Temporary and Contingent Labor

This analysis presents a view of the current status of unionism based on statistics reported in the "Chronicle of Higher Education" and from the author's own calculations. It is shown that each year for at least three years, unions have held more elections on public and on four-year campuses than on private and two-year campuses. Each year the percentage of union wins to total election attempts has decreased. Private and four-year campuses have felt an increase in organizing attempts of 2.5 percent since 1974 but unions have felt a concomitant decrease in their ability to win on those campuses of 3.4 percent over the same period. The only category in which unions are having unchanging success is the two-year campus. It is predicted that the more unions attempt to penetrate the realm of four-year and private campuses the less will be their chances of winning. However, unions have won almost 89 percent of all contests.

This analysis presents a view of the current status of unionism based on statistics reported in the "Chronicle of Higher Education" and from the author's own calculations. It is shown that each year for at least three years, unions have held more elections on public and on four-year campuses than on private and two-year campuses. Each year the percentage of union wins to total election attempts has decreased. Private and four-year campuses have felt an increase in organizing attempts of 2.5 percent since 1974 but unions have felt a concomitant decrease in their ability to win on those campuses of 3.4 percent over the same period. The only category in which unions are having unchanging success is the two-year campus. It is predicted that the more unions attempt to penetrate the realm of four-year and private campuses the less will be their chances of winning. However, unions have won almost 89 percent of all contests.

ABSTRACTThis article explores the use of contingent forms of employment in two diverse country contexts—the UK and Sweden—and investigates the influence of changing regulatory and economic conditions over a period that covers the current economic downturn. Drawing on quantitative and qualitative data for the construction sector, the article addresses three questions. How do employers balance their flexibility preferences in the context of regulatory constraints? How has the global recession influenced employer behaviour? And to what extent can the Swedish experience be explained by convergence on other country models? While the UK employment model encourages employers to externalise the risk of unpredictable market conditions through the use of contingent contracts, the more supportive welfare regime in Sweden underpins a resilient preference of employers for open‐ended employment contracts. Ongoing changes in labour market regulation pose challenges to the strongly regulated Swedis...

As the first country in the world, Norway introduced a four weeks fathers' quota in the parental leave scheme in 1993. The fathers' quota is now ten weeks and is widely supported. However, there are still some fathers who do not make use of the quota, some because they are not entitled to use it, and some for other reasons. In this report we study fathers who do not make use of the (entire) quota, even though they are entitled to do so. The study consists of three parts: a literature review of relevant research in Norway; a registry-based analysis of characteristics of fathers who do not take up parental benefit equivalent to the (entire) fathers' quota; and a qualitative study of why fathers do not make use of the (entire) quota as well as what would make them take more paid parental leave.

The authors provide a perspective, as scholars and practitioners, of the organizational, demographic, legal and contextual variables that inform the past and the future of faculty unions in U.S. colleges and universities. They ask how to best conceptualize and evaluate the impact of faculty unions; from the inception of academic unionization in the 1960’s to the present, and further, what is known and not known about collective bargaining. Daniel J. Julius is a Visiting Fellow at the School of Management at Yale University. He is a former Provost and Senior Vice President at New Jersey City University and adjunct professor in the higher education program at New York University. He has been affiliated with the Higher Education Research Institute at Cornell University, the Graduate School of Business at Stanford University, and was a Visiting Scholar at the Center for Studies in Higher Education at the University of California, Berkeley. Nicholas DiGiovanni Jr., Esq. is Partner in the...

