By D. Lewin, B. Kaufman
Quantity 12 of Advances in business and exertions kinfolk (AILR) comprises 8 papers that take care of modern and historic elements of unionism and different kinds of union illustration, union-management family members, union political job, hard work marketplace rules, and interpretations of chosen major hard work students' writings concerning the evolution of welfare capitalism within the U.S. 4 of those papers, through Daniel & Siebert. Borgers. Rubinstein, and Pereles, have been winners of the 2002 AILR business kin learn organization (IRRA) ''best papers'' festival.
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Extra info for Advances in Industrial and Labor Relations, Vol. 12
Taras, D. G. (1998). Non-union representation: Complement or threat to unions? Proceedings of the Fiftieth Annual Meeting, Volume 1, Industrial Relations Research Association (pp. 281–290). Troy, L. (1965). Trade union membership, 1897–1962. National Bureau of Economic Research, Occasional Paper 92, New York. S. S. Department of Labor (December 1994). S. Department of Labor, Bureau of Labor Statistics (1937). Characteristics of company unions 1935. Bulletin No. 634. United States Government Printing Office, Washington, DC (June).
The dependent variables (recruits’ starting age, or education) are formed by averaging information from individuals (permanent males) recruited to work in each plant in each year. Since these numbers are sometimes quite small, as can be seen from the first line of Table 4, we use Weighted Least Squares with weights based on the numbers underlying each plant average. Thus data points based on few recruits receive less weight. Our strategy is first to estimate an unrestricted equation, allowing all coefficients to differ for all plants.
The implied contractual right to continued employment, introduced in 41 states, is the most encompassing exception and “may de facto classify a company’s entire workforce as terminable only for cause” (Autor, 1999, p. 6). This exception effectively limits employers’ discretion to terminate workers and opens them to costly litigation, thereby tightening employment protection in a way that is not captured by the OECD index, which is based on legislation only. S. moved away from the employment-at-will doctrine through private enforcement rather than legislation.