Suchergebnisse

In March 2020, the government introduced a Covid-19 wage supplement, which provides employees in certain industries with a basic wage in case of a disruption of business activities caused by the Covid-19 pandemic. The report describes the characteristics and use of this measure. ; European Trade Union Institute (ETUI) ; peer-reviewed

Co-production of a work-focused psychotherapeutic intervention to enhance job retention in service-users revealed a lack of political literacy that should be addressed in the workplace.

Recent studies of the police have tended to stress the small role played by the police in the discovery and detection of offenses, and correspondingly, the dependence of the police on the public. The article focuses on the difficulties faced by the police where offenses occur in private or, at least in low‐visibility areas, and suggests six strategies that the police use in order to overcome this initial disadvantage, strategies which in many cases may be sources of controversy.

The UK Government's introduction of the Coronavirus Job Retention Scheme (CJRS) in March 2020 was pitched as unprecedented. Yet, during the 1970s and 1980s, UK governments also operated wage subsidy job retention schemes. Indeed, despite their professed liberal market orientation, Thatcher's radical right Conservative governments presided over the expansive Temporary Short Time Working Compensation Scheme (TSTWCS) between 1979 and 1984. Drawing upon the work of Gallas (2016) , we contend this embrace of wage subsidy schemes by Conservative governments almost 40 years apart emanate from a class politics focused on securing the subordination of labour. In our analysis, the TSTWCS is understood as a mechanism to dampen disquiet with the early Thatcher Government's project to restore employer dominance. And the CJRS is a mechanism to preserve the labour market relations of domination and exploitation successfully embedded by the Conservatives in the 1980s.

Our objective is to measure the causal impact of the self-assessed mental health status of 2006 (anxiety disorders and depressive episodes) on employment in 2010. We use data from the French Health and Professional Route survey (Sip, "Santé et itinéraire professionnel"). In order to control for endogeneity biases coming from the mental health indicator, we use bivariate probit models explaining simultaneously employment status and mental health. We control these results by observing the individual, employment, general health status, risky behaviours and professional characteristics. Our main findings are as follow: men suffering from depression or anxiety are up to 13 percentage points less likely to remain in their job. We do not find such a relationship in women, after controlling for general health status. The robustness checks conducted on age and specifically those taking into account for the 2007-2010 period confirm these results.Our objective is to measure the causal impact of the self-assessed mental health status of 2006 (anxiety disorders and depressive episodes) on employment in 2010. We use data from the French Health and Professional Route survey (Sip, "Santé et itinéraire professionnel"). In order to control for endogeneity biases coming from the mental health indicator, we use bivariate probit models explaining simultaneously employment status and mental health. We control these results by observing the individual, employment, general health status, risky behaviours and professional characteristics. Our main findings are asfollow: men suffering from depression or anxiety are up to 13 percentage points less likely to remain in their job. We do not find such a relationship in women, after controlling for general health status. The robustness checks conducted on age and specifically those taking intoaccount for the 2007-2010 period confirm these results.

Our objective is to measure the causal impact of the self-assessed mental health status of 2006 (anxiety disorders and depressive episodes) on employment in 2010. We use data from the French Health and Professional Route survey (Sip, "Santé et itinéraire professionnel"). In order to control for endogeneity biases coming from the mental health indicator, we use bivariate probit models explaining simultaneously employment status and mental health. We control these results by observing the individual, employment, general health status, risky behaviours and professional characteristics. Our main findings are as follow: men suffering from depression or anxiety are up to 13 percentage points less likely to remain in their job. We do not find such a relationship in women, after controlling for general health status. The robustness checks conducted on age and specifically those taking into account for the 2007-2010 period confirm these results.Our objective is to measure the causal impact of the self-assessed mental health status of 2006 (anxiety disorders and depressive episodes) on employment in 2010. We use data from the French Health and Professional Route survey (Sip, "Santé et itinéraire professionnel"). In order to control for endogeneity biases coming from the mental health indicator, we use bivariate probit models explaining simultaneously employment status and mental health. We control these results by observing the individual, employment, general health status, risky behaviours and professional characteristics. Our main findings are asfollow: men suffering from depression or anxiety are up to 13 percentage points less likely to remain in their job. We do not find such a relationship in women, after controlling for general health status. The robustness checks conducted on age and specifically those taking intoaccount for the 2007-2010 period confirm these results.

We study job retention rates - the shares of workers who continue to work in the same job over the next five years - in Czechia, Hungary, Poland and Slovakia. Job retention among older workers is key to prolonging careers and increasing employment of older people which in turn is a crucial challenge for these countries. We find that the retention rates among workers aged 55-59 are low and amount to about a half of the retention rates among prime aged workers. Only in Poland the retention rates of older workers have increased for both men and women between 1998 and 2013. The individuals least likely to retain jobs after the age of 60 were women, those with lower education, working in industry, in medium or low-skilled occupations, and those living with a non-working partner. The policies aimed at encouraging job retention in Central and Eastern Europe should focus on these groups of workers.

Global changes are increasing unemployment worldwide, particularly among women, members of racial and ethnic minority groups, and youth. Occupational social work practice can be systematically reformulated to focus on job retention supports in work programs. International exchanges of information and knowledge-building among occupationally-focused social workers can shape this reformulation, increase job retention and promote the historic mission of the profession.

A principal objective of UK labour market policy is to help unemployed people (and other 'inactive' groups) to move into work. However, policy is placing an increased emphasis on helping people to remain in work, and to advance in the labour market. This is a reflection of increasing concerns about the frequent moves between inactivity and employment made by a significant proportion of unemployed people, the damage that this does to individuals' employment prospects, and the financial and non-financial costs to society as a whole. A number of labour market programmes are being developed, both in the UK and overseas, which have an emphasis on providing post-employment support for (re)entrants to work, typically through a discretionary case management approach. The evaluations of such programmes remain inconclusive, but suggest that adopting a flexible, individual and long-term approach to the provision of in-work support is required. This article highlights that there is still much to learn about the extent of, and interplay between, the individual and structural factors affecting job retention and advancement.