasperini, Johannes Zajc, Nancy Immick, Andreas Augsten, Mauro Rossini, Roberto Ballarati et al. "A Robotic System with EMG-Triggered Functional Eletrical Stimulation for Restoring Arm Functions in Stroke Survivors". Neurorehabilitation and Neural Repair 35, n.º 4 (3 de marzo de 2021): 334–45. http://dx.doi.org/10.1177/1545968321997769.

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Background Robotic systems combined with Functional Electrical Stimulation (FES) showed promising results on upper-limb motor recovery after stroke, but adequately-sized randomized controlled trials (RCTs) are still missing. Objective To evaluate whether arm training supported by RETRAINER, a passive exoskeleton integrated with electromyograph-triggered functional electrical stimulation, is superior to advanced conventional therapy (ACT) of equal intensity in the recovery of arm functions, dexterity, strength, activities of daily living, and quality of life after stroke. Methods A single-blind RCT recruiting 72 patients was conducted. Patients, randomly allocated to 2 groups, were trained for 9 weeks, 3 times per week: the experimental group performed task-oriented exercises assisted by RETRAINER for 30 minutes plus ACT (60 minutes), whereas the control group performed only ACT (90 minutes). Patients were assessed before, soon after, and 1 month after the end of the intervention. Outcome measures were as follows: Action Research Arm Test (ARAT), Motricity Index, Motor Activity Log, Box and Blocks Test (BBT), Stroke Specific Quality of Life Scale (SSQoL), and Muscle Research Council. Results All outcomes but SSQoL significantly improved over time in both groups ( P < .001); a significant interaction effect in favor of the experimental group was found for ARAT and BBT. ARAT showed a between-group change of 11.5 points ( P = .010) at the end of the intervention, which increased to 13.6 points 1 month after. Patients considered RETRAINER moderately usable (System Usability Score of 61.5 ± 22.8). Conclusions Hybrid robotic systems, allowing to perform personalized, intensive, and task-oriented training, with an enriched sensory feedback, was superior to ACT in improving arm functions and dexterity after stroke.

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46

PRUSA, THOMAS J. y EDWIN VERMULST. "Guilt by association: US – Measures Relating to Shrimp from Thailand and US – Customs Bond Directive for Merchandise Subject to Anti-Dumping/Countervailing Duties". World Trade Review 9, n.º 1 (enero de 2010): 59–84. http://dx.doi.org/10.1017/s1474745609990231.

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AbstractThe United States's enhanced continuous bond requirement [EBR] for goods subject to anti-dumping and countervailing duties was the focus of this dispute. Because of perceived problems with its ability to collect anti-dumping duties, the US amended its bonding requirements in 2004. Under the new rules, importers were required to secure a bond for an amount equal to the cash-deposit rate in effect on the date of entry of the merchandise multiplied by the importer's value of imports from the previous year, as well as pay cash deposits equal to the amount of anti-dumping duties per entry. The US claimed the additional deposit was reasonable and necessary to guarantee duty payment in case the anti-dumping duty increased during the administrative review. Thailand and India claimed that the additional deposit was unreasonable and an additional action against dumping and was therefore impermissible under GATT 1994 and the Anti-Dumping Agreement. The Appellate Body upheld the Panel's findings that while the Ad Note to Article VI:2 and 3 GATT 1994 authorizes the imposition of security requirements during the period following the imposition of an anti-dumping duty order, the additional security requirement resulting from the application of the EBR to shrimp was not ‘reasonable’ within the meaning of the Ad Note. The Appellate Body reversed the legal interpretation by the Panel that there is no obligation under the Ad Note to assess the risk of default by individual importers; however, the AB upheld the Panel's finding that the EBR is not ‘necessary’ within the meaning of Article XX(d) of the GATT 1994. As a result, the AB upheld the Panel's conclusion that the application of the EBR to shrimp was inconsistent with Article 18(1) of the Anti-Dumping Agreement because it was inconsistent with the Ad Note to Article VI:2 and 3 of the GATT 1994 and not justified by Article XX(d). We consider the AB's legal and economic reasoning to be largely correct. The US employed a sledgehammer to kill a mosquito and the AB used the concepts of ‘reasonableness’ in the Ad Note and ‘necessity’ in Article XX(d) to reject what fundamentally was a lack of proportionality, while leaving the door open for more reasonable application of bonding requirements.

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47

Asnimar, Asnimar. "PENERAPAN METODE PEMBELAJARAN INDEX CARD MATCH UNTUK MENINGKATKAN HASIL BELAJAR PENJASKES SISWA KELAS V SD NEGERI 002 BATU BERSURAT". JURNAL PAJAR (Pendidikan dan Pengajaran) 1, n.º 2 (28 de noviembre de 2017): 208. http://dx.doi.org/10.33578/pjr.v1i2.4590.

