Search results

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

July 6,1971 Building — Construction Regulations — “Working place” — Guard‐rails to be erected where workmen liable to fall more than six feet six inches — Partly demolished building — Floorboards removed to make four—feet—wide passageways with gap in between — Whether passageways a “working place” — Whether “impracticable” to erect guard‐rails — Construction (Working Places) Regulations, 1966 (S.I. 1966, No. 94), regs. 28(1), 38(1).

May 11, 1967 Factory — Safe means of access — Whether one place can be means of access and working place at same time in respect of one employee — “Means of access” to be given ordinary meaning — “Reasonably practicable” — Presence of temporary obstruction — Whether reasonably foreseeable danger — Factories Act, 1961 (9 & 10 Eliz.11, c.34), s. 29(1).

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

The purpose of this paper is to investigate the relation between the spatial intervention of open-plan offices in a university, the consequential change in work practices of faculty members and how these practices appropriate the designed space.

The authors executed a two-year longitudinal ethnographic study following the case of the science faculty, which moved from a traditional office setting to open-plan offices. The authors studied the space and interviewed staff before, during and after the introduction of open-plan offices.

Findings show that the new spatial setting triggered staff members to attribute certain meanings and practices of adaptation which were, partly, unintended by the design of the open-plan offices.

This paper contributes empirically grounded insights into the (un)intended consequences of a spatial intervention in terms of how staff members, far from being passive, attribute meaning and alter their work practices leading to unprecedented organizational changes.

For change consultants, facility managers and university managers the outcomes of this paper are highly relevant.

Large budgets are spent on new office concepts at universities but the authors do know little about the relation between spatial (re)design and organizational change.

The introduction of new office concepts, spatial redesign and co-location is for many academics highly emotional.

April 10, 1967 Building — Safety regulations — Roof — Barrel roof ending in flat roof at either end — Flat roof 20 feet from ground — Workman on duckboard on barrel roof — Workman's fall from roof — Whether flat roof a “working place”— Whether flat roof or duckboard a “gangway”—Whether duckboard “adequate foothold”— Whether duckboard “safe meats of access and egress” — Building (Safety, Health and Welfare) Regulations, 1948 (S. I. 1948, No. 1145), regs. 24(1), 27(2), 31(1) — Construction (General Provisions) Regulations, 1961 (S. I. 1961 No. 1580) reg.7(1).

November 10, 1966 Building — Safety regulations — “Working place” — Flat roof — Workman constructing flat concrete roof — No guard‐rails — Man's fall from roof — Whether roof “working place” — Building (Safety, Health and Welfare) Regulations, 1948 (S.I. 1948, No. 1145), reg.24(1).

A religious revival is occurring in the United States today as the traditional wall preventing faith from entering the work place is crumbling. With workers increasingly practicing their religion at work, employers face a growing cavalcade of dilemmas, including those where employees discuss religious tenets, wear religious symbols, object to employer edits on the basis of faith, and proselytize. The faith/work challenge is made even more complex because of the greater number of religions practiced today (both traditional religions based on Judeo‐Christian principles and the so‐called “immigrant religions” that have blossomed during recent decades) coupled with the growing popularity of a host of “spirituality” movements. As the mixing of faith and work becomes common place, employers and employees naturally look to the law to establish concomitant rights and duties.

Employees are an integral part of an organisation. They are important assets for a company. Employees with their hard work and sincerity can either make a company or break a company with their insincerity or disruptive behaviour. Employees should be treated like a family. It is important for an organisation to keep employees happy. If employees are satisfied and feel part of the organisation, they will work harder and ultimately the organisation will grow by leaps and bounds. On the other hand, if they are not happy, it could adversely affect company’s growth. If employees are dissatisfied or frustrated, there is a potential that they can turn violent. Companies should take appropriate measures to make sure that the employees are free from any kind of harm.

This paper reviews and investigates the relationship and intersection between three employment developments of the past decade. The restructuring of employment, notably the growth in non‐standard employment forms, the implementation of affirmative action and equal employment opportunity legislation, and the development of enterprise based decentralised bargaining. The central issue investigated is whether the employment conditions of women workers have been enhanced, unaffected or regressed by these developments. Of particular interest is whether enterprise bargaining and employment restructuring are compatible with the implementation of equal employment opportunity (EEO) based employment conditions for women workers. The paper argues that employment restructuring and enterprise bargaining are unlikely to realise the goals associated with EEO legislation, indeed, many women workers will find it difficult to retain existing employment conditions. The paper concludes by examining the likely impact of further individualisation of industrial relations systems on the employment conditions of women workers in Australia.