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This article traces the definition and treatment of “vulnerable workers” within the province of Ontario’s regulation of employment standards over a fourteen-year period. An examination of the government’s discourse and its enforcement and legislative history reveals significant shifts and inconsistencies between the government’s claims and its enforcement practices. These shifts and inconsistencies are understood within a political economic analysis of “Third Way” employment policies, competing liberal ideologies, shifting political-economic conditions and institutional legacies. The analysis contributes to a cross-national literature exploring the inadequacies of employment standards enforcement in liberal market economies while at the same time identifying opportunities for change within the different “varieties of liberalism” exhibited within Third Way regimes.

The paper explores variation by vessel type and target species in how fishers describe their daily work patterns and physical demands on distant water fishing vessels operated from Taiwan, and the implications for how labour standards might be created and enforced. The vessel types, species, and gears examined include squid jiggers that fish for both squid and pacific saury, and longliners that target large pelagic fish, including tuna. We find important variation in how fishers describe their working hours, the physical demands on their bodies, and risks. These variations occur over time, as well as between different kinds of vessels. Overall, fishers describe work on longliners as the most difficult, involving long hours of intense physical and dangerous work in ways that often violate basic standards such as those in the Work in Fishing Convention (ILO C188). Work on squid jiggers, while difficult, is less demanding in terms of working hours and physical demands on bodies. In addition, longliners go without visiting port for much longer periods than squid jiggers. These findings speak to the need for qualitative research to supplement and qualify models that try to predict likelihood of forced labour based on vessel tracking data. The findings also suggest that employment standards that do not account for variations among vessel types could be supplemented by standards that are specific to vessel type. We argue that that participation of fisher associations or unions in both the creation of standards, and in monitoring and enforcement, could move toward addressing these variations. [ABSTRACT FROM AUTHOR]

BACKGROUND: Concerns are sometimes raised by police applicants undertaking physical fitness testing that they were unfamiliar with the test requirements which in turn negatively impacted their performance. OBJECTIVE: The aim of this study was to investigate the effects of a single day physical test training session on physical fitness scores of police candidates. METHODS: The sample consisted of female police candidates (n = 133) who attended a pre-academy training session. On the first day of pre-training, candidates' physical fitness was measured following official assessment day protocols. Measures included maximal handgrip strength, number of push-ups in 10 sec (PU), number of sit-ups in 30 sec (SU), standing long jump (SLJ), Abalakow jump test (AJ), 12 min Cooper running test (CT), and a motor educability test (ME). After the assessment, the overseeing UCIPS staff provided a detailed test skills briefing to candidates (e.g., common mistakes made during testing, how test performance could be improved, etc.). Immediately after the briefing, candidates performed the tests once again. Differences between results were measured using a paired samples t-test with significance set at 0.05. RESULTS: Paired sample t-tests determined significant (p < 0.001), large (Rank-Biserial Correlation = 1.00), improvements in physical fitness scores during the second assessment following familiarisation and feedback on test performance. CONCLUSION: Pre-academy training may be effective in improving candidates' physical fitness scores, in most tests, prior to the official assessment for the enrolment to police studies. Thus, to optimise initial candidate scores and opportunities for successful enlistment, police agencies may benefit from providing pre-assessment training. [ABSTRACT FROM AUTHOR]

Gender philosophy, issues of gender identity and gender inequality are topical issues of the philosophical and legal scientific direction. The manuscript presents an approach that includes understanding gender issues in labor relations from the standpoint of the social state, relations of equality, justice and the common good. Only by gaining a foothold in theory and practice, constantly rising to the level of its philosophical generalization, the ideas of gender equality provide a mechanism for their real implementation, and the gender approach serves to effectively solve problems and preserve social peace. The principle of gender equality acts as a goal that must be taken into account in lawmaking and law enforcement. The purpose of the study is to determine the place and role of international legal instruments in the formation of national methods for ensuring gender equality and processes related to the improvement of mechanisms for protection against discrimination. The study is based on the assumption that international labor agreements have the necessary leverage over national legal systems and that it is in the public interest to effectively implement and enforce them. [ABSTRACT FROM AUTHOR]

Background: Paramedics play a pivotal role in delivering emergency medical care, contributing to excellence in the prehospital environment and ensuring a seamless continuum of healthcare. Achieving this objective is subject to various factors. This review aims to explore, the relationship between paramedic personality profiles and key factors including stress, burnout and employment retention or attrition., Methods: The JBI approach was used to perform a scoping review. Key words including paramedic* , ambulance* , personalit* , retention OR attrition and burnout OR stress were inserted into the search engines OVID, CINAHL Plus, Scopus, Web of Science Core Collection, Psychology ProQuest, and Nursing ProQuest. Titles and abstracts of 226 results were screened and inclusion and exclusion criteria applied. Full texts of the remaining 18 results were screened to inform the results., Results: Three themes emerged relevant to the objective including the correlation of neuroticism with stress and burnout, personality types and mental illness with the ability to cope during stressful situations and finally resilience and burnout with the intention to quit., Conclusion: Further research should be completed into specific personality characteristics, including neuroticism, perfectionism, and excitability to facilitate the development of strategies aimed at improving the health and wellbeing of paramedics and EMT workers internationally., Competing Interests: Declaration of Competing Interest The authors declare that there is no conflict of interest., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

