REDEMPTION IN THE PRESENCE OF WIDESPREAD CRIMINAL BACKGROUND CHECKS*

Criminal background checks have now become ubiquitous because of advances in information technology and growing concerns about employer liability. Also, a large number of individual criminal records have accumulated and have been computerized in state repositories and commercial databases. As a result, many ex‐offenders seeking employment could be haunted by a stale record. Recidivism probability declines with time “clean,” so some point in time is reached when a person with a criminal record, who remained free of further contact with the criminal justice system, is of no greater risk than a counterpart of the same age—an indication of redemption from the mark of crime. Very little information exists on this measure of time until redemption and on how its value varies with the crime type and the offender's age at the time of the earlier event. Using data from a state criminal‐history repository, we estimate the declining hazard of rearrest with time clean. We first estimate a point of redemption as the time when the hazard intersects the age–crime curve, which represents the arrest risk for the general population of the same age. We also estimate another similar redemption point when the declining hazard comes “sufficiently close” to the hazard of those who have never been arrested. We estimate both measures of redemption as a function of the age and the crime type of the earlier arrest. These findings aid in the development of guidelines for the users of background checking and in developing regulations to enhance employment opportunities for ex‐offenders.     

论任意雇佣原则在美国劳动法中的衰落

从19世纪末开始,美国普通法上形成的任意雇佣原则授予雇主任意解雇员工的权力而不要求其承担任何法律责任,对劳动者权利保护甚为不利。考虑到绝对任意雇佣原则所带来的种种消极影响,在许多方面已经不适应现代劳资关系的发展,美国立法机关和各州法院已经形成该原则的多项普通法例外,任意雇佣原则逐步走向衰落。由于任意雇佣原则在美国社会长期实行,拥有深厚的社会基础,动用立法权和司法权等国家权力也并非以废止该原则为目标,因此迄今为止其仍然是调整美国雇佣关系的重要规则。     

EMPLOYMENT AID FOR YOUTH AGING OUT OF FOSTER CARE: EXTENDING ONE-STOP CAREER CENTERS TO INCLUDE A DIVISION FOR FOSTER CARE YOUTH

Every year thousands of children are discharged from the foster care system and find themselves ill prepared for the responsibility of adulthood. Providing enhanced employment opportunities to both current and former foster care youth will allow them to become economically self-sufficient and therefore have an improved transition from foster care. This Note proposes that states incorporate a foster youth employment program in the one-stop career centers mandated by the Workforce Investment Act. Through this program, foster youth will be provided with the tools they need for success while maintaining control over their own future.     

企业劳动规章的法律性质辨析——兼评我国企业劳动规章法律制度

通过对有关企业劳动规章法律性质各学说的比较分析,认为企业的经营需要与劳动者的权益保护是决定企业劳动规章法律制度的两个基本因素,故提出“修正的根据二分说”的观点,主张企业劳动规章系由基于劳资双方合意的契约发挥效力部分和基于企业经营管理权产生、法律赋予其约束力的部分构成;进而对我国现行企业劳动规章法律制度,尤其是《劳动合同法》第4条中劳资双方权利失衡问题进行了探讨。     

无固定期限劳动合同“弊端”论之辨析及对策

《劳动合同法》和《劳动合同法实施条例》规定了诸多可以解除无固定期限劳动合同的情形,无固定期限劳动合同不是"铁饭碗";无固定期限劳动合同只是五种形式的合同之一,况且,《劳动合同法》还增加了企业解除合同和裁员的规定,不会导致用工机制僵化;所谓"人力资源成本的增加"实质上是一些违规企业承担了本来就应该承担的义务;《劳动合同法》向劳动者倾斜是实质公平的体现,但并不会因此不保护企业的利益,从长远看,企业和劳动者的利益是一致的。     

金融危机形势下高校学生就业工作公共关系运作机制探析

席卷全球的金融危机给当前我国高校的学生就业工作带来了严峻的困难与挑战,而将公共关系理念与运作机制引入高校学生就业工作,运用各种信息沟通、传播手段以及制定科学策略等方式,与用人单位和其他与就业有关的部门、社会公众建立起一种和谐的、可持续的关系,是推进高校学生就业工作的有效途径。     

创新创业教育:突破大学生就业难瓶颈的路径选择

学生创新创业教育已成为国内外广泛关注的教育领域。文章立足于高校创新创业教育开展的意义、现状、理论和路径的选择上提出构建框架,旨在培养大学生具有创新创业的共识,树立新的人才观和就业观,并将此作为高校教育目的新的价值取向。     

Using State Child Labor Laws to Identify the Causal Effect of Youth Employment on Deviant Behavior and Academic Achievement

On the basis of prior research findings that employed youth, and especially intensively employed youth, have higher rates of delinquent behavior and lower academic achievement, scholars have called for limits on the maximum number of hours per week that teenagers are allowed to work. We use the National Longitudinal Survey of Youth 1997 to assess the claim that employment and work hours are causally related to adolescent problem behavior. We utilize a change model with age-graded child labor laws governing the number of hours per week allowed during the school year as instrumental variables. We find that these work laws lead to additional number of hours worked by youth, which then lead to increased high school dropout but decreased delinquency. Although counterintuitive, this result is consistent with existing evidence about the effect of employment on crime for adults and the impact of dropout on youth crime.

人工智能对就业的影响：创造还是破坏？

近年来人工智能迅速发展,但其对就业不仅会产生创造效应,也会产生破坏效应。研究利用2008—2016年中国省级面板数据,探索在智能物质资本投入影响下不同地区和不同技能水平劳动力的需求变化,分析人工智能通过创造效应和破坏效应对我国劳动力就业的影响和作用方向。研究发现：人工智能对不同技能水平劳动力的就业影响方向不同,存在“两极化”趋势;产业结构升级将在一定程度上进一步加剧人工智能对就业“两极化”发展的影响;人工智能对不同地区的不同技能水平的劳动力有差异性影响。研究建议,应进一步加强教育培训,优化产业结构,完善社会福利,以应对人工智能的破坏效应,促进劳动力市场的稳定。     

人工智能技术应用会减少制造业企业的就业机会吗？ ——以珠江三角洲制造业企业为例

在人工智能背景下，智能化转型成为许多企业的发展方向，然而在智能化设备代替人类工作者的过程中，新技术是否会带来失业问题成为社会讨论的焦点。本研究通过对珠江三角洲部分制造业企业进行问卷调查，并从智能化升级前后的员工总体数量变化、具体部门人数变化、员工工资收入变化以及企业的人力资源需求变化等四个方面进行分析。研究结果显示： (1)人工智能技术对企业员工存在一定程度的替代效应，但 效果并不明显；(2)人工智能技术对部门结构进行重塑，将员工引向与人工智能技术相关的工作岗位上： (3)人工智能技术在企业中的应用对转岗员工收入的提升起到积极作用： (4)人工智能技术的各项优势以及在企业中起到的积极作用并不意味着劳动者被淘汰，反而增加了企业的劳动力需求。