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In this episode we talk about random things, and discuss past and current workplaces. Enjoy! We are pretty random in this episode, so you'll probably here us at our natural state ??

Feeling stressed at work? You're not alone. As part of our series Work in Progress, we discuss the pandemic's psychological fallout, and the risk that mental health issues could become a shadow epidemic in Canadian workplaces. Matt Galloway talks to a mother of three who juggled child care with working a full-time job at home; Hassel Aviles, executive director of Not 9 to 5, a non-profit supporting restaurant and food service workers' mental health; and Bill Howatt, founder and CEO of human resources firm Howatt HR.

Feeling stressed at work? You're not alone. As part of our series Work in Progress, we discuss the pandemic's psychological fallout, and the risk that mental health issues could become a shadow epidemic in Canadian workplaces. Matt Galloway talks to a mother of three who juggled child care with working a full-time job at home; Hassel Aviles, executive director of Not 9 to 5, a non-profit supporting restaurant and food service workers' mental health; and Bill Howatt, founder and CEO of human resources firm Howatt HR.

Feeling stressed at work? You're not alone. As part of our series Work in Progress, we discuss the pandemic's psychological fallout, and the risk that mental health issues could become a shadow epidemic in Canadian workplaces. Matt Galloway talks to a mother of three who juggled child care with working a full-time job at home; Hassel Aviles, executive director of Not 9 to 5, a non-profit supporting restaurant and food service workers' mental health; and Bill Howatt, founder and CEO of human resources firm Howatt HR.

Feeling stressed at work? You're not alone. As part of our series Work in Progress, we discuss the pandemic's psychological fallout, and the risk that mental health issues could become a shadow epidemic in Canadian workplaces. Matt Galloway talks to a mother of three who juggled child care with working a full-time job at home; Hassel Aviles, executive director of Not 9 to 5, a non-profit supporting restaurant and food service workers' mental health; and Bill Howatt, founder and CEO of human resources firm Howatt HR.

Feeling stressed at work? You're not alone. As part of our series Work in Progress, we discuss the pandemic's psychological fallout, and the risk that mental health issues could become a shadow epidemic in Canadian workplaces. Matt Galloway talks to a mother of three who juggled child care with working a full-time job at home; Hassel Aviles, executive director of Not 9 to 5, a non-profit supporting restaurant and food service workers' mental health; and Bill Howatt, founder and CEO of human resources firm Howatt HR.

To all the women fighting to be heard in their workplaces, their communities, and our country, #TeamPete stands with you. Together, we're working to build lasting power for all women in America: https://t.co/KU5YeD9PfE https://t.co/wqVG2S9Owa Source: https://twitter.com/PeteForAmerica/status/1187862651659063296 Uploader: Team Pete HQ

topics: Digital Germany - The Robots are Coming; What is a Blockchain?; Made in Germany Talks to Ricardo F. Rivero; Machine Learning: Autonomous Software

Looking for a security service for employee terminations? Based in Boston, Massachusetts, New England Security has updated its employee termination security service. Its security personnel ensure that a company's staff and workplace is safe from violence after a termination. Go to https://newenglandsecurity.com/employee-termination-workplace-violence.html (https://newenglandsecurity.com/employee-termination-workplace-violence.html) for more info!

This Friday marks the second \"National day for Truth and Reconciliation\". How should businesses approach the day and take action towards truth & reconciliation? We'll discuss with Michelle Lean of the \"Frog Lake First Nation\", Treaty 6 Territory. Could it be a 'breakthrough' for the treatment of Diabetes? Dr. Ted Jablonski joins us to discuss a new Canadian based drug trial that could be a game changer. His last Calgary concert was postponed due to the pandemic, but now one of the most amazing guitar players you'll ever see has a new 'date' in our city. We catch up with Multi Award Winning Guitarist, Composer & Producer, Jesse Cook. Finally, it's another edition of \"Motivational Monday\", a chance to get you motivated today and beyond! This time out, we meet Author Ramit Sethi who gives us his multi-faceted definition of 'wealth' and tells us about his new book: \"I Will Teach You To Be Rich\".

Fostering a healthy workplace where difficult issues are discussed openly & effectively is a huge challenge for any leader. Trier Bryant & Kim Scott, co-founders of Just Work LLC join us for a discussion around: typical stressors experienced by leadershelping leaders understand their own bias & how bias can be identified & discussed effectively, openly & safelyembracing discomfort in the service of difficult, but necessary conversations & the importance of navigating shame to tolerate discomfort differences between an executive coach & psychologist effectively managing difficult interpersonal situations (e.g., bullying) from a management perspective pros/cons of various courses of action when confronted with workplace harassment/bias i.e., active confrontation vs. strategic disengagementunderstanding & appreciating the complex relationship between bias & performance ending the "default to silence" when confronted with unhealthy workplaces Trier Bryant is Co-Founder and CEO of Just Work LLC. She previously held leadership roles at Astra, Twitter, Goldman Sachs, & proudly served as a combat veteran in the US Air Force while spearheading diversity, equity, & inclusion initiatives for the Air Force Academy, Air Force, & DoD. Trier advises leading companies like Equinox, Airbnb & SoundCloud. She has been featured by several publications & outlets from USA Today to CNN and SXSW. Kim Scott is the author of Just Work: Get Sh*t Done Fast and Fair as