This paper describes the work-related information collected in several important U.S. national health and behavior surveys, to highlight data gaps that prevent identifying responses by vulnerable workers in the gig economy, with emphasis on the growing digital platform sector of the work force. The national information systems used to understand health status and health behaviors, including drug use, rely on outdated census categories for self-employed workers. This paper describes the importance of understanding the needs of this growing part of the labor sector and describes how some of the most well-known and utilized national surveys fail to meet this need. For the agencies conducting national health and behavior surveys, we propose revisions to the categories used to classify type of worker and recommend adoption of a new Worker-Employer Relationship Classification model., Competing Interests: Declaration of Conflicting InterestsThe authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Background: Employment standards (ES) include having a regular payday, regular breaks, the right to paid sick or vacation time, and paid wages. Inadequate ES contribute to the labour market vulnerability of workers; however, they are not typically considered to be risk factors for workplace injury. In a sample of Canadian workers, we examine the risk of injury associated with inadequate ES, independent of, and combined with inadequate workplace protections from workplace hazards. Methods: Data from 2,803 adults working 15 hours or more/week in workplaces with at least five employees were analysed. We explored associations between exposure to workplace hazards with inadequate protections [termed occupational health and safety (OHS) vulnerability] and inadequate ES on workplace injury (physical or mental injury; injury requiring time off). Additive interaction models were used to examine the independent and combined effects of these exposures. Results: Occupational health and safety vulnerability and inadequate ES were independently associated with increased injury outcomes. Adjusted models showed an additive relationship for all injury outcomes between OHS vulnerability and inadequate ES. Statistically significant superadditive relationships were observed for physical injury risk with policy and procedure vulnerability plus inadequate ES [synergy index (S) 1.50, 95% CI: 1.13–2.00] and for overall OHS vulnerability plus inadequate ES (S 1.53, 95% CI: 1.16–2.02), suggesting a combined effect greater than independent effects. Conclusion: Occupational health and safety vulnerability and inadequate ES are independently associated with workplace injury. For certain injury outcomes, the combined effect of OHS vulnerability and inadequate ES is greater than the independent effects of each individual exposure.

Given the centrality of the job performance construct to organizational researchers, it is critical to understand the reliability of the most common way it is operationalized in the literature. To this end, we conducted an updated meta-analysis on the interrater reliability of supervisory ratings of job performance ( k = 132 independent samples) using a new meta-analytic procedure (i.e., the Morris estimator), which includes both within- and between-study variance in the calculation of study weights. An important benefit of this approach is that it prevents large-sample studies from dominating the results. In this investigation, we also examined different factors that may affect interrater reliability, including job complexity, managerial level, rating purpose, performance measure, and rater perspective. We found a higher interrater reliability estimate ( r = .65) compared to previous meta-analyses on the topic, and our results converged with an important, but often neglected, finding from a previous meta-analysis by Conway and Huffcutt (1997), such that interrater reliability varies meaningfully by job type ( r = .57 for managerial positions vs. r = .68 for nonmanagerial positions). Given this finding, we advise against the use of an overall grand mean of interrater reliability. Instead, we recommend using job-specific or local reliabilities for making corrections for attenuation. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Background: High-quality patient care requires nurses with strong clinical competency. Thus, it is essential to examine the factors associated with clinical competency., Purpose: This study was designed to (a) investigate head nurse leadership, staff nurse demographics, and clinical competency; (b) examine the impact of demographics on the clinical competency of staff nurses; (c) analyze the correlation between head nurse leadership and staff nurse clinical competency; and (d) examine the effects of demographics on clinical competency after controlling for the head nurse leadership., Methods: A cluster sampling method was used to collect data from 200 staff nurses at a national medical center in Taiwan. Questionnaires were used to gather information on head nurse leadership style and staff nurse clinical competency. Descriptive and inferential statistical analyses were conducted, including Mann-Whitney U test, Kruskal-Wallis test, Spearman's rank correlation coefficient, and multivariate analysis of covariance., Results: The average score for transformational leadership style among the head nurses was 2.89, whereas transactional leadership style scored an average of 2.49. The average scores for the components of clinical competency, listed from highest to lowest, were as follows: patient care (3.35), professionalism (3.28), communication skills (3.18), management (2.84), and knowledge (2.73). In addition, statistically significant differences were found in clinical competency based on demographic factors, including age, marital status, educational level, job title, and length of employment. Also, a statistically significant, positive correlation between the head nurse transformational leadership style and nurse clinical competency was found. The main effect of length of employment on the five competency components was statistically significant after controlling for transformational leadership. Furthermore, post hoc analysis of covariance revealed a significant effect of length of employment on patient care, knowledge, communication skills, and management., Conclusions: The findings of this study indicate transformational leadership and employment length impact the clinical competency of staff nurses, particularly in terms of patient care, communication skills, management, and knowledge. Providing education and training in leadership and management to current and prospective head nurses may be expected to enhance clinical competency in staff nurses and create a more nurturing work environment. Moreover, targeted training may help current head nurses gain insight into their leadership styles and acquire skills to promote transformational leadership. In addition, leadership development may help equip prospective head nurses with critical competencies before assuming leadership responsibilities., Competing Interests: The authors declare no conflicts of interest., (Copyright © 2024 The Authors. Published by Wolters Kluwer Health, Inc.)