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This research is motivated by the result of observation of the researcher on the students of class V SD Negeri002 Batu Bersurat on the learning process of Penjaskes in class. From the observation it is known that there arestill many students pay less attention to the explanation of the teacher when delivering the material in the class,the students are only silent although the teacher asked for lesson material dimenegrti by students. studentlearning outcomes are low that is 62.5% complete from 24 students with minimal mastery criteria (KKM) is 70.Students classical thoroughness din seniatakan not complete. This study aims to find out that the application ofindex card match method can improve the learning outcomes of Penjaskes in grade V SD Negeri 002 BatuBersurat students. This research was conducted in class V SD Negeri 002 Batu Bersurat. This research wasconducted from September 2016 until October 2016. The subjects of this study are the students of class V withthe number of students 24 students consisting of 11 female students and 13 male students. This form of researchis a classroom action research (PTK). The results obtained that the application of index card match learningmethod can improve learning outcomes Penjaskes in grade V SD Negeri 002 Batu Bersurat 2016/2017 academicyear. Learning outcomes before the PTK is 66.7 with the category of less and classical completeness of 62.5%premises unfinished category. The result of learning cycle I meeting 1 is 75.8 with sufficient category andclassical completeness of 87.5% with complete category. The results of learning cycle I meeting 2 is 79.2 withsufficient category and classical completeness of 91.7% with the category of due diligence. The result oflearning cycle II meeting 3 is 82.1 with good category and classical completeness equal to 95.8% with completecategory. The result of learning cycle II meeting 4 is 87.9 with good category and classical completeness equalto 100% with complete category.

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48

Roni Hamdani, Acep y Rijal Subelli. "PENERAPAN METODE DISKUSI UNTUK MENINGKATKAN HASIL BELAJAR SISWA PADA BIDANG STUDI IPS SEJARAH DI SEKOLAH DASAR". Didaktik : Jurnal Ilmiah PGSD STKIP Subang 2, n.º 2 (30 de junio de 2017): 285–317. http://dx.doi.org/10.36989/didaktik.v2i2.48.

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This study aims to: (1) find out whether the discussion method can improve student learning outcomes in the field of study Social Science class V SDN Sukabakti Subang Regency; (2) to describe the steps of applying the method of discussion in improving student learning outcomes in the field of Social Science study of students of grade V SDN Sukabakti Subang Regency. This type of research is Classroom Action Research (PTK), using Suaharsimi Arikunto design. Subjects in this study are the students of grade V SDN Sukabakti Subang Regency which amounted to 27 students. Technique of collecting test data, observation observation, field note, and dokuentasi.tes are used to collect student's cognitive learning data, while observation sheet is used to obtain learning result of afectic aspect, psychomotor, and teacher activity in learning process of Social Science using discussion method. Quantitative decryption analysis techniques to calculate the data of cognitive learning outcomes and qualitative dekristif analysis to mengisisisis data observation results. The results showed that the application of the method of discussion in the field of Social Science study of students in grade V SDN Sukabakti Subang Regency. Based on test results obtained by students at each end of the cycle showed an increase in Social Science learning outcomes. Percentage of completeness on pratindakan by 19%, cycle I by 63% and cycle II by 93%. The process shows that the quality of the learning process becomes increasing, the students look more active, critical, and communicative and susana learning more fun and conducive. In the application of the method of discussion the teacher needs to pay attention to the following matters: (1) to examine the preparations that are deemed to affect the smoothness of the discussion, (2) provide guidance before discussion, (3) implement the rules of discussion according to the rules of the game, 4) Giving equal opportunity to every discussion participant to issue his ideas or ideas, (5) controlling the issue to the subject being discussed, (6) creating a relaxed, fun but controlled learning atmosphere.

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49

Xu, Kai. "Comparative study of crimes of deliberate non-payment of wages in the Criminal Codes of China and Russia". Legal Science in China and Russia, n.º 4 (16 de septiembre de 2021): 159–62. http://dx.doi.org/10.17803/2587-9723.2021.4.159-162.