Arbeidsmigranten uit Midden-en Oost-Europa ervaren vaak precaire arbeidsomstandigheden in de laaggeschoolde sectoren in Nederland. Deze studie onderzoekt aan de hand van een narratieve benadering hoe Hongaarse arbeidsmigranten referentiekaders gebruiken bij het interpreteren van hun arbeidsomstandigheden in Nederlandse distributiecentra. Op basis van 18 diepte-interviews destilleren we vier trajecten van referentiekadervorming: (1) van hoog-naar laaggeschoold werk; (2) van laag-naar laaggeschoold werk; (3) veelvuldige tijdelijke, uitzendcontracten; en (4) transitionele referentiekadervorming. Naast vergelijkingen tussen thuis en gastland, vergelijken migranten hun arbeidsomstandigheden met peers en op basis van hun ervaringen met transities in een internationale context. Arbeidsmigranten gebruiken referentiekaders om cognitieve dissonantie te verminderen die zij ervaren tijdens precair werk. Dit is vooral zo na trajecten van hooggeschoold naar laaggeschoold, van laaggeschoold naar laaggeschoold, en van tijdelijke werk. Na een opeenvolging van niet-standaard arbeidscontracten lijken arbeidsmigranten precaire arbeidsomstandigheden te accepteren in werk wanneer ze vermoeden dat dit werk zekerheid en stabiliteit geeft voor de toekomst.

Public colleges and universities stand to play critical parts in the rollout of a Green New Deal, specifically as sites for the research and development of green technologies, and as local hubs for facilitating a just transition for fossil fuel workers. Unfortunately, decades of neoliberal depredation have rendered U.S. public colleges and universities seriously unsuited to the critical tasks being assigned them by prominent Green New Deal advocates like Senator Bernie Sanders and Representative Alexandria Ocasio-Cortez. 1 In order to restore the U.S. public higher education system to a condition fit for purpose throughout the coming "Decade of the Green New Deal," then, decisive action must be taken early to rollback neoliberal reforms and restore social, economic, and environmental justice to college and university campuses, campus workers, and students. Indeed, a critical priority for Green New Deal advocacy must be replacing the "Gig Academy" with a Just Academy as quickly as possible. 2 The result will greatly enhance the probability of a truly just transition-from forced participation in a fossil fuel driven

One of the ideas presented in many professions is that tenure provides better job security because it is considered a permanent post. However, tenure is much more complicated because it is not a guarantee of lifetime employment since teachers with tenure can be fired. The notion of tenure is that it is the holy grail of employment, but as much as it does offer a reasonable extent of job security, it may not be the most viable form of employment for the organization.

Construction is important by virtue of its prevalence in Canada; it is one of the most common types of employment held by men, 1 employing approximately 1.4 million people. 2 Its ubiquity, in addition to its connection to growth in other sectors, has meant that the construction sector is closely followed by governments, who often view construction employment as both an indicator of growth and a source of economic stimulus. 3 Despite this, however, labour scholars have paid less attention to construction than to other sectors of employment. Though there is a sizable literature on health and safety and on gender in the construction trades, research about contemporary labour relations is notably sparse. Undeniably, conducting research on construction workers and unions is challenging. The mobile and fragmented character of the construction industry makes recruiting interview participants difficult, and labour unions are often secretive and reluctant to share information with researchers. Unions in the sector also have a mixed history, on the one hand giving voice to workers' concerns and providing for worker protection, while on the other hand supporting right-leaning governments, creating divisions

Chapitre 1 / Le statut de cadre en Belgique, aspects juridiques 7 viii ANNEXE Annexe 1 / Exemples de cas tranchés par les tribunaux du travail Annexe / Arrête royal du 10 février 1965 relatif au personnel de confiance Annexe 3 / ISCO-88 (sectie 1 en 2) Annexe 4 / Définition de la notion de cadre dans le panel Europe de l'association pour l'emploi des cadres (APEC) Annexe 5 / Schalen bedrijfsbevraging Annexe 6 / De vragenlijst (schriftelijke enquête

Authors define their approach to academic labor scholarship and activism.
They note challenges to engaging with labor in scholarship and practice and call for normalizing discourse about class and labor in relation to the university. The authors suggest directions for future scholarship and activism in local institutions and professional associations.

The Practices & Possibilities Series addresses the full range of practices within the field of Writing Studies, including teaching, learning, research, and theory. From Richard E. Young's taxonomy of "small genres" to Patricia Freitag Ericsson's edited collection on sexual harassment in the academy to Jessie Borgman and Casey McArdle's considerations of teaching online, the books in this series explore issues and ideas of interest to writers, teachers, researchers, and theorists who share an interest in improving existing practices and exploring new possibilities. The series includes both original and republished books. Works in the series are organized topically. narrative project Teaching Poor: Voices of the Academic Precariat. Both have left academia for greener pastures, but they were kind enough to share rough drafts and contact information, which aided this collection tremendously. And although we have never met in person, I know we would all become fast, rabblerousing friends.

