Alternative Employment Strategies for Hard-to-Employ TANF Recipients: Final Results from a Test of Transitional Jobs and Preemployment Services in Philadelphia

2011 ◽  
Author(s):  
Erin Jacobs ◽  
Dan Bloom
Keyword(s):  
Alternative Employment

scholarly journals Explaining nursing attrition through the experiences of return-to-practice students: a mixed-methods study

2021 ◽  
Vol 30 (8) ◽  
pp. 490-496
Author(s):  
Joanne Garside ◽  
John Stephenson ◽  
Jean Hayles ◽  
Nichola Barlow ◽  
Graham Ormrod
Keyword(s):  
Mixed Methods ◽  
Mixed Methods Design ◽  
Nurse Shortage ◽  
Decision To Leave ◽  
Alternative Employment ◽  
Nursing Experience ◽  
Nursing Attrition ◽  
Depth Interviews ◽  
Positive Work

Background: Nurse shortage is an international issue that has adverse effects on health and the quality of care of whole populations. Aims: The study aimed to explore attrition experienced by return-to-practice students attending higher education institutions in England. Methods: A mixed-methods design, involving questionnaires (n=114) and in-depth interviews (n=20), was used. Findings: Just over half (52%) of respondents left nursing after ≥10 years. Most of these (84%) stayed in alternative employment during their break from nursing. There were two distinct reasons for leaving nursing: the inability to maintain a positive work/life balance and a lack of opportunity for career advancement while retaining nursing registration. Respondents reflected positively on their nursing experience yet frequently reported significant personal or professional incidents prompting their decision to leave. Conclusion: The reasons nurses leave are complex. Professional bodies and managers need to work together to address concerns many nurses have during their careers that lead to them deciding to leave the profession.

scholarly journals Older Workers and Occupational Identity in the Telecommunications Industry: Navigating Employment Transitions through the Life Course

2018 ◽  
Vol 33 (1) ◽  
pp. 39-55 ◽  
Author(s):  
Robert MacKenzie ◽  
Abigail Marks
Keyword(s):  
Life Course ◽  
Collective Identity ◽  
Older Workers ◽  
Telecommunications Industry ◽  
Occupational Identity ◽  
Alternative Employment ◽  
Employment Transitions ◽  
Occupational Community ◽  
Key Aspects ◽  
The Life Course

The article examines the relationship between restructuring and work-based identity among older workers, exploring occupational identity, occupational community and their roles in navigating transitions in the life course. Based on working-life biographical interviews with late career and retired telecoms engineers, the article explores the role of occupational identity in dealing with change prior to and following the end of careers at BT, the UK’s national telecommunications provider. Restructuring and perpetual organizational change undermined key aspects of the engineering occupational identity, inspiring many to seek alternative employment outside BT. For older workers, some seeking bridge employment in the transition to retirement, the occupational community not only served as a mechanism for finding work but also provided a sustained collective identity resource. Distinctively, the research points to a dialectical relationship between occupational identity and the navigation of change as opposed to the former simply facilitating the latter.

scholarly journals The Spread of Gig Economy: Trends and Effects

2021 ◽  
Vol 15 (1) ◽  
pp. 19-29
Author(s):  
Nilanjan Banik ◽  
◽  
Milind Padalkar ◽  
Keyword(s):  
Online Communication ◽  
Short Term ◽  
Main Hypothesis ◽  
Skill Levels ◽  
Technological Infrastructure ◽  
Alternative Employment ◽  
Gig Economy ◽  
The World ◽  
Everyday Reality ◽  
Main Effects

The development of online communication platforms has given rise to the phenomenon of the gig economy. A new economic model that embraces a variety of forms of short-term employment is rapidly spreading around the world, becoming an everyday reality and transforming the labor market. The article analyzes the factors influencing the dynamics of this process and its main effects. Testing the main hypothesis showed that the development of technological infrastructure, despite its importance, does not fully explain the unevenness of the penetration of the gig economy and the variations in its impact upon different sectors, professions, and skill levels. Gig economy drivers are subject to further study, but already now we can state the need for targeted measures to adapt the economy to the new model, including retraining or creating alternative employment opportunities for “traditional” workers giving up jobs in favor of gig-employed ones.