In Ontario, as in many other jurisdictions, employment standards enforcement includes reactively investigating employee complaints and, to a lesser extent, proactively inspecting workplaces. Analyses of administrative data from Ontario's Ministry of Labour (MOL) show that the use of complaint data to inform workplace inspections is quite limited. Strict adherence to the MOL's procedures for workplace inspections is not conducive to the investigation of some of the most common empirical complaints. Accordingly, we argue for more strategic enforcement by making greater use of complaint data to guide workplace inspections triggered by complaints and for the increased use of penalties in these inspections. [ABSTRACT FROM AUTHOR]

Prior to entering Canadian workplaces, immigrants generally expect strong legislative protections based on Canada's global reputation for equity and equality as reported by Hardwick and Mansfield (Annals of the Association of American Geographers, 99(2), 383-405, 2009). However, after exposure to poor working conditions, employment standards (ES) violations, and challenges with filing claims for recompense, immigrant workers' perceptions of work in Canada often diminish significantly. Although scholars have explored Canadian immigrants' experiences with unemployment and poor working conditions, little research has uncovered the effects of these experiences on their shifting perceptions of Canada and their overall experience of adjusting to a new life in Canada. Our narrative data, collected in Ontario, Canada, reveals (1) the exploitation of immigrant workers' perceived limited access to and knowledge of workplace rights and (2) limited access to employment opportunities and protections for immigrant workers. These two factors lead to workers' diminishing perceptions of Canada as they navigate poor working conditions on the precarity track according to Goldring and Landolt (Goldring and Landolt 2013). This analysis offers insight into the everyday experiences of immigrant workers and the impacts of precarious employment on perceptions of Canada. [ABSTRACT FROM AUTHOR]

This article explores the hidden work of workers employed in precarious jobs which are characterized by part-time and temporary contracts, limited control over work schedules, and poor access to regulatory protection. Through 77 semi-structured interviews with workers in low-wage, precarious jobs in Ontario, Canada, we examine workers' attempts to challenge the precarity they face when confronted by workplace conditions violating the Ontario Employment Standards Act (ESA), such as not being paid minimum wages, not being paid for overtime, being fired wrongfully or being subject to reprisals. We argue that these challenges involve hidden work, which is neither acknowledged nor recognized in the current ESA enforcement regime. We examine three types of hidden work that involve (1) creating a sense of positive self-worth amidst disempowering practices; (2) engaging in advocacy vis-à-vis employers, sometimes through launching official claims with the Ontario Ministry of Labour; and (3) developing strategies to avoid the costs of job precarity in the future. We show that this hidden work of challenging job precarity needs to be formally recognized and that concrete strategies for doing so would lead to more robust protection for workers, particularly within ESA enforcement practices. [ABSTRACT FROM AUTHOR]

Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Amidst the post-COVID-19 economic downturn and the expanding higher education landscape in China, employee employment challenges have given rise to the widespread overqualification issue. This phenomenon has attracted extensive attention and is prompting a need for an in-depth exploration of perceived overqualification. However, existing studies predominantly concentrate on its outcomes rather than antecedents, leaving a notable gap in understanding the influence mechanism between individual advantageous resources (e.g., job embeddedness, career adaptability) and overqualification, particularly in specific events such as career shocks., Objective: This study aims to examine the interplay between employees' career adaptability, job embeddedness, and the mediating role of relative deprivation in shaping perceived overqualification, particularly in the aftermath of career shocks., Methods: A comprehensive analysis was conducted using data gathered from 339 questionnaire responses. Partial Least Square (PLS) path analysis, R's necessary condition analysis (NCA), and the Random Forest (RF) algorithm were employed to scrutinize the relationships and identify critical factors influencing perceived overqualification., Results: The findings indicate that after encountering career shocks, career adaptability and job embeddedness not only directly impact perceived overqualification but also exert their influence indirectly through the mediation of relative deprivation; Career adaptability, job embeddedness, and relative deprivation are necessary conditions for perceived overqualification, with relative deprivation having the most significant impact., Conclusions: Based on the results, focusing on the psychological changes of employees after suffering career shocks provides valuable guidance for managers in channelling the emotional and cognitive responses of their employees.

