Mothers in the workforce

This evaluation of maternity leave was completed by the Australian Institute of Family Studies. The use of maternity leave was investigated in 3 separate surveys. In 1, all women throughout Australia who had borne a child during 1 week in May 1984 (2000 women) were surveyed 18 months after the birth. The 2nd and 3rd surveys examined the experience of maternity leave in 1252 private sector businesses of varying sizes and a smaller number of public sector organizations. The study found that 46% of women are in the workforce during pregnancy. However, looking only at women in employment before the 1st birth, 3/4 of them are in the workforce. 44% of women took maternity leave, 33% were eligible but did not take leave, and the remaining 24% were ineligible for maternity leave either because they were casual workers or because they had not been in continuous employment with their employer for the required minimum period of 12 months. Of all maternity leave taken, 78% is taken by public sector employees and only 21% by women employed in the private sector. 1/2 of the women eligible for maternity leave in the private sector who did not take up the option had no information about maternity leave provisions. The main determinants of taking maternity leave, apart from having information about it, are working in the public sector, having a strong attachment to the workforce, having values which see work and child rearing as complementary, being a member of a trade union, having a high education and high status occupation, and being employed in a large establishment. Other survey findings follow. 1) 55% of women who were in employment before their 1st child returned to the workforce within 18 months of the birth. 2) 45% of women returned to work used informal child care provided by family or friends (usually unpaid). 32% used formal care only. 23% used a combination of formal and informal child care. 3) Women are spending an average of between 20% and 25% of their income on child care. 4) Financial reasons are the main reasons given by women for their return to the workforce. 5) Cost and availability of child care is an important issue in determining women's workforce participation after the birth of a child. 6) 60% of women do not return to the workforce after childbirth; 90% of these women intend to do so in the future. 7) For the majority of women who give birth, motherhood emerges as their most important role in life. Almost 1/2 the women agree that a woman should give up her job if it inconveniences her husband and children. 8) 2/3 of working women can establish just as warm and secure a relationship as non-working mothers, compared with 4 out of 10 non-working mothers.     

Evolution of the professional contingent workforce

The market for professional contingent workers (PCW) has evolved into one of the fastest growing segments of the temporary labor force in the socalled “new economy.” To better understand the evolution and success of the professional contingent market, I utilize a new paradigm. Three dimensions are added: First, supplyside characteristics among PCW are analyzed in aggregation. Second, the role and market contribution of intermediaries, such as staffing groups, are stipulated. Finally, interaction among the parties—PCW, staffing groups, and client firms—is viewed as symbiotic. Within the structural framework established by client firms and staffing groups, PCW create value and scale economies for all parties. Empirical results confirm the hypothesis that PCW professionalism assures the vitality of the market.     

The welfare economics of the future

Conclusion Reasons and Persons is one of the most important works of recent moral philosophy. No economist whose work impinges on moral philosophy can afford to ignore it.I have benefited very greatly from discussion with members of the Economics and Philosophy Departments of Bristol University about Reasons and Persons and about this review. And I am particularly grateful to Deborah Mabbet, Adam Morton and Amartya Sen for their comments     

The impact of health care reform on the workforce caring for older adults

This article summarizes the Patient Protection and Affordable Care Act (ACA) provisions that have a direct or indirect impact on the workforce caring for the elder population, explores the challenges to developing the workforce, and critiques the adequacy of the ACA provisions in meeting those challenges. The ACA is the first comprehensive federal legislation to acknowledge gaps in the workforce caring for the elder population. However, its provisions are inadequate given insufficient supply in the number and types of workers necessary both to meet the caregiving demand of the growing elder population and to implement the delivery system reforms instituted by the ACA. One of the challenges is that the workforce is not prepared for the new service delivery models specified in the legislation. They are not trained, supported, or held accountable for effective care coordination and service integration, and they lack the requisite skills, knowledge, and competencies. Moreover, it is likely to remain difficult to recruit and retain competent direct care workers, who represent the largest component of the long-term care workforce, because of the negative industry image, noncompetitive wages and benefits, a challenging work environment, and inadequate education and training. Several of the ACA provisions for developing the workforce have not received appropriations. Most are also demonstration projects of limited scope and duration.     

The increasing flexibility of the farm and horticultural workforce in England and Wales

This article highlights some important structural changes that have been taking place in the agricultural and horticultural workforce over recent years. While acknowledging the industry's distinctive need for flexibility in labour inputs, it is argued that these structural changes need to be seen in the context of wider trends in the economy as a whole. A review of the empirical evidence suggests that Atkinson's generalised model of the flexible firm provides a sound basis for understanding recent changes in the agricultural workforce. It is concluded that these changes have important implications for the Agricultural Wages Board as well as for organisations such as the National Farmers Union, Transport and General Workers Union, and Agricultural Colleges that service the needs of farm businesses and the farm workforce.     

大境门的过去与未来

大境门坐落在张家口市区北端,始建于清顺治元年(1644年).大境门位于高耸入云的东、西太平山之间,据长城之要隘,扼边关之锁钥,形势险要,历史上这一带是兵家必争之地,是扼守京都的北大门,连接边塞与内地的交通要道.大境门经历了数百年风雨的冲刷与岁月的洗礼,见证了张家口的历史巨变,印证了中国北方最大国际商埠的繁荣与辉煌,同时也是蒙汉两族人民交通和贸易关口,为发展蒙汉两族人民的友好关系,沟通内地与边塞贸易,发挥了重要作用.