How Title VII Erodes the Mission of the Religious University

For decades, courts have held that Title VII of the Civil Rights Act of 1964 does not permit religious universities to consider a job applicant's religious beliefs when staffing most faculty and administrative positions. This article briefly reviews the law in this area and then applies the vast body of research on organizational culture' to argue that this judicial interpretation will, in the long-run, undermine the religious university's ability to perpetuate its mission.     

Dealing with Pluralism: A Response to Michael Zigarelli's Article on How Title VII Erodes the Mission of the Religious University

This response to Professor Zigarelli will consider three main elements within his argument – the religious university, preferential hiring, and the maintenance of a distinctive culture – in order to identify and clarify his normative presumptions and to suggest some implications of his views about religious universities for other organizations, like business corporations. It concludes by suggesting that Zigarelli should move from an orthodox to a more liberal response to pluralism in organizations.     

Creative crisis: New patterns of growth and employment

Unemployment as a factor of economic and social life is likely to be with us for some time, and may well double within the next few years. The author makes a critical review of the traditional remedies and suggests ways in which the situation might be alleviated or dealt with in a positive fashion.Resignation in the face of the crisis will only lead to new crises. Proposals for new patterns of growth are suggested and a new attitude to planning within the situation.     

Americans with Disabilities Act: overview of the employment provisions

The Americans with Disabilities Act, when fully implemented, will affect almost every person in this country. The Act covers employment, public accommodations, transportation, and telecommunications. It will affect the employment, training, promotion, compensation, and termination policies of every employer having 15 or more employees. It also will affect the provision of goods and services by both private and public entities. This article examines the requirements included in Titles I and V of the Act pertaining to employment.     

Local legislation and municipal law: The New York City experience

Local law represents a difficult terrain for reference service. Using the New York City experience as an example all the major sources of local law are examined, including city codes, local legislative proceedings, mayoralty orders and administrative regulations. Comparisons are made to state and federal law and omissions and difficulties in legal publishing on the local level are also noted. A bibliography of some of the major reference sources available on New York City legislation is included.     

A framework of managerial promotion in a lifetime employment organization: The D bank

From existing formal personnel policies in a Korean bank, a set of internally consistent career system properties are logically inferred for an organization with the strategic human resource objective of lifetime employment. It is argued that the policy emphasis accorded particular functional personnel activities is inherent in the choice of human resource utilization strategy. It is recognized, however, that certain contextual features (e.g., the legal environment, cultural norms) may either constrain or facilitate the choice.     

技术创新与中小企业雇佣需求——基于员工技能结构的再审视

创新是经济持续增长的动力, 企业雇佣需求是维护社会稳定的基石.本研究结合中国经济发展转型的背景, 在区分产品创新与工艺创新的基础上, 通过数理模型推导, 分离出技术创新对中小制造业企业雇佣增长影响的直接途径与间接途径, 并利用2012年世界银行对中国中小企业运营环境的调查数据, 实证考察了中小企业技术创新对其雇佣增长的影响.研究结果表明, 技术创新不仅会通过工艺创新的“价格效应”与“生产率效应”以及产品创新的“市场效应”与“替代效应”四种直接途径影响中小企业雇佣增长, 还会通过“员工技能结构高级化”的间接途径影响中小企业雇佣增长.与国外研究不同的是, 对中国中小制造业企业而言, 工艺创新的“生产率效应”与产品创新的“替代效应”是阻碍其雇佣增长的主要途径;与国内研究不同的是, “员工技能结构高级化”是技术创新促进中国中小企业雇佣增长的重要途径.进一步研究发现, 技术创新对中低技术制造业企业雇佣增长的影响更为敏感.本研究从微观层面证实了技能偏向性技术进步对中国中小企业雇佣需求的重大影响, 同时也为缓解中国“就业难”与“招工难”的结构性问题提供了政策依据.     

Compliance and ethics programs: competitive advantage through the law

This paper aims to address whether deploying compliance and ethics programs will assist US organizations in implementing the internal mechanisms necessary to achieve a competitive advantage from the law. My focus will be on the US legal system, as the corporate compliance and ethics programs examined are based on mitigation provisions contained in the US Federal Sentencing Guidelines. In particular, I propose that organizations can attain a sustainable competitive advantage from the law by considering the following questions: Do compliance and ethics programs assist organizations in achieving a better understanding of the law? Are compliance and ethics programs a cost-effective approach for coping with an organization’s legal issues? Can compliance and ethics programs aid organizations by preventing these legal issues from occurring in the future? Will compliance and ethics programs support organizations in reframing legal issues as business opportunities?