Employment and Labor Union Laws in Japan between the 1889 and 1946 Constitutions: A Comparative Study

This research is based on the descriptive and analytical methodology. The importance of studying labor laws and labor unions in Japan between 1889 and 1946 constitutions is because Japan was out of a feudal phase, and had no idea about the factory system and industrialization in their modern sense before the Meiji era. Generally, its labor system used to be mostly familial, and the economic system was based on agriculture. This called for the enactment of legislations and laws appropriate for the coming phase in Meiji era. Thus, this paper examines the role of Meiji government in enacting labor legislations and laws when he came to power in 1896, and his new constitution in 1889 and the civil code of 1896. It further examines the way Meiji government and the following Japanese governments until the end of World War II did not abide by Meiji laws and stipulations of the constitution with their abusive actions in ending the workers’ strikes and disputes, with the inequality between genders in labor and wages, and the use of child labor in factories in an inhuman way. The paper clarifies the role of the American occupation of Japan (1945-1952) after dissolving Meiji constitution and legislations and the government measures that followed them to enact new legislations, laws and constitution for Japan on November 3, 1946, which was active in May 3, 1947. The paper has concluded that the American occupation policy of Japan was able to avoid the dissidence of millions of Japanese workers, whose level of livelihood was deteriorating after their country lost the war, and convert them from a dissident group against the occupation to a peaceful group which did not target the occupation in their future goals.

Lower Wages of Nurses in Long-Term Care: Does Racial and Ethnic Diversity Explain the Difference?

Registered nurses (RNs) are a key component of the long-term care (LTC) workforce and prior research demonstrates their importance to ensuring patient safety in LTC settings. RNs who work in LTC settings earn less than those who work in hospitals and also are more likely to be from racial and ethnic minority groups. This study seeks to measure wage differences between Registered Nurses (RNs) working in LTC and other settings (e.g., hospitals) and whether differences are associated with the characteristics of the RN workforce between and within settings. We used the 2018 National Sample Survey of Registered Nurses (NSSRN) public-use file to examine RN employment and earnings. Our study population included a sample of 15,373 employed RNs who provided patient care. Characteristics such as race/ethnicity, type of RN degree completed, census region, and union status were included in bivariate analyses and multiple regression analyses to examine the effect of these characteristics on wages. Logistic regression was used to predict RN employment in LTC settings. We found that RNs in LTC experienced lower wages compared to those in non-LTC settings, yet this difference was not associated with racial/ethnic or international educational differences. LTC nurses were also significantly less likely to be represented by a labor union, and there was not a statistically significant wage difference for LTC RNs who were unionized. Because RNs in LTC earn lower wages than RNs in other settings, policies to minimize pay inequities are needed to support the RN workforce caring for frail older adults.

Analisis Studi Kasus Krisis Komunikasi PT. Alpen Food Industry (Aice Ice Cream) Dan Serikat Buruh

PT. AFI or better known as the producer of AICE ice cream is a food sector company that is quite massive and well known by the public in Indonesia. The company with the tagline "Have an Aice Day" is quite popular in all Indonesians, from children to adults. A problem emerged in early 2017 which was felt by workers who were filled with labor demonstrations due to decreased wages, work accidents, working hours which resulted in poor relations between workers and management, not not due to a lack of good communication roles in management. In crisis communication, it is known as the Rhetoric Of Renewal (ROR) theory, which is a theory that emphasizes the positive values and characteristics of crisis communication, which emphasizes the future and restoring the image of the company. The focus of this theory is to help the parties affected by the crisis and planning carefully so that the organization and its stakeholders can be better in the future. ROR emphasizes on the future and recovery. Kata kunci: Aice, Crisis Communication, Rhetoric of Renewal, Labor Union.

Unions in the postal services of the future

This study is an explorative analysis of labor union representatives’ assessment of digital transformation in the postal and logistics sector and the consequences for union activities in different regions of the world. It consists of two parts: Part I is a review of existing research on the topic of digitalization and labor relations in the postal and logistics sector. Part II represents the core of the study, consisting of a qualitative survey of union representatives from that sector regarding their stance towards digitalization and respective union strategies. The sample consists of 29 detailed written statements of union representatives from all continents, answering to a set of open questions. The study shows that in almost all of the regions, digital technologies are the basic technological infrastructure that enables postal work. There is a set of specific technology bundles which are consistently used in all of these regions. The surveyed union representatives consistently report a net job loss as a consequence of digitalization, although it also has created some new jobs. They also indicate an increase in precarious forms of employment, such as subcontracting, temporary work or bogus self-employment. In terms of working conditions, respondents refer to work facilitation through automation and digital assistance. However, they also underline that especially algorithmic work control leads to increased surveillance and work intensification. This intensification of work is perceived in turn as a factor in increased stress and thus as a risk for workers’ health. Yet, respondents also see the potential for digital systems to prevent accidents. Overall, the surveyed union representatives see digitalization as inevitable. Yet, they consistently argue that new regulations are needed because older standards often times do not address the specific problems of digitalized work.