This chapter focusses on the proliferation of human resource management practices: What makes HRM decide to adopt certain practices? The recruitment processes are analysed against the background of the EU regulatory framework with regard to the use of migrant labour. Specific for the EU context are three forms of regulation, related to the free movement of workers, the freedom to provide services, and the freedom of establishment. Furthermore, we take into account the economic context (of relative or absolute labour shortages on local/sectoral labour markets). In this contribution, we recognise that intermediaries have (partially) built their business models on labour arbitrage (a notion that will be explored in the next sections), among other things through strategically choosing the countries where they register their businesses. The main features in this process of efficiency seeking, are temporary employment agencies with an international focus, and consultancy firms that advise businesses on tax or regulatory arbitrage.

While increasing media attention is given to examining the status of contract faculty on university campuses there is little note made of the pervasiveness of women in these positions. This paper, by drawing on Marxist and feminist theory ties the gender precarity faced by academic contract female workers to the historical practices of industries to use female labour to reduce labour costs. The textile piece worker system of the 19th century has found a 21st century form represented in the unlikely position of the female academic contract worker. The argument builds on the autoethnographic narratives of two contract women to demonstrate how the university administration's "economic pressure" justification is an economic myth to occlude the exploitation of female workers.

The Practices & Possibilities Series addresses the full range of practices within the field of Writing Studies, including teaching, learning, research, and theory. From Richard E. Young's taxonomy of "small genres" to Patricia Freitag Ericsson's edited collection on sexual harassment in the academy to Jessie Borgman and Casey McArdle's considerations of teaching online, the books in this series explore issues and ideas of interest to writers, teachers, researchers, and theorists who share an interest in improving existing practices and exploring new possibilities. The series includes both original and republished books. Works in the series are organized topically. narrative project Teaching Poor: Voices of the Academic Precariat. Both have left academia for greener pastures, but they were kind enough to share rough drafts and contact information, which aided this collection tremendously. And although we have never met in person, I know we would all become fast, rabblerousing friends.

Part of the Labor and Employment Law Commons Introduction This Introduction is brought to you for free and open access by the Journals at Osgoode Digital Commons. It has been accepted for inclusion in Osgoode Hall Law Journal by an authorized editor of Osgoode Digital Commons.

Mobility and movement is an increasingly important part of work for many, however, Employment-Related Geographical Mobility (ERGM), defined as the extended movement of workers between places of permanent residence and employment, is relatively understudied among healthcare workers. It is critical to understand the policies that affect ERGM, and how they impact mobile healthcare workers. We outline four key intersecting policy contexts related to the ERGM of healthcare workers, focusing on the mobility of Registered Nurses 1019), the Research and Development Corporation of Newfoundland and Labrador, the Canada Foundation for Innovation, and numerous university and community partners in Canada and elsewhere. The authors would also like to acknowledge funding provided by

Tenth Biennial Conference of the International Herbert Marcuse Society, October 5-8 2023 Critical Theory in Motion - Dance into Multidimensionality

Student House on the Bockenheim campus & Archive Center of the Johann Wolfgang Goethe University of Frankfurt

https://www.ifs.uni-frankfurt.de/eventleser/tenth-biennial-conference-of-the-international-herbert-marcuse-society.html?fbclid=IwAR1TcQ__A2ptyG86M0dCLULRIh0mzsBqcrcBCRdJMW6HSHWu_RWlmLqas3k

