西方工会参与促进就业、维护工人劳动就业权益的基本经验及其启示

失业是当今世界各国普遍面临的社会经济问题。面对严峻的失业问题,西方国家政府、工会、雇主以及社会各界纷纷进行讨论,寻求良策,提出了各种主张、措施和方案。西方国家的工会为了维护工人的劳动就业权利,从本国的实际情况出发,采取了一系列切实可行的措施,并取得了一定的实效。当前和今后一段时期,中国面临着严峻的就业挑战,工会应当借鉴西方工会的成功经验,高度重视参与促进就业、维护职工的劳动就业权益,以此来增强工会的凝聚力和社会影响力。     

澳门经济发展与工会应对外劳问题的对策主张

近些年来,澳门的经济发展迅速,但失业率较高。其主要原因在于,无限制地输入外劳,挤占了本澳劳工的就业空间。工会维护本澳劳工权益,必须处理好如何应对外劳问题。工会要同特区政府在合理输入外劳问题上达成协议,坚持输入外劳只能作为补充本地劳动力不足的原则,以法律的形式保证本地职工优先就业。同时,还要保障外劳的合法劳动权益。     

Degrees of difference: Do college credentials earned behind bars improve labor market outcomes?

It is widely held that providing postsecondary education programs to incarcerated individuals will improve postrelease labor market outcomes. Little research evidence exists, however, to support this view. To test the effect of postsecondary carceral education credentials on employer perceptions of hireability, the current study uses a factorial design to survey a sample of employers nationwide (N = 2,538). Employers were presented with résumés of fictional applicants applying to a job as a customer service representative at a large call center. The résumés randomized education credentials earned while incarcerated. Results indicate that employers were significantly more willing to interview applicants with postsecondary education credentials relative to applicants with only a General Educational Development (GED) diploma. Although Black applicants who had earned a sub-baccalaureate certificate saw improvements in hireability relative to GED holders, Black applicants who had earned a bachelor's degree did not. In contrast, White applicants benefited both from sub-baccalaureate certificates and bachelor's degrees. Results from a mediation analysis suggest that these credentials signal important information to employers about applicant attributes and that improved perceptions of applicant ability and likelihood to reoffend drive the overall effect. Implications for future research and policy are explored.     

The limited job prospects of displaced workers: evidence from two cities in China

The economic restructuring in China over the past decade has resulted in displacement of millions of workers who had been employed in the state sector. This has posed tremendous challenges economically, socially, politically, and culturally. For several years, Chinese policies attempted to cushion the shock by requiring state-owned enterprises to provide living allowances and reemployment services to workers who had been displaced. There have been few empirical studies that have tracked the experiences of these displaced or xiagang workers. This study uses survey data from two large industrial cities covering the period 1998–2000 to analyze the labor market situation of over 2,000 workers 2 years after they had been observed as displaced and unemployed. The findings point to the high rates of labor force withdrawal and a low proportion who find another wage job in the formal sector. It also documents the large number of workers who find work in the informal sector which seems to act as an important safety net. Not surprisingly, education is an important determinant of post-layoff labor market outcomes. Active labor market interventions do not seem to make a substantial difference although there is some evidence from the duration analysis that training does help workers find employment more quickly than they would have otherwise.

失业保险何以覆盖非正规就业者 ：现状、困境与对策

在“就业优先”战略背景下,非正规就业者的失业保险权益缺损问题愈发凸显。从现有的法律 规范看,要将失业保险覆盖至非正规就业者,还存在社会性不足对失业保险制度适用范围的限制、多重劳动用 工关系下传统失业保险制度的规制阙如、保费负担与失业保险待遇给付资格和非正规就业者就业特点的错位等 方面的问题。研究建议：根据社会连带理论,失业保险制度应突破劳动关系束缚,发挥其社会性;失业保险适 用范围还应遵循保障需求性原则,分层纳入非正规就业者。在多重劳动用工关系中,非正规就业者不应重复参保, 但每一个用人单位都有为其缴纳失业保险费的义务,失业保险待遇也应基于全部缴费而定。对于保费负担与待 遇给付资格,则应符合非正规就业者的就业特点。     

劳动合同签订前当事人之权利义务分析——兼谈就业协议书的法律性质

自《劳动法》颁布以来,对于劳动合同双方当事人之间的权利义务关系进行法学分析的文章不少,但是,对于尚处于劳动合同订立阶段的双方当事人享有什么样的权利,承担什么样的义务话题相对较少,能否比照合同法之一般原理,即要约与承诺理论来诠释双方当事人劳动合同签订前之权利义务关系问题值得法学界关注。目前,我国每年400万大学毕业生,不少人签订了就业协议,这样的协议其性质如何,权利义务如何配置,本文借鉴台湾地区"雇佣内定"概念及其他国家劳动合同签订前双方当事人权利义务的理论,对我国劳动合同签订前当事人双方权利义务进行法学分析,并对实践中之就业协议的相关问题进行了相应探讨。     

大学生就业五点对策

随着近年来经济迅猛发展,特别是大学毕业生数量急剧增加,使得大学毕业生择业形势已由供方市场变为需方市场,就业难的问题也越来越突出.本文就这一问题作探讨,提出一些解决方法.     

现阶段中国妇女就业方面的差别待遇问题研究

本文的研究发现,现阶段中国女性在劳动力市场上面临明显的差别待遇问题,其根源相当复杂。除了人力资本差异外,“企业内在的理性性别歧视机制”以及“女性人力资本积累歧视机制”也在作用。从理论上充分认识这一问题的性质及产生的根源,对于制定适当的政策和对策缓解乃至最终消除不合理的差别待遇具有重要意义。     

实施积极的就业政策促进妇女就业与再就业

十年来,中国政府在维护妇女劳动权利、推动就业领域性别平等方面做了大量工作,特别是通过实施积极的就业政策,为女性劳动者实现就业和再就业提供了宽松的环境,成为维护妇女劳动权利、促进妇女就业的有效方法。今后,要进一步完善和实施积极的就业政策,为广大女性劳动者的就业和再就业创造良好的政策条件,实现就业领域的性别平等。     

中国现阶段女大学生就业问题研究

本文在调查结果的基础上分别从求职大学生、用人单位和劳动力市场的角度对女大学生就业问题进行了比较全面的分析,并提出了一些对策建议。