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The purpose of this paper is to contribute to the knowledge of precarious and low-quality jobs with the study of toilet attendants, an ideal typical case of low-wage manual service workers who are excluded from secure wages, decent working conditions, and employment protection.

An extensive survey with standardized questionnaires (n=107) and in-depth interviews (n=10) of toilet attendants in Belgian towns, mostly Brussels and Ghent. Results are compared to the work quality of low-skilled workers, and the within-group position of necessity workers is analysed.

Toilet attendants definitely occupy “bad jobs”, measured by the higher prevalence of informal and false self-employed statuses, more intense work-life conflicts and verbal aggression from clients, and a lower job satisfaction. In all these respects, they perform worse than other low-skilled workers. Concurrently, there is a strong within-group divide between necessity workers and those who see the job as an opportunity. Despite a similar job content, necessity workers less often earn a decent wage, suffer more from customer aggression, lack social support and pleasure from work. Mechanisms related to self-selection and the absence of intrinsic rewards explain these in-group differences.

This contribution indicates, first, that job insecurity spills over into poor working conditions, work-life conflicts, and customer aggression. Furthermore, it documents that jobs are not necessarily bad in themselves, but become problematic when taken up by people with too few choices and too pressing socio-economic needs. Problems of sub-standard jobs are not merely job problems but problems of workers in a certain position.

Whereas the Minister of Labour (hereafter in this Order referred to as “the Minister”) has received from the Licensed Residential Establishment and Licensed Restaurant Wages Council the wages regulation proposals set out in the Schedule hereto;

Short Brothers, the Belfast‐based aerospace manufacturer, announce that their new 360 wide‐body commuter airliner made its first flight in June—some six months ahead of the original target date set when the project was announced at press conferences in London and Washington nine months ago. At that time the Company planned to fly the first 360 in December 1981, but excellent progress with the design phase and some major re‐scheduling has resulted in a very rapid manufacturing cycle of the first prototype aircraft which is now complete. This revised schedule means that Shorts has reduced by almost one‐third the time originally allocated to build the number one prototype.

Reports a pilot study of part‐time youth employment among sixth‐formers in Greater Manchester and Cheshire which found that the vast majority of students worked in catering and retailing. Even though youth wages are no longer regulated by wages councils, and the recession could be expected to exert a downward pressure on pay, the pay levels found were significantly higher than the junior wages council minima that could have been expected to be in force in 1993. An overwhelming majority of the students were satisfied with their pay. For employers, the young constitute a relatively cheap and flexible labour source. Increasing numbers of students in sixth forms and higher education throughout the decade will apparently need to work, thus providing an interesting scenario for further research into youth pay and employment in the 1990s.

This study aims to present the evolution of decent work studies. Findings point to several directions for future research efforts, including conceptualizing decent work and the pandemic’s associated impact. Results will help to guide government authorities to promote decent work by delivering fair income, increasing the stability and security of employment and monitoring employees’ work-life balance.

This review consists of knowledge mapping based on keywords from multidisciplinary studies on decent work and the preferred reporting items for systematic reviews and meta-analyses (PRISMA) model on tourism and hospitality studies. First, keyword knowledge mapping was conducted in VOSviewer, resulting in 667 papers. Then, a PRISMA model generated a systematic review of the literature in tourism and hospitality based on 41 papers.

Knowledge mapping revealed six thematic clusters, namely, Labor Rights and Gender Equality, Sustainability and Health, Psychology of Working Theory, Conceptualization of Decent Work, Marginalized Groups and Unemployment and Job Quality. According to the PRISMA model, the conceptual evolution of decent work in tourism and hospitality can be divided into three stages: initial (1999–2008), emerging (2009–2018) and development (2019–present).

Based on the findings, further interdisciplinary research into decent work is recommended. Scholars in the tourism and hospitality sector can incorporate other fields of decent work, such as psychology, to broaden the lens of studies to discover the role of meaning and purpose in the workplace and to promote the concept to its fullest extent. Furthermore, employees’ assessments of decent work might help businesses improve human resources management via corporate social responsibility measures.

To the best of the authors’ knowledge, this study is the first systematic review of decent work in tourism and hospitality. It shows that this notion is in its infancy, as most studies on the topic thus far have been empirical and descriptive. Nonetheless, most findings contribute to knowledge and practice by clarifying industry employment conditions.

This substantial article begins with an examination of two important grounds of discrimination: sex discrimination governed by the Sex Discrimination Act 1975 (and the related Equal Pay Act 1970) and racial discrimination under the Race Relations Act 1976. Discussion is confined to the right not to be discriminated against and covers the detailed provisions of these acts in this respect, judicial precedents and important cases heard not only in the British courts but in the European Court of Justice. The third section of the article is about discrimination in connection with trade union membership and activities governed by the Employment Protection (Consolidation) Act 1978.

THIS title, abbreviated in current fashion to the initials M.S.T., is given to what Personnel Administration Ltd. describe as a new management technique which has been developed by their research and development division under its director, Mr. B. P. Smith. Its aim is to increase the productivity of workers, particularly semi‐skilled ones engaged on repetitive tasks. Since the company claim that M.S.T. is as significant an advance on work study as work study originally was on rate fixing, it plainly calls for examination by experts.

The Sex Discrimination Act 1975 and the related Equal Pay Act 1970, and the Race Relations Act 1976 have not been consolidated by the Employment Protection (Consolidation) Act 1978. Each of the Acts treats sex and race discrimination in a general and broad sense. Both make similar provisions in connection with various aspects of discrimination in employment. Since one act is inspired by the other, the judicial precedent in sex discrimination cases will normally be followed in racial discrimination cases and vice versa. Both Acts are outlined and the grounds that constitute discrimination discussed as well as permissible discrimination. Enforcement of the Acts and liability is detailed. Discrimination in connection with trade union membership and activities is also examined. The right not to have action short of dismissal taken against the employee and remedies for action short of dismissal are discussed.

The purpose of this paper is to demonstrate the relevance of intersectional theory (Crenshaw, 1989; Winker and Degele, 2011) in understanding how youth workers name themselves in their everyday lives. An intersectional approach will assist youth workers in developing a clear understanding of their own self as they work with young people from diverse and challenging backgrounds.

This research takes a qualitative approach, using in-depth interviews with cisgendered, female lesbian, gay and bisexual respondents of different social class, religion, ethnicity and age about their everyday experiences.

Intracategorical and anticategorical intersectional approaches (McCall, 2005) were used to assist in understanding how these professionals chose to name themselves in their personal and working lives.

The youth work literature, although focussed on the importance of issues of diversity, has not engaged with the ideas of intersectionality. The focus on intersections of sexuality, as well as social class, religion, ethnicity and age, fills another gap in the literature where less attention has been paid to the “category” of sexuality (Richardson and Monro, 2012; Wright, 2016b). These findings will be useful for youth workers and for practitioners and their trainers from a range of professional backgrounds such as therapists, social workers, teachers and health care practitioners.

THE Short SD3‐30 is a wide‐bodied Feederliner optimised for commuter and regional air services. The aircraft has been designed to accommodate up to 30 passengers with baggage plus 3 crew or 7500 lb of freight (3400 kg) and thus conforms with the new Part 298 Regulation of the United States Civil Aeronautics Board. Its operating economics are optimum over sectors of 100 to 300 nautical miles (185 km to 555 km). A large forward loading door capable of accepting ‘D’ size containers is available which facilitates use of the aircraft in mixed passenger/freight configurations. The aircraft will be fully certificated to US Federal Aviation Regulations Part 25 and to British Civil Airworthiness Requirements Group A category.