Werkgevers in de glastuinbouw ervaren een groeiende krapte op de arbeidsmarkt doordat er minder Poolse arbeidsmigranten beschikbaar zijn. In dit artikel wordt onderzocht of werkgevers hun personeelsstrategie aanpassen en meer aandacht krijgen voor de belangen van arbeidsmigranten als het lastiger wordt aan personeel te komen. Door middel van interviews onder werkgevers en stakeholders in de groenteglastuinbouw is onderzocht hoe zij de krapte ervaren en hoe zij hierop reageren. Uit de gesprekken blijkt dat een productieproces waarin algemene vaardigheden nodig zijn, samengaat met een personeelsstrategie waarin de nadruk ligt op kostenreductie en inzet van flexibele arbeidskrachten. Dit geldt ook bij een krapper wordende arbeidsmarkt. Er is sprake van een directe relatie tussen het productieproces en de personeelsstrategie. Werkgevers blijven voor de toekomst op dezelfde personeelsstrategie inzetten op het moment dat zij veel arbeidsmigranten in dienst hebben, zij een langdurige relat...

Essays on Instructor Quality in Higher Education Xiaotao Ran How do teachers affect students' academic and labor market outcomes? Research into teacher quality has been thoroughly scrutinized for the K-12 sector, while there is a requirement for examining these questions at post-secondary education level. In the past few decades, several important trends of faculty employment among higher education institutions have emerged. First, faculty employment in higher education in the United States has gradually transformed from a bifurcated system based on tenure status into a trifurcated system, constituting three types of faculty: those which are tenure eligible, fulltime but not tenure eligible, and part-time faculty. Second, due to aging of the American professoriate, particularly those faculty members hired in the 1960s and 1970s, colleges and universities have been recruiting more diverse candidates, such as female faculty, to fill positions. My dissertation examines the implications behind these two important trends. In the first chapter, I provide a detailed portrait of non-tenure-track faculty in terms of their demographic information, personal attributes, and employment trajectory across institutional sectors and academic subjects. Based on unique datasets linking college administrative information on student transcripts to Unemployment Insurance (UI) data on faculty employment history, I find that there is significant variation in individual characteristics and employment patterns across non-tenure-track faculty who were hired through different types of contracts with the colleges. In the second chapter (co-authored with Di Xu), we examine the impact of non-tenure track faculty by types of employment on students' academic outcomes in twoand four-year colleges using a two-way fixed effects model and an instrumental variable approach. We also analyze how the estimated effects on student outcomes can be explained by observable instructor characteristics and employment features. We find that non-tenure track faculty have positive impacts on current course grades but negative impacts on subsequent course outcomes. These negative impacts are stronger for non-tenure track faculty hired through temporary appointments than those hired with long-term contracts, which can be explained partly by observable instructor characteristics. In the third chapter, I document the existence of long-term effects of faculty gender on female students' occupational choices, likelihood of employment, and earnings six years after the initial term of college enrollment, based on a novel dataset that links college administrative data with Unemployment Insurance (UI) records from a state college system for both public two-and four-year colleges. To minimize bias from student systematic sorting by the gender of instructors, I use an instrumental variable (IV) approach which exploits term-by-term variations in total course enrollments with female faculty in each college-department, after controlling for fixed effects of the course set students took during the first term. I find that female students in fouryear colleges who take more course credits with female faculty in their initial semester are more likely to be employed overall, be employed in industries with more Science, Technology, Engineering, and Math occupations (STEM), and have higher annual earnings six years after; no effect is detected in two-year colleges.

A s part of preparing the special issue, I invited a group of regular TETYC contributors and active two-year college teacher-scholar-activists to participate in a dialogic symposium on this topic. The contributors come at this issue from a variety of perspectives-relationships between two-year colleges and institutional transfer partners; through historical examination of the role of the community college; from the perspective of a contingent instructor who reflects on the importance of place; through the lens of shared governance; and in the context of the tensions between program regularization and disciplinary knowledge. Through this prism, the symposium invites readers to consider how we exercise our expertise, autonomy, and authority within the places we labor.

This addendum to my previous critique of the political-economy of the university (Henkle, 2022), seeks to elaborate on the structure and organization of labor in the university, using the theories of flexible accumulation outlined by (Harvey, 1990). In a brief addition, this piece revisits the underdeveloped theorization of "stakeholders" in the university, categorized as: students, faculty, and administration, to provide a richer view towards the complex division of labor in the neoliberal university. Using the diagram of the "flexible firm" from (Ed. Curson, 1986), reproduced in (Harvey, 1990) and elsewhere as reference, this piece includes a diagram detailing the university's division of labor, in terms of the flexible firm model.