Background: Paramedics working in helicopter teams undertake water and land rescues. Historical assessments of role-related fitness were not developed using physical employment standards methodology., Objective: To compare the historical selection tests with new tests developed via contemporary scientific methodology., Methods: Candidates undergoing selection to the role of flight paramedic (n = 14; age 37±5 yrs, body mass index [BMI] 26±4 kg.m2) undertook existing paramedic selection tests on land and in water, measurements of task duration, maximum heart rate (HRmax), rate of perceived exertion (RPE6 - 20) and capillary blood lactate (Lacmax) were recorded. These results were compared to the same variables in experienced paramedics (n = 14; age 44±5 yrs, BMI 25±3 kg.m2) who undertook the new tests., Results: Land task duration (existing 17±2 min vs. proposed 7±2 min, p <  0.05) HRmax (existing 186±13 b.min-1 vs. proposed 173±11 b.min-1, p <  0.05), and Lacmax (existing 23±3 mmol.L-1 vs. proposed 8±2 mmol.L-1, p <  0.05) were higher in the existing test compared to the proposed tests. Water task duration (existing 12±2 min vs. proposed 10±1 min, p <  0.05) was longer in the existing test, but HRmax (existing 166±18 b.min-1 vs. proposed 167±15 b.min-1, p = 0.90), Lacmax (existing 11±4 mmol.L-1 vs. proposed 11±4 mmol.L-1, p = 0.90) did not differ. RPE6 - 20 did not differ between groups for water or land., Conclusions: The historical land-based physical tests for paramedics differed from the proposed tests, however the water-based tests had similar duration and physiological demands. Use of tests not developed via established scientific methodologies risks eliminating candidates suitable to work in the role, or including candidates that are not.

Background: Employment for people with brain injuries is challenging, and identifying the factors that can be improved by rehabilitation and establishing appropriate intervention methods are imperative., Objective: To examine whether differences in cognitive functions and self-regulation skills exist between employed and non-employed people with brain injuries. In addition, we explored the self-regulation skills characteristic of employed people by qualitatively comparing them to those of non-employed people., Methods: Using a mixed research method, demographic data, neuropsychological tests, self-efficacy, and self-regulation skills were compared between 38 people with brain injuries (16 employed and 22 unemployed) in the community. Subsequently, self-regulation skills were assessed by the Self-Regulation Skills Interview (SRSI), and participants' responses were qualitatively compared., Results: No significant differences were observed in demographic data and neuropsychological tests, but employed people showed significantly better SRSI scores than unemployed people (p < 0.01). The qualitative analysis of the SRSI showed that employed people recognised themselves as having more specific symptoms than unemployed people. For example, they recognised the behaviour 'when having more than one errand, forgetting it', whereas non-employed people only recognised the category 'failure of prospective memory'. Furthermore, employed people reviewed their behaviour and developed ingenious coping strategies, such as 'looking back on appointments that have been made', 'writing down as soon as having a schedule', whereas unemployed people only exhibited categories such as 'writing schedules on the cell phone'., Conclusions: Self-regulation skills, such as recognising specific symptoms and developing relevant coping strategies, are effective for gaining employment.

Background: The high unemployment rate among people with disabilities (PWDs) can be attributed to barriers found in the work environment and demands of the job itself. Given the lack of comprehensive tools to identify these barriers, we developed the Employment Barriers Questionnaire (EBQ)., Objective: The objective of this study was to develop and examine the EBQ's reliability and validity for detecting employment barriers and possible modifications to overcome them., Methods: Two stages were conducted: stage I was a cross-sectional design. Stage II included a cross-sectional and prospective design. Thirty-nine people with physical disabilities (mean age 47.21±10.78 years) were recruited, 51% of which were employed during data collection. During stage I, we developed a first version of the EBQ (EBQ.I) and evaluated its internal reliability. The EBQ.I was filled twice, one week apart to assess test-re-test reliability. Predictive validity was tested using a regression model to predict the employment status of stage II based on EBQ.I's results from stage I. In stage II, we generated a second version (EBQ.II) and tested its internal-reliability and known-groups validity, by comparing the EBQ.II's results between employed and unemployed subjects., Results: The results showed that the EBQ.II has a high internal-reliability (α= 0.79-0.97) and a medium-large known-groups validity (-3.95≤Z≤-2.26, p < 0.05). Additionally, the EBQ.I has a high test re-test reliability (ICC = 0.85-0.94, p < 0.001) and predictive validity (β= 0.861, p = 0.033)., Conclusion: This study has illustrated that the EBQ.II is a unique, reliable and valid tool for identifying employment barriers and modifications to address them, expected to improve vocational rehabilitation efforts.