Class identity in times of social mobilization and labor union revitalization: Evidence from the case of Chile (2009–2019)

Over the past decade, there has been a revival of social protest and labor union activity in Chile. In this article, we examine the effects of this phenomenon to analyze its influence on working-class identity. Using International Social Survey Programme surveys from 2009 and 2019, we investigate whether class location and union membership affect people’s subjective identification with the working class and how that effect may have changed over the decade. Our findings suggest that subjects who are situated in a ‘subordinated’ class position (unskilled workers or informal self-employed workers) are more likely to identify with the working class compared to subjects located in a privileged class position (employers, experts, or managers). However, surprisingly, our analysis does not indicate that working-class identity is reinforced by union membership. In addition, our results do not demonstrate that the effect of class or union membership has strengthened over the past decade. At the end of this article, we offer some possible explanations for these findings.

Relating Union Density to Wealth Inequality and Subjective Well-Being Across 13 OECD Countries

Since the 1980s, the labor union density has gradually declined across member countries of the Organization for Economic Co-operation and Development (OECD), indicating a lowering percentage of employees represented by unions. In the United States, the declining union density has been shown to have an impact on wealth inequality, which has increased correspondingly. With a lack of representation by labor unions, workers are less secure in their jobs, which could cause a reduction in job satisfaction and an increase in stress. Therefore, a declining union density can also influence the subjective well-being of an impacted group. The aim of this research was to identify and investigate the potential relationships between union density and wage inequality and union density and subjective well-being across thirteen countries through regression analysis. The thirteen countries selected were all developed, industrialized democracies and members of the OECD. Simple linear regressions were made using the most recent national data for union density, wealth inequality, and subjective well-being. Regression analysis was performed on the most recent data points of the countries as a group, and for each country individually over a period of time. There was a moderate-strong, negative correlation (R = - 0.608) for the regression of wealth inequality versus union density, yet inconsistent correlation coefficients between countries individually. There was a moderate-weak, positive correlation (R = 0.353) for the regression of subjective well-being versus union density, with more consistent correlation coefficients between countries individually.

Starbucks and HMSHost: addressing discrimination across organizational boundaries

Theoretical basis 1. Maria Jarlstrom, Essi Saru, and Sinikka Vanhala, “Sustainable Human Resource Management With Salience of Stakeholders: A Top Management Perspective,” Journal of Business Ethics, 152, (2008): 703–724. 2. Benjamin A. Neville, Simon J. Bell, and Gregory J., “Stakeholder Salience Revisited: Refining, Redefining, and Refueling an Underdeveloped Conceptual Tool,” Journal of Business Ethics, 102, (2011): 357–378. 3. Mick Marchington, Fang Lee Cooke, and Gail Hebson. “Human Resource Management Across Organizational Boundaries,” Sage Handbook of Human Resource Management, (2009): 460–477. Research methodology This secondary source case is based mainly on three documents: the 20-page report by a labor union, Unite Here, titled “One Job Should Be Enough: Inequality at Starbucks”; and two reports by former U.S. Attorney General Eric Holder Jr. and Covington & Burlington, LLP. Case overview/synopsis In February 2020, Unite Here, a labor union, released a damming report about employment practices at the airport Starbucks stores operated by licensee, HMSHost. Among other charges, the report identified several instances of racial and gender discrimination that HMSHost dismissed as a ploy by a union intent on organizing its employees. The adverse publicity, however, put Starbucks Corporation in the spotlight because of the company’s publicly stated commitment to workplace equality. The recently hired Nzinga Shaw, the company’s first-ever Global Chief Inclusion and Diversity Officer, had to address the issue at HMSHost lest it adversely affect Starbucks’ reputation as a progressive employer. Complexity academic level The case is best suited for a graduate or undergraduate course in human resource management or labor relations. As diversity is typically covered in the first third of such courses, the ideal placement of this case would be in the early part of the course. As Starbucks is a well-known name, and it is very likely that students have had their own experience with Starbucks, as either a customer or an employee, the case is likely to draw their interest. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes.

Determinants of Perceived Accessibility of Maternity Leave and Childcare Leave in South Korea

This study examined the determinants of perceived accessibility of maternity leave and childcare leave in South Korea. Although maternity leave and childcare leave are mandated in Korea, many employees are hesitant to use the policies. The purpose of this study was to empirically examine why some women are more likely than others to perceive the policies as inaccessible and to identify what those women’s characteristics are. The results revealed that nonregular workers were significantly less likely than regular workers with secure contracts to perceive the policies as accessible even though they were eligible for them. In addition, workers who worked in the private sector, did not belong to a labor union, worked in small firms, or worked long hours were significantly less likely to perceive the policies as accessible than those who worked in the public sector, belonged to a labor union, worked in large firms, or worked short hours. Further, workers with low salaries were significantly less likely than workers with high salaries to perceive the policies as accessible. The study underscores that accessibility of leave policies in Korea is significantly correlated with women’s employment status and wage level in the labor market.

Conflict Transformation and Prevention in Tunisia

Tunisia is the only country to emerge from the Arab Spring with a functioning democratic government. This chapter argues that a powerful private sector prevented violence from erupting during the Jasmine Revolution and has helped keep stability since. Activists in the main labor union, UGTT, played a leading role in spreading information and participating in the early responses to the Bouazizi self-immolation. Businesses and their organizations have played an important role in Tunisia’s continuing transition to democracy. Tunisia’s transition to a democratic state with strong institutions and capacity is far from over, however. While Tunisia has been celebrated as the success story of the Arab Spring, but the state remains very weak and requires fundamental reforms, especially in the security sector. This chapter looks at the role of corporations in Tunisia’s democratic transition and their importance as the country moves forward.