The Queensland Native Police and Strategies of Recruitment on the Queensland Frontier, 1849–1901

Although historians have provided substantial insights into the structure, development and activities of the Queensland Native Mounted Police, they have rarely focused on the complex and sensitive issue of Aboriginal recruitment. A careful reading of historical records, however, identifies several methods, including coercion, intimidation, kidnapping and inducement, as well as “voluntary” enlistment. It is difficult to identify Aboriginal agency in recruitment processes as the records are entirely one-sided—the voices of the troopers themselves are absent from the archival sources. In this article, we examine the cultural and historical contexts of Aboriginal recruitment—for example, the dire social situations of Aboriginal survivors of the frontier war and the absence of future survival options for the potential recruits. We explore, through the framework of historical trauma, the impacts on vulnerable victims of violence and other devastating effects of colonisation. We conclude that the recruitment of Aboriginal troopers was far from a homogeneous or transparent process and that the concept of agency with regard to those who can be considered war victims themselves is extremely complex. Unravelling the diverse, conflicting and often controversial meanings of this particular colonial activity remains a challenge to the historical process.     

How Employers Profit from Digital Wage Theft Under the FLSA

This study describes three types of digital wage theft, as depicted in 330 cases litigated in federal and state court. The first, known as “rounding,” occurs when employers set their timekeeping software to alter employee punch time in a preset increment (typically moving punches to the nearest quarter hour). The second, “automatic break deductions,” involves subtracting a preset increment of time (usually thirty minutes) from employee hours to reflect their scheduled meal break, regardless of whether the break is taken. Both such practices occupy a legal gray zone under the Fair Labor Standards Act (FLSA). The third, known as “time shaving,” occurs when supervisors alter employee time records to reduce recorded hours. Although more clearly prohibited under existing rules, time shaving cases can be difficult to certify as collective actions beyond a single worksite. Plaintiffs seeking to recover lost wages in these cases face highly uncertain prospects in litigation. Outcomes depend on complex questions of fact and unpredictable judicial rulings that turn on implied notions of fairness. Even in successful cases, employers keep most of the lost wages because damages are only awarded to the small fraction of employees who opted in to the litigation. In sum, this article illustrates how federal rules fail to deter employers from adopting these practices. It concludes by recommending several changes to federal law.     

How Moral Motives Link Party Stereotypes

Political Behavior - Citizens hold robust stereotypes about the parties and their leaders, including the issues they are most competent at handling and the character traits they exemplify. Yet, we...     

Flip-Flops and High Heels: An Experimental Analysis of Elite Position Change and Gender on Wartime Public Support

We address whether politicians’ flip-flopping on support for a war is damaging to their electoral fortunes, and if the gender of the politician has a conditioning effect on this relationship. A series of survey experiments, conducted in 2010 and designed specifically for this project, allows us to examine the causal power of these two cues. Our results challenge the conventional wisdom: respondents do not fault leaders who change their minds about a conflict, and importantly, this effect holds irrespective of the gender of the politician. Instead, individuals react to the policy position the politician currently holds on a war regardless of the politician's consistency and gender.     

劳动争议调解机制比较——转化型调解模式与传统的调解模式的区别

常见劳动争议调解模式有四:指导型调解、分析性调解、评估型调解及转化型调解.前三种的成败有赖于调解员在和解的过程中说服双方达成协议的主导性能力,侧重利益的分割,因而压抑了当事人对纠纷解决的主动性.而转化型调解则要求发挥当事人的作用,即通过协助当事人健全自我认知、体会对方的立场,转变对事件的感知,促成理解,重建共识,化解纠纷.可见,这不仅减少了制度负担,也有更好地尊重当事人意愿,更大程度上修复社会关系的效果.     

Weighing the political and economic motivations for migration in post-soviet Space: The case of Uzbekistan

This article investigates the micro-level considerations leading to the decision to migrate within the former Soviet Union. By conducting a survey and focus group of minorities in Tashkent, Uzbekistan, it specifies hypotheses from the theoretical literature on migration centred on political/national and economic factors and their interaction, and then tests them in the field. The results indicate that economic factors were of primary importance in explaining people's decisions and political factors were rarely sufficient to produce migration. Nation-building and everyday nationalism influenced migration decisions only insofar as they affected people's material well being, by creating language barriers and facilitating the preferential treatment of locals over minorities in receiving employment. The most decisive factor was the perception of overall economic decline that decreased people's standards of living and diminished their prospects for employment and opportunities for their children. Researchers must therefore pay more attention to the effects of structural decline on individual households and the interaction of political and economic factors in the decision to migrate.