Documents employment status 494 results

"This paper investigates labour-market performance for 'young people with immigrant backgrounds' and those 'born in Sweden with native-born parents' in the Swedish labour market. It focuses on young people who were aged 18–20 during 1990, and their labour-market status after 8 years, in 1998. The results indicate that young people of immigrant descent have lower annual wage income and are at higher risk of not being employed than those born in Sweden with native-born parents. Differences in human capital characteristics cannot explain these results. Other theories, which stress the effect of discriminatory behaviour and the power of social network composition, are discussed as alternative interpretations. Having one native-born parent is considered to be important to labour market success. However, having a native-born father rather than a native-born mother is associated with better labour-market achievement."

"When the European Commission published its proposals for a Directive ‘on improving working conditions in platform work' in December 2021, it set out both to protect the social rights of platform workers and ‘to support the conditions for the sustainable growth of digital labour platforms' across the Union. More specifically, it sought to ensure that people working through platforms have – or can obtain – the correct employment status in light of their actual relationship with the digital labour platform and gain access to the applicable labour and social protection rights; to ensure fairness, transparency and accountability in algorithmic management in the platform work context; and to enhance transparency, traceability and awareness of developments in platform work and improve enforcement of the applicable rules for all people working through platforms, including those operating across borders..."

This work is licensed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/).

"Sous la pression européenne et dans le prolongement d'une politique d'orthodoxie budgétaire, la politique budgétaire de la coalition en place depuis l'automne 2012 devient clairement restrictive et d'importantes réformes structurelles sont annoncées, sur des points restés parfois tabous jusque-là. Le statut des fonctionnaires est modifié. Le secteur de l'éducation, peu touché par le rabotage budgétaire, est visé dans le supérieur, à travers le remplacement de l'ancien système de bourses universelles par la généralisation des prêts sociaux étudiants. Le transfert aux municipalités de responsabilités sociales s'accentue, avec des budgets réduits. Dans le domaine de la santé, après l'assurance maladie réformée en 2005, c'est au tour du dispositif de protection des personnes âgées et handicapés d'être totalement transformé, restreignant aux cas les plus lourds la prise en charge en établissement. On s'attend à d'importantes pertes d'emploi dans le secteur sanitaire et social. Il n'est pas sûr que le mouvement syndical ait les moyens de s'y opposer."

"The proportion of part-time, dispatch, and temporary workers has increased in many developed economies in recent years. These workers receive lower average wages and benefits, and are subject to lower employment stability. This paper analyzes the effects of initially taking such jobs on the employment careers of young workers. We build an on-and-off-the-job search model, using Japanese data to perform a structural estimation of the model parameters and simulate career paths, in order to study the effects of the initial choice of employment on the probability of having a regular job in the future and on the welfare of the worker. We find that although contingent jobs are neither stepping stones towards regular employment nor dead ends, starting a career in a contingent job has a lasting effect on the welfare of the individual in Japan."

This study explored the health and sickness absences of contingent employees. Analyses of self-reported health and recorded spells of sickness absence were based on a cohort of 5650 employees (674 men, 4976 women) in 10 Finnish hospitals.After adjustment for demographic and work-related characteristics, contingent employees had a better self-rated health status [odds ratio 0.76, 95% confidence interval (95% CI) 0.62-0.94 of poor or average health status]. There were no differences in the prevalence of diagnosed chronic diseases and minor psychiatric morbidity between the groups. After adjustment for self-rated health and confounding, female, but not male, contingent employees had a lower rate of self-certified (1-3 days) sickness absences than permanent employees (rate ratio 0.90, 95% CI 0.85-0.95). Contingent employees, irrespective of gender, had a 0.77 (95% CI 0.71-0.84) times lower rate of medically certified (>3 days) sickness absence than permanent employees. Poor self-rated health status, reported diagnosed chronic diseases, and minor psychiatric morbidity were associated with medically certified absences to a less extent among contingent employees than among permanent employees.These findings suggest better self-rated health and a lower sickness absence rate for contingent employees than for permanent employees. The difference in sickness absence between the groups seems not only to be associated with actual differences in health, but also with different thresholds of taking sick leave or working while ill.