Money Matters: Sector Differences, Competition, and the Public Personnel System

2021 ◽  
pp. 027507402110325
Author(s):  
Laura Langbein ◽  
Fei Wang Roberts
Keyword(s):  
Fixed Effects ◽  
Supply And Demand ◽  
Public Employees ◽  
Public Employment ◽  
The Public ◽  
Alternative Employment ◽  
For Profit ◽  
Compensation Systems ◽  
Competitive Labor Market ◽  
Two Sectors

This study explores whether public personnel systems, particularly their compensation systems, are flexible and responsive to market wages in a competitive labor market. Focusing on registered nurses, we explore whether and how the public, private nonprofit, and for-profit labor markets influence each other in determining wages. We also examine if sector plays a role in determining wages. We use American Community Survey data from 2016 and 2017 to test these expectations. Fixed effects regressions and seemingly unrelated regressions with Chow tests reveal that higher wages in the dominant for-profit sector appear to drive up wages in the other two sectors, and vice versa. The results imply that public personnel systems are not so rigid and inflexible as perceived. Rather, they are sensitive to supply and demand and offer wages responding to competition from other sectors. Moreover, public employees do not ignore competitive opportunities in alternative employment markets in the private sectors. Students of public employment should not overlook the private sectors either. The markets are distinctive but not independent.

New Approaches to Regional Branding through Green Production and Utilization of Existing Natural Advantages

2015 ◽  
pp. 121-139
Author(s):  
Alexander Trukhachev
Keyword(s):  
Urban Areas ◽  
Balanced Development ◽  
Alternative Employment ◽  
Rural And Urban Areas ◽  
Rural And Urban ◽  
Rural Economies ◽  
Green Production ◽  
Stavropol Region ◽  
The Individual

The chapter aims at the identification of existing natural, environmental, and rural resources that have worked together to promote the individual brand of Stavropol Region as a producer of green agricultural commodities and food, as well as a resort area, attractive by its unique environmental conditions. The perspectives of the development of green production are accessed in order to exploit existing regional resources in the long term, encourage local/regional producers and stimulate their economies, which is vital to quality of life in the countryside and a balanced development of rural and urban areas. Special attention is paid to the elaboration of possible ways to increase effectiveness of natural management as an approach to improve the competitiveness and sustainability of rural economies whilst at the same time opening up alternative employment opportunities for rural people.

18. Redundancy

2020 ◽  
pp. 460-484
Author(s):  
Astra Emir
Keyword(s):  
Alternative Employment ◽  
Secretary Of State ◽  
Employment Rights

The Redundancy Payments Act 1965 was enacted to compensate a long-serving employee for the loss of a right which he has in a job. The Act has been repealed and replaced by corresponding provisions in the Employment Rights Act 1996. This chapter discusses provisions of the Employment Rights Act 1996. It looks at what is a dismissal, transferred redundancies, presumption of redundancy, and offers of alternative employment. Considered are whether redundancy dismissals are fair or unfair; excluded classes of employees; claims for redundancy payments; payments by the Secretary of State; consultation on redundancies; the meaning of the term ‘establishment’; the consultation provisions of the legislation; and notification of mass redundancies to the minister.

Psychophysiological effects of temporary alternative employment

2001 ◽  
Vol 52 (3) ◽  
pp. 405-415 ◽  
Author(s):  
Hugo Westerlund ◽  
Töres Theorell ◽  
Anna Bergström
Keyword(s):  
Alternative Employment

Work activities and musculoskeletal discomforts amongst active older Albertans on alternative employment trajectories

Work ◽  
2014 ◽  
Vol 47 (1) ◽  
pp. 55-62 ◽  
Author(s):  
Jon B. Doan ◽  
Jennifer L. Copeland ◽  
Lesley A. Brown ◽  
Jeff T. Newman ◽  
D. Shane Hudson
Keyword(s):  
Work Activities ◽  
Alternative Employment ◽  
Employment Trajectories

10. Redundancy

2017 ◽  
Author(s):  
Michael Jefferson
Keyword(s):  
Burden Of Proof ◽  
Length Of Service ◽  
Essential Information ◽  
Alternative Employment ◽  
The Law

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter discusses the law on redundancy. Employees are considered redundant if the employer has ceased or intends to cease carrying on the business for the purposes for which the employees were employed, or in the place where they are employed there has been, or will be, a diminution in the need for work of a particular kind. The burden of proof is on the employer to show that any offer of alternative employment was suitable and that any refusal by the employee was unreasonable. The size of a redundancy payment depends upon the employee’s age, length of service, and the amount of a week’s pay.

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