No matter how well built, architecture is consumed in time. The only remedy against a building's degeneration is maintenance—fixing deterioration once it becomes visible. There are three human acts with physical consequences: to create, to destroy, and to maintain. Of these three, maintenance requires the greater vigilance, observational skill, and intimacy. Real buildings are unavoidably captive to time's transformations. Despite how hard architects try to reduce its effects, time refigures a building—which over its lifetime alternates between periods of shabbiness to moments of shine. Between a building's opening day and its demolition is the period of maintenance. Maintenance is seldom discussed by architectural theoreticians; perhaps because maintenance has long been associated with drudgery, menial tedium, and the non-heroic efforts of janitors, maids, and grounds keepers.

The increasing use of temporary workers (dispatched labour) has become contentious in China since the implementation of China's Labour Contract Law in 2008. Supporters of the Temporary Staffing Agency Employment (TSAE) industry in China, consider it as a cost-cutting, human resource-management tool for solving unemployment whiles its critics consider the industry as a means for companies to make workers more "flexible" with less protection.This study uses individual level analysis to assess the impact of the human factors (commitment to firm and agency, job security, job satisfaction and job stress) on the overall performance or output of dispatched or temporary workers in Temporary Staffing Agencies Employment (TSAE) in China. The study finds a statistically significant positive relation between job security and performance, commitment to Firm Original Research Article

• Temporary labour market outcomes in Canada are shaped by spatial characteristics. • The effects of these spatial characteristics vary in impact by type of temporary employment (i.e., seasonal, casual, and contract jobs). • Broadly, population, labour market, and size characteristics of CMAs/CAs were positively associated with temporary employment and its types. The flexibility of labour markets has entailed a growing use of temporary employment that is associated with limited work arrangements that are often unprotected, poorly paid, and socioeconomically insecure. Yet, the factors that shape the patterning of temporary employment and its types (seasonal, casual, and contract jobs) are relatively unknown in Canada. Using data from Statistics Canada's 2016 Labour Force Survey and the 2016 Census, this paper examines the spatial characteristics influencing the patterns of temporary employment and its types across Canada's census metropolitan areas and census agglomerations (CMAs/CAs). We hypothesize that geographies characterized by a high proportion of immigrants, highly educated populations, and highly unemployed populations have a greater likelihood of workers employed in temporary employment and its types. Our analyses support these hypotheses as population characteristics (CMAs/CAs with a high share of Asian immigrants); labour market characteristics (unemployment rate and prevalence of low income in CMAs/CAs); and human capital characteristics (CMAs/CAs characterized by a large share of populations with a bachelor's degree or higher) contributed more to explaining positive temporary employment outcomes than did occupation characteristics. This study adds valuable insights into the spatial dimensions of labour market insecurity that could be valuable in formulating place-based policies that address labour market inequalities.

El objetivo es presentar el perfil de los cortadores de naranja y las condiciones de trabajo y de vida de estos. Para llevar a cabo lo anterior se presenta en la primera parte una descripción del perfil del productor de naranja y cómo opera la producción y comercialización, en la segunda parte se describen las condiciones de trabajo de los cortadores de naranja, para de esta forma argumentar cómo, la presencia de un productor de naranja débil impide ofrecer mejores condiciones de vida y de trabajo a los jornaleros. La investigación prueba que las condiciones de trabajo son más precarias que las del resto de asalariados rurales. El trabajo se apoya en la encuesta levantada por el Programa deAtención a JornalerosAgrícolas (ENJO, 2009) y entrevistas a cortadores de naranja de la zona y a productores entre 2009 y 2010.