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The phenomenon of malicious non-payment of wages is widespread in all countries of the world, maybe it is especially serious in China, it has attracted a lot of attention from the Party (CPC) and the Chinese government. Under conditions when the solution of this issue through civil and administrative methods is not very effective, the Chinese legislative bodies, under the leadership of offi cials, fi nally decided to use the intimidating power of criminal punishment to solve this problem, which has tormented the government for many years.Article 41 “Amendments to the Criminal Code (8) of the People’s Republic of China” states: After article 276 of the Criminal Law, an article is added as one of the articles 276: Evasion of payment of wages to workers by transferring property, escape, etc. Or those who are able to pay, but do not pay wages to employees in the case when the amount is relatively large, and the relevant government departments order the payment of wages, but still cannot pay, are punished with imprisonment for up to 3 years or arrest, and additionally or as an independent punishment — a fi ne; Persons who have committed the same violations that have entailed serious consequences are punished with imprisonment for a term of 3 to 7 years and additionally with a fi ne. If the crime mentioned in the fi rst part of this article was committed by an organization, a fi ne is applied to the organization, and the directly responsible heads of the organization and other directly responsible persons are punished in accordance with the fi rst part of this article. The acts provided for in the fi rst and second parts of this article, which did not entail serious consequences, in which the employee’s salary for work is paid before the charge is brought and appropriate compensation is accepted in accordance with the law, then the punishment may be commuted or released. Article 276 of the Criminal Code provides for the crime of causing harm to production and economy, which belongs to this chapter crime against property (Chapter 5 of the special part of the Criminal Code). Therefore, the crime of malicious non-payment of wages is a crime against the property of citizens (employees).Due to the fact that the Chinese Constitution does not provide that citizens have the right to receive remuneration, only the Labor Legislation states: that Workers have the right to equal employment and choice of profession, the right to receive wages for work ... In view of this, that from the point of view of legal relations, based on both the Labor Law and the Law on the Employment Contract, the effect of non-payment of wages only occurred between the employee and the employer. According to the employment contract, disputes arising when, after the employee has fulfi lled the contract, but the employer does not pay him wages in accordance with the contract.The Criminal Code of the Russian Federation provides for crimes of non-payment of wages, pensions, scholarships, allowances and other necessary payments in chapter 19 “crimes against the constitutional rights and freedoms of man and citizen” of section VII “Crimes against the person”. Bringing together the above, the rights to pay for work, receive state pensions and social benefi ts, etc., protected by the Criminal Code of the Russian Federation, are constitutional rights. And also, they are specifi ed in Article 2 of the Constitution of the Russian Federation a person, his rights and freedoms are the highest value. Recognition, observance and protection of human and civil rights and freedoms is the duty of the state, specifi ed in the Criminal Code of the Russian Federation.In China, when criminalizing the action of non-payment of wages, the most fundamental issue that needs to be resolved is to have a basis of justice, that is, to introduce "income from labor" into the Constitution of the People’s Republic of China, which provides for the basic rights of a citizen. At the same time, it is necessary to amend the chapter related to “crimes against the rights of the individual and the democratic rights of citizens in the Criminal Code,” and to amend the “crime against constitutional rights,” as well as the chapter includes “crimes of non-payment of wages, scholarships, pensions and benefi ts”, but should not be included in chapter 5 “crime against property”.As a result, a comparison of the criminal code between the two countries China and Russia on the crime of malicious non-payment of wages shows that there are contradictions and problems in Chinese legislation, and the political signifi cance of the legislation far exceeds the legal signifi cance, which will directly affect its application in judicial practice.

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50

Lutovac, Zoran. "Audiovisual content accessibility for persons with disabilities in the human rights framevork". Zbornik Matice srpske za drustvene nauke, n.º 159-160 (2016): 859–75. http://dx.doi.org/10.2298/zmsdn1660859l.

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Accessibility of audiovisual content for people with disabilities is strongly related to the right of freedom of opinion and expression, right to the equal treatment and the right to freedom from discrimination. UN, Council of Europe and the European Union regulate the issue of accessibility, including the accessibility of information and communication technology, ICT, by a number of documents ? conventions, charters, directives, etc. However, the most important international instrument stressing this issue in the context of human rights is the UN Convention on the Rights of Persons with Disabilities. Enormous developments in the field of ICT open up a large scope of opportunities for persons with disabilities to have barrier-free access to the audiovisual content. Among other things, digital distribution should make the audiovisual content fully accessible to all. The legal framework of the Republic of Serbia regulating this issue in general is in line with European standards, however, the percentage of fully accessible audiovisual content is far below acceptable in Europe. Stronger obligations for private and public broadcasters to provide fully accessible media content, the introduction of quotas, giving new and more binding powers to telecom and media regulatory body, etc., are some of the ideas that, applied in Europe, had generated much better situation in the audiovisual area for people with sensory impairments. Without redefined and more binding obligations of broadcasters, without larger powers of regulatory bodies, which would mean the possibility of introducing sanctions for certain actions or lack of action of both public and private media services, at this level of social responsibility awareness, media service providers can always refer to the lack of technical and financial capacities in their response why they did not provide accessible content in their programs. Hence, only with great optimism it can be expected that audiovisual area in Serbia in the near future will be barrier-free in a more significant extent in order to finally achieve the goal of audiovisual world accessible to all.

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