ACTIVITY OF COURTS IN THE KHANTY-MANSIYSK AUTONOMOUS OKRUG TO STRENGTHEN THE LABOR DISCIPLINE OF THE SOVIET SOCIETY IN THE EARLY 1940s

The article reflects the peculiarities of implementing the penal and labor policy by the Soviet party and state bodies, including judicial ones in the Ostyako-Vogulsky, later Khanty-Mansiysk National Okrug, their interrelation in the early 1940s. The stages of evolving and forming the administrative-territorial structure in the region are also touched upon. The relevance of the stated topic is noted. In the conditions of the Second World War and on the eve of the Great Patriotic War in the USSR, there were noticeable changes in the social policy of the state, which were conditioned by the needs of the country’s defense. It is known that in the 1930s tensions in international relations increased, there was a threat of an attack on the USSR. Due to this in 1940s the transition to an 8-hour working day and a 7-day working week was carried out in all regions of the country. In the same year, a law was adopted on the judicial responsibility up to imprisonment for unauthorized leave, absenteeism and tardiness as a result of which criminal penalties and the role of punitive, including judicial, bodies were strengthened in the country. The article notes that in the harsh northern conditions, taking into account the vast territory of the district, a significant distance separating settlements from each other, the lack of proper transport links between settlements, it was impossible to properly and promptly ensure proper consideration of criminal cases, which did not allow the territorial judicial authorities of the Ostyak-Vogul (Khanty-Mansiysk) National Okrug to make correct and balanced decisions in a timely manner. However, the judicial authorities of the district played an important role in strengthening labor discipline in the region in the early 1940s.

Informal Caregiving Between Residents in LTC Facilities in India: Demanding or Rewarding Role

Research on caring for older adult with health problems by Informal caregivers (IC) in the community in developing countries like India is increasing. However, IC in institutions is largely unacknowledged. This exploratory study examines the perceived role, demands, and rewards of informal caring for residents in independent LTC facilities in South India. A total of 187 residents were interviewed in Tamil and Kannada using structured and open-ended questions on demographics, health, mental health, residents’ interactions, tasks performed and personal experiences. About 50% reported assisting other residents with ADLs, 30% helped with IADLs, and 75% provided emotional support. The caregivers’ appraisals as residents and their relationship with care-recipient was both positive and negative. In addition to socialization, personal accomplishment, caregivers reported emotional exhaustion, stress, and burnout. Implications related to paid and unpaid labor policy in LTC and reducing IC stress are discussed.

Fear of infectious diseases and perceived contagion risk count as an occupational health and safety hazard: Accounts from correctional officer recruits in Canada

Prisons are poorly ventilated confined spaces with limited physical distancing opportunities, making an environment conducive to the spread of infectious diseases. Based on empirical research with correctional officer recruits in Canada, we analyze the reasons and sources of fear, and the measures that recruits adopt to counter their fear of contagion. Our study marks an advance in the correctional work literature, which, to date, has tended to view perceived contagion risks as a workplace challenge that can be overcome with occupational skill and experience. In contrast with the existing literature, we present fear and perceived contagion risk as an “operational stress injury” that affects all correctional officers; a structural occupational health and safety problem that needs redressing from the labor policy perspective.

Influential Factors Under Labor Law Adhere to ILO: An Analysis in the Fish Farming Industry of Bangladesh

This article evaluates different factors under the Bangladesh Labor Act 2006 for promoting work satisfaction in the fish farming workers in Bangladesh. How far does this industry comply with standard labor laws adheres to international labor policy, and promotion of labor rights is another focus of this study. This study shows that yearly increment, overtime payment, weekly holiday, amount of compensation, appointment by appointment letter, and job security significantly influence the fish farming workers’ minds in Bangladesh. The Qualitative part of the study finds that the State must protect the workers’ rights by enacting a standard labor policy that adheres to international instruments, which it is unwilling to do so. This study helps in evaluating the opinion of the fishers’ work satisfaction as well as policy planning for the development of the fish farming industry. It will add value by creating awareness of labor rights in the Asian developing setting.

How Do City Size and Immigration Policies Affect Labor Mobility?