Increasingly, service-learning, community-engaged projects, or community-engaged learning are encouraged in higher education across disciplines (Leon et al. 40). While community-engaged learning is hailed as an effective pedagogical practice, we have questions about the way in which community-engaged projects might be facilitated in composition classrooms, which have increasingly been fraught with labor concerns, particularly those concerns that routinely result in the “exploitation of parttime workers and graduate employees” (Bousquet 159). This article, then, exposes the often unspoken and invisible labor involved in designing and facilitating community-engaged projects in the composition classroom. Here, we note the challenges inherent in sustaining community-engaged projects in the composition classroom and call for more sustainable systems to meet those constraints. Jessica Rose Corey currently teaches writing at Duke University. Her research interests involve feminist rhetoric...

Does automation adoption mitigate the COVID-19 infection rate of employees? What resources and internal and external factors need to be configured with automation to mitigate COVID-19 contagion from employees successfully? According to the type of automation. What resources efficiently complement to mitigate the contagion rate from employers? From a fuzzyset qualitative comparative analysis (fsQCA) approach, we analyzed 759 manufacturing firms in Finland, drawn from the World Bank 2020 Enterprise Survey; this study addresses the multiple configurations that drive pandemic risk mitigation and management. We find that configurations under automation reduce the risk of employee infection. Our results show the critical role of automation in employee safety. We argue that access to government support and the development of technological innovation are necessary conditions for implementing measures to prevent and mitigate the risk of contagion in the employee. In addition, the first configuration states that manufacturing firms employing soft automation can successfully mitigate employee exposure. The second configuration states that high human resource flexibility successfully complements firms with complex automation to achieve high mitigation. Finally, the third configuration shows those manufacturing firms that employ low-tech automation (manual processes); in this manner, digitization enables successfully mitigating pandemic contagion. Moreover, it suggests recommendations for policymakers and managers.

La proximidad de Tamaulipas a la frontera estadounidense abarata los costos de transporte, y esto hace que en el estado se otorgue un número elevado de visas H-2A a trabajadores agrarios temporales. Sin embargo, los programas de trabajadores huéspedes empujan a la mano de obra al abuso y la explotación. El aislamiento social, que hace referencia a una erosión de la esfera relacional del individuo, constituye uno de los principales problemas sufridos por los trabajadores tamaulipecos con visa H-2A; aquí se analiza la situación de aislamiento social de éstos, en específico la de los empleados en el sector agrario estadounidense.

Las teorías de privación relativa y demanda laboral ofrecen una explicación antagónica de la etiología de los procesos migratorios internacionales. La primera acentúa los factores colocados del lado de la oferta laboral y enfatiza las fuerzas de expulsión; mientras que la última subraya los elementos situados del lado de la demanda laboral y resalta las fuerzas de atracción. Sin embargo, ambas ofrecen una explicación complementaria de los mismos. En este artículo se parte de los postulados de las teorías de privación relativa y demanda laboral para entender por qué los jornaleros de Tamaulipas emigran a los Estados Unidos, tanto de modo ilegal como con visas H-2A, en busca empleos temporales en el sector agrario.

This article is an historical account of the contested growth of the temporary employment agency sector in France. It utilises a variegated capitalism conceptual framework to explain the evolution of a distinctive temporary employment agency sector and regulatory environment under French politico-institutional conditions that was contingent upon global developments. The article charts the role of large agencies in constructing a market for agency labour despite wide-scale cultural, political and trade union opposition. In order to build legitimacy, agencies sought partners in the labour movement from the late 1960s onwards. By the late 1990s, the sector had grown significantly within a gradually more permissive regulatory framework, despite ongoing but fragmenting opposition. The article demonstrates that the growth of agency labour was not an inevitable outcome of global pressure for labour market deregulation. It also reveals how national regulatory institutions alone are not a su...

In February 2015 Karen Gregory sat down with Stanley Aronowitz, Distinguished Professor in the PhD program in sociology at the City University of New York (CUNY) Graduate Center and Director of the Center for the Study of Culture, Technology, and Work, to discuss the future of labor in higher education. In 1998, Professor Aronowitz spoke with Andrew Long for an interview titled "Jobless Higher Ed," which ran in Workplace: A Journal for Academic Labor. As editors of this special edition of Workplace, we thought we would speak with Professor Aronowitz in order to gain a sense of how the terrain of labor in higher education has (or has not) shifted since the late 1990s.