The spectrum of employment-related geographical mobility ranges from hours-long daily commutes to journeys that take workers away from home for an extended period of time. Although distance and travel conditions vary, there is a strong consensus within existing literature that mobility has physical, psychological, and social repercussions. However, is time spent traveling considered as working time? This question is crucial as it dictates whether or not workers can effectively access different sets of labor rights. The objective of this paper is twofold. First, contributing to a deeper understanding of travel time by offering a more sustained and complex representation of the various employment-related travel schemes. Second, assessing the circumstances under which travel time counts as work time with regard to the employment standards legislation in force in four Canadian provinces: Quebec, Ontario, Alberta, and British Colombia. [ABSTRACT FROM AUTHOR]

Copyright of Modern Nursing & Health Care / Wspolczesne Pielegniarstwo i Ochrona Zdrowia is the property of Wydawnictwo Continuo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Österreichische Zeitschrift für Soziologie is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article traces methodological discussions of a multidisciplinary team of researchers located in universities and community settings in Ontario. The group designed and conducted a research project on the enforcement of labor standards in Ontario, Canada. Discussions of methodological possibilities often began with “nots”—that is, consensus on methodological approaches that the team collectively rejected. Out of these discussions emerged suggestions and approaches through which we navigated dilemmas in research design. The purpose of this article is to illustrate the following: (a) epistemological tensions around mixed methods and the politics of mixing, (b) the attempt to capture the relationships between research and its impact, and, (c) the need to develop interviews which both establish respondents as knowers, and simultaneously focus on that which is unsaid/normalized. [ABSTRACT FROM AUTHOR]

This article examines the impact of recent reforms on the enforcement of the Ontario Employment Standards Act (2000). It analyzes changes to complaints processing before and after the implementation of the Open for Business Act (2010), part of which aimed to streamline workplace regulation. Drawing on a previously untapped source of information on employment standards enforcement, the Ministry of Labour's Employment Standards Information System, we argue that reforms to enforcement under the Open for Business Act appear to have eroded both the accessibility of the complaints system and the remedies available to complainants. By way of conclusion, the article outlines measures that hold the potential to strengthen the complaints system in Ontario. [ABSTRACT FROM AUTHOR]

The aim of this study was to determine if perceptions of physically demanding job tasks are biased by employee demographics and employment profile characteristics including: age, sex, experience, length of tenure, rank and if they completed or supervised a task. Surveys were administered to 427 Royal Australian Navy personnel who characterised 33 tasks in terms of physical effort, importance, frequency, duration and vertical/horizontal distance travelled. Results showed no evidence of bias resulting from participant characteristics, however participants who were actively involved in both task participation and supervision rated these tasks as more important than those involved only in the supervision of that task. This may indicate self-serving bias in which participants that are more actively involved in a task had an inflated perception of that task’s importance. These results have important implications for the conduct of job task analyses, especially the use of subjective methodologies in the development of scientifically defensible physical employment standards. Practitioner Summary: To examine the presence of systematic bias in subjective job task analysis methodologies, a survey was conducted on a sample of Royal Australian Navy personnel. The relationship between job task descriptions and participant’s demographic and job profile characteristics revealed the presence of self-serving bias affecting perceptions of task importance. [ABSTRACT FROM AUTHOR]

Physical performance tests (e.g., physical employment tests, return-to-duty tests) are commonly used to predict occupational task performance to assess the ability of individuals to do a job. The purpose of this systematic review was to identify predictive tests that correlate well with maximal lifting capacity in military personnel. Three databases were searched and experts in the field were contacted, resulting in the identification of 9 reports confined to military personnel that presented correlations between predictor tests and job tasks that measured maximal lift capacity. These 9 studies used 9 variations of a maximal lift capacity test, which were pooled to evaluate comparisons. The predictive tests were categorized into 10 fitness domains, which in ranked order were as follows: body mass and composition, absolute aerobic capacity, dynamic strength, power, isometric strength, strength-endurance, speed, isokinetic strength, flexibility, and age. Limitations of these data include a restricted age range (95% confidence interval [95% CI], 20-35; no correlations to maximal lift capacity) and the limited number of comparisons available within the cited studies. Weighted mean correlations (r) and 95% CI were calculated for each test. Lean body mass (kg) was the strongest overall predictor (r = 0.832; 95% CI, 0.6970.966). Tests of dynamic strength had stronger correlations than strength endurance (r = 0.79, 95% CI, 0.69-0.89 vs. r = 0.401, 95% CI, 0.21-0.61). The following 6 domains of physical performance predictive tests had pooled correlations of 0.40 or greater for combined-sex samples: dynamic strength, power, isometric strength, strength endurance, speed, and isokinetic strength. Anthropometric measures explain 24-54% of maximal lift capacity variance, and lean body mass alone accounts for ~69%>. This review provides summarized information to assist in the selection of predictive tests for maximal lifting capacity in military personnel. [ABSTRACT FROM AUTHOR]

Effective Navy personnel have the physical ability to perform combat survivability tasks commensurate with their unique physical requirements due to the distinctive characteristics of naval platforms. The aim of this investigation was to identify the physically demanding whole-of-ship tasks that are performed by Navy personnel while at sea. A mixed method design was used to identify tasks, inclusive of focus groups and field observations. From a series of ten focus groups, nine tasks were deemed to be physically demanding whole-of-ship tasks. A subsequent field observation of a combat survivability training course resulted in a refined and expanded 33-item list of physically demanding whole-of-ship tasks across six categories, including; replenishment at sea, emergency response, firefighting, leak stop and repair, toxic hazard and casualty evacuation. The findings from this study provide the basis for the development of physical employment standards for whole-of-ship tasks within the Royal Australian Navy. [ABSTRACT FROM AUTHOR]

Este artigo propõe uma análise comparativa das transformações da norma de emprego na França e na Alemanha desde o final dos anos 1980. A norma de emprego - que engloba a implantação do trabalho, sua remuneração, as modalidades de valorização das qualificações e a estabilidade no emprego - é aqui concebida a partir de uma abordagem discursiva que relaciona, na análise da ação pública, a luta pela hegemonia entre os discursos e as representações à transformação da identidade dos atores, às mudanças das relações de poder no campo das políticas públicas e às modalidades de institucionalização destas últimas. Nesses países, as transformações da norma de emprego ocorridas na virada do século resultam de uma estratégia comum de maximização dos índices brutos de emprego, cujas condições de possibilidade e consequências devem ser analisadas no contexto próprio a cada regime de emprego nacional. Os regimes de emprego são concebidos na articulação de três dimensões (LALLEMENT, 1999): a relação com o Estado e as políticas públicas, a evolução das relações de força entre os grupos de interesse, as formas de concorrência e as estruturas organizacionais nos setores pertinentes. Essa abordagem teórica, desenvolvida primeiramente, serve para caracterizar de maneira comparativa, a seguir, os regimes e normas de emprego na França e na Alemanha até os anos 1980. A terceira parte sintetiza empiricamente uma série de mudanças no emprego ocorridas em graus diversos, nos últimos anos, nos dois países, e ressalta algumas de suas consequências em termos de redistribuição - desigual - do volume global de trabalho, de instabilidade no emprego e de aumento da pobreza laboriosa. A última parte busca explicar as modalidades da fragmentação da norma de emprego, anteriormente evidenciada, em relação às mutações características dos regimes de emprego nesses países, principalmente sob o ângulo da mudança discursiva nesse campo.This article proposes a comparative analysis of the changes in the employment standards in France and Germany since the late 1980s. The employment standards - which include the performance of the work, its remuneration, methods of assessing qualifications, and job security - are comprehended here as a discursive approach that relates, within the analysis of the public action, the struggle for hegemony between the discourses and the representations of the change in the identity of the actors, the changes in the power relations in the field of public policies, and the modalities of institutionalization of the same. In these countries, the changes in the employment standards that occurred at the turn of the century are the result of a common strategy of maximizing gross indicators of employment, whose conditions of possibility and consequences must be examined within the context of each national system of employment. The systems are based on the articulation of three dimensions (LALLEMENT, 1999): the relationship with the State and the public policies, the evolution of the power relations between interest groups, the forms of competition and the organizational structures in the relevant sectors. This theoretical approach, developed first, serves to characterize, in a comparative way, the employment systems and standards in France and Germany until the 1980s. The third part empirically summarizes a series of changes in employment that took place in both countries in the recent years, in varying degrees; and highlights some of its consequences in terms of - an uneven - redistribution of the overall volume of work, job insecurity and increased laborious poverty. The final section intends to explain the modalities of the previously discussed fragmentation of the employment standards, as related to the changes in the characteristics of the employment systems in these countries, from the perspective of the discursive change in this field.

Background: The Canadian Armed Forces (CAF) recently implemented the Fitness for Operational Requirements of CAF Employment (FORCE), a new physical employment standard (PES). Data collection throughout development included anthropometric profiles of the CAF. Aims: To determine if anthropometric measurements and demographic information would predict the performance outcomes of the FORCE and/or Common Military Task Fitness Evaluation (CMTFE). Methods: We conducted a secondary analysis of data from FORCE research. We obtained bioelectrical impedance and segmental analysis. Statistical analysis included correlation and linear regression analyses. Results: Among the 668 study subjects, as predicted, any task requiring lifting, pulling or moving of an object was significantly and positively correlated (r > 0.67) to lean body mass (LBM) measurements. LBM correlated with stretcher carry (r = 0.78) and with lifting actions such as sand bag drag (r = 0.77), vehicle extrication (r = 0.71), sand bag fortification (r = 0.68) and sand bag lift time (r = -0.67). The difference between the correlation of dead mass (DM) with task performance compared with LBM was not statistically significant. Conclusions: DM and LBM can be used in a PES to predict success on military tasks such as casualty evacuation and manual material handling. However, there is no minimum LBM required to perform these tasks successfully. These data direct future research on how we should diversify research participants by anthropometrics, in addition to the traditional demographic variables of gender and age, to highlight potential important adverse impact with PES design. In addition, the results can be used to develop better training regimens to facilitate passing a PES. [ABSTRACT FROM AUTHOR]

Carrying a casualty on a stretcher is a critical task within military and emergency service occupations. This study evaluated the impact of manipulating carry speed and the object type in bilateral carries on the ability to predict performance and reflect the physical and physiological requirements of a unilateral stretcher carry. We demonstrated that three task-related predictive tests; a jerry can carry performed at 4.5 km h(-1)or 5.0 km h(-1) and a kettle-bell carry performed at 5.0 km h(-1) were strongly predictive of the physical and physiological demands of an individual participating as part of a four-person stretcher carry team. Therefore, bilateral predictive assessments have the utility for predicting the suitability of employees to effectively and safely conduct a four-person unilateral stretcher carry. [ABSTRACT FROM AUTHOR]

The focus of this review is on the physiological considerations necessary for developing employment standards within occupations that have a heavy reliance on load carriage. Employees within military, fire fighting, law enforcement, and search and rescue occupations regularly work with heavy loads. For example, soldiers often carry loads >50 kg, whilst structural firefighters wear 20-25 kg of protective clothing and equipment, in addition to carrying external loads. It has long been known that heavy loads modify gait, mobility, metabolic rate, and efficiency, while concurrently elevating the risk of muscle fatigue and injury. In addition, load carriage often occurs within environmentally stressful conditions, with protective ensembles adding to the thermal burden of the workplace. Indeed, physiological strain relates not just to the mass and dimensions of carried objects, but to how those loads are positioned on and around the body. Yet heavy loads must be borne by men and women of varying body size, and with the expectation that operational capability will not be impinged. This presents a recruitment conundrum. How do employers identify capable and injury-resistant individuals while simultaneously avoiding discriminatory selection practices? In this communication, the relevant metabolic, cardiopulmonary, and thermoregulatory consequences of loaded work are reviewed, along with concomitant impediments to physical endurance and mobility. Also emphasised is the importance of including occupation-specific clothing, protective equipment, and loads during work-performance testing. Finally, recommendations are presented for how to address these issues when evaluating readiness for duty. [ABSTRACT FROM AUTHOR]

While the scope of the term physical employment standards is wide, the principal focus of this paper is on standards related to physiological evaluation of readiness for work. Common applications of such employment standards for work are in public safety and emergency response occupations (e.g., police, firefighting, military), and there is an ever-present need to maximize the scientific quality of this research. Historically, most of these occupations are male-dominated, which leads to potential sex bias during physical demands analysis and determining performance thresholds. It is often assumed that older workers advance to positions with lower physical demand. However, this is not always true, which raises concerns about the long-term maintenance of physiological readiness. Traditionally, little attention has been paid to the inevitable margin of uncertainty that exists around cut-scores. Establishing confidence intervals around the cut-score can reduce for this uncertainty. It may also be necessary to consider the effects of practise and biological variability on test scores. Most tests of readiness for work are conducted under near perfect conditions, while many emergency responses take place under far more demanding and unpredictable conditions. The potential impact of protective clothing, respiratory protection, load carriage, environmental conditions, nutrition, fatigue, sensory deprivation, and stress should also be considered when evaluating readiness for work. In this paper, we seek to establish uniformity in terminology in this field, identify key areas of concern, provide recommendations to improve both scientific and professional practice, and identify priorities for future research. [ABSTRACT FROM AUTHOR]

A mounting crisis in employment standards (ES) enforcement is prompting the adoption of new instruments and mechanisms among governments in common law jurisdictions aiming to improve workplace regulation. This shift, evident across all stages of the enforcement process, indicates the increasing influence of regulatory new governance. Using reforms in four jurisdictions as illustrative examples, this article raises serious cautions around the emergence of regulatory new governance in employment standards enforcement. The central argument of the article is that new modes of regulation that fail to account adequately for the power dynamics of the employment relationship risk entrenching processes of regulatory degradation. In light of this potential, the article outlines four principles for more effective ES regulation that aim to balance aspects of traditional regulatory models with a selective application of more promising elements of regulatory new governance, in particular participatory arrangements that involve workers in enforcement processes. [ABSTRACT FROM AUTHOR]

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Since China entered the aging society, the surging demand for elderly care and the industrial upgrading of "silver economy" has forced the domestic service industry to face endogenous challenges. Among them, the formalization of the domestic service industry can effectively reduce the transaction costs and risks of actors, innovate the endogenous vitality of the industry, and promote the improvement of elderly care quality through a triangular employment relationship. By constructing a tripartite asymmetric evolutionary game model of clients, domestic enterprises and governmental departments, this study uses the stability theorem of differential equations to explore the influencing factors and action paths of the system's evolutionary stable strategies (ESS), and uses the research data collected from China to assign values to models for simulation analysis. This study finds that the ratio of the initial ideal strategy, the difference between profits and costs, subsidies to clients, and subsidies or punishments for breach of contract to domestic enterprises are the key factors affecting the formalization of the domestic service industry. Subsidy policy programs can be divided into long-term and periodic programs, and there are differences in the influence paths and effects of the key factors in different situations. Increasing domestic enterprises' market share with employee management systems, formulating subsidy programs for clients, and setting up evaluation and supervision mechanisms are efficient ways through which to promote the formalization of the domestic service industry in China. Subsidy policy of governmental departments should focus on improving the professional skills and quality of elderly care domestic workers, and also encourage domestic enterprises with employee management systems at the same time, to expand the scope of service beneficiaries by running nutrition restaurants in communities, cooperating with elderly care institutions, etc., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Ren, Chang, Du and Liu.)

Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: To investigate the disparity in the specification and physiological demand of a task simulation when developed by two independent panels of experiential experts.Design: Independent groups design.Methods: Two groups of experiential experts from the Royal Australian Air Force (RAAF) worked independently to design, and then complete a simulation of a generic occupational task; the establishment of a security control point. Task duration, oxygen consumption, and cardiac frequency were measured whilst each panel completed the task simulation. Maximal acceptable work duration (MAWD) and the percentage of MAWD (%MAWD) were also calculated. Independent t-tests were used to determine differences (P < 0.05) between the measured variables.Results: No differences were observed in the average oxygen consumption (1.26 ± 0.25 L min-1 and 1.28 ± 0.29 L min-1 respectively; P = 0.84), or cardiac frequency (134 ± 16.4 beats·min-1 and 125 ± 8.5 beats·min-1 respectively; P = 0.12) between Panel 1 and Panel 2. However, there was a significant difference between panels with respect to task duration (Panel 1: 15.5 ± 3.68 min; Panel 2: 34.20 ± 9.60 min; P < 0.01), and the %MAWD (Panel 1: 5.32 ± 3.17%, Panel 2: 12.15 ± 9.40%, P = 0.04).Conclusions: The physiological demand of a task simulation is dependent upon the group of experts consulted to develop the simulation. It is critical that input from a wide representation of experiential experts is considered when developing task simulations to avoid bias towards the perceptions of the experts consulted. [ABSTRACT FROM AUTHOR]

Employment standards (ES) are legislated standards that set minimum terms and conditions of employment in areas such as wages, working time, vacations and leaves, and termination and severance. In Canada, the majority of workers rely on ES for basic regulatory protection; however, a significant ‘enforcement gap’ exists. In the province of Ontario, this enforcement gap has been exacerbated in recent years due to the deregulation of ES through inadequate funding, workplace restructuring, legislative reforms that place greater emphasis on individualized complaints processes and voluntary compliance, and a formal separation of unions from ES enforcement. The implications of these developments are that, increasingly, those in precarious jobs, many of whom lack union representation, are left with insufficient regulatory protection from employer non-compliance, further heightening their insecurity. Taking the province of Ontario as our focus, in this article we critically examine alternative proposals for ES enforcement, placing our attention on those that enhance the involvement of unions in addressing ES violations. Through this analysis, we suggest that augmenting unions’ supportive roles in ES enforcement holds the potential to enhance unions’ regulatory function and offers a possible means to support the ongoing efforts of other workers’ organizations to improve employer compliance with ES. [ABSTRACT FROM PUBLISHER]

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Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Sociologias is the property of Universidade Federal do Rio Grande do Sul and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article explores how the recently developed Charter of Employment Rights can be used by legislators, employers and unions to achieve sustainable working relationships in the post Work Choices environment. It examines the themes emerging from the conversations that the Australian Institute of Employment Rights (AIER) facilitated with employers, employees, unions, academics, lawyers and politicians throughout 2007. AIER hopes its Charter of Employment Rights will inform and inspire the objects of Labor's new legislation and provide a framework for the new regulatory system. In addition to being an instrument to aid the design of a new system, this article explores the role of the Charter in providing a framework for good employer practice and as a vehicle for education and change within workplaces and the community. [ABSTRACT FROM AUTHOR]

In addition to changing ways of doing business and managing work, the new economy has affected the way that (generally) highly qualified employees participate in company decision-making processes. The research project entitled "Changing forms of labor regulation?" focused on the relationship between individual and collective forms of representation, as well as between regulation at the state, collective bargaining and company levels. It also investigated the possibility of applying new economy modes of representation in more traditional lines of business. Building on established industrial relations theory, this article will first propose three extensions to this conceptual framework and argue that a wider concept of labor regulation is needed. This will be demonstrated using empirical research conducted in new media companies. Economic developments in recent years and a growth in personnel in the companies studied point towards a professionalization of company structures which will have a lasting effect on forms of participation. In the companies studied, it is evident that mixed forms of labor regulation have evolved out of the traditional ideal types of representation (self-representation, alternative forms and works councils). In this context, two tendencies can be identified. First, as far as company structures are concerned, and regarding the rise of collective forms of representation in general, the new forms of regulation seem to be conforming to patterns found in old economy companies. Second, as far as the constellation of individual and/or collective forms of regulation is concerned, the new forms seem to be diverging from those found in the old economy. Trajectory, contingency and innovation effects all influence the specific patterns of labor regulation in the new media companies. [ABSTRACT FROM AUTHOR]