This paper uses the micro data from the National Health Commission’s “China floating population dynamic monitoring survey” (CMDS) project, and uses probit and Ivprobit models to analyze the impact of policy selection on Labor mobility Decision-making under different city sizes. The results show that: (1) the larger the city size, the more conducive to labor inflow, and the externality of human capital has a positive regulatory effect; (2) the impact of city size on Labor mobility has policy screening heterogeneity, the more obvious the policy threshold, the more conducive to high-level labor inflow. Making more reasonable labor policy, reducing the threshold of labor inflow, breaking the barriers of labor inflow, balancing the gap between high skilled labor force and low skilled labor force, weakening the crowding out effect of urban scale expansion and labor policy can effectively attract talents and promote urban development.

Artificial Intelligence in the Context of Global Resource Mobility. What Can Be Expected from It?

The impact of artificial intelligence (AI) on business, government, and society is getting more attention. The leading AI sectors have higher productivity but a lower share of GDP than those lagging in digitization and AI. There is a technological gap, with still unknown consequences concerning the social contract, the expected new digital welfare profile, as well as the business strategy about globalization. The hypothesis is that while digitization was already in motion (2000–2005), capital outflow from the US to MHGEs (market high-growth economies) in Asia negatively affected its productivity outcome. Additionally, it is expected that AI will give more market power to multinationals, reshaping the social contract. Thus, the current western social contract will no longer be able to cope with the consequences of the weakness of the nation-state, its policymakers, or the powerful profit-driven multinationals to deal with the overall effect of AI. We aim to look at the impact of this new state of technology on the social contract, focusing on the proper actions of government and business to deal with it. We used a descriptive approach based on desk research concerning productivity data, European government policies, trade model analysis, and business approach to AI. We expect to demonstrate the dynamic interaction of the K/L ratio within the prevailing status of global resources mobility, and the dangers unregulated AI represents to labor. Policy actions are needed concerning the legal status of AI and how to avert the collapse of the social contract and the rise of oligarchic cyber‑autocracies. Our general conclusion is as follows: While capital investments, which would have contributed to improved total factor productivity (TFP) in the USA, went to MHGEs, increasing their GDP growth in less than a decade, the broad use of Artificial Intelligence (AI) will reverse massive offshoring, and new types of manufacturing processes will emerge in developed countries.

Time Theft in the Los Angeles Retail Sector: The Need for New Labor Standards and a Fair Workweek

We argue that employers subject workers to time theft by controlling workers’ time—both on and off the clock. Time theft considers employer control of workers’ time without the promise of pay through unstable scheduling practices as well as beyond their scheduled work hours. We develop a typology of time theft through a discussion of survey and workshop data with retail workers in Los Angeles. We underscore how federal labor law is inadequate to address unstable scheduling and we discuss retail worker organizing and the implications of time theft for labor policy and worker movements.

Fostering cardiovascular health at work – case study from Senegal

Background Of the 15 million annual premature deaths from non-communicable diseases (NCDs), 85% occur in low- and middle-income countries (LMICs). Affecting individuals in the prime of their lives, NCDs impose severe economic damage to economies and businesses, owing to the high mortality and morbidity within the workforce. The Novartis Foundation urban health initiative, Better Hearts Better Cities, was designed to improve cardiovascular health in Dakar, Senegal through a combination of interventions including a workplace health program. In this study, we describe the labor policy environment in Senegal and the outcomes of a Novartis Foundation-supported multisector workplace health coalition bringing together volunteering private companies. Methods A mixed method design was applied between April 2018 and February 2020 to evaluate the workplace health program as a case study. Qualitative methods included a desk review of documents relevant to the Senegalese employment context and work environment and in-depth interviews with eight key informants including human resource representatives and physicians working in the participating companies. Quantitative methods involved an analysis of workplace health program indicators, including data on diagnosis, treatment and control of hypertension in employees, provided by the coalition companies, and a cost estimate of NCD-related ill-health as compared to the investment needed for hypertension screening and awareness raising events. Results Senegal has a legal and regulatory system that ensures employee protection, supports social security benefits, and promotes health and hygiene in companies. The Dakar Workplace Health Coalition comprised 18 companies, with a range of staff between 300 and 4′220, covering 36′268 employees in total. Interviews suggested that the main enablers for workplace program success were strong leadership support within the company and a central coordination mechanism for the program. The main barrier to monitor progress and outcomes was the reluctance of companies to share data. Four companies provided aggregated anonymized cohort data, documenting a total of 21′392 hypertension screenings and an increasing trend in blood pressure control (from 34% in Q4 2018 to 39% in Q2 2019) in employees who received antihypertensive treatment. Conclusion Evidence on workplace health and wellness programs in Africa is scarce. This study highlights how private sector companies can play a significant role in improving cardiovascular population health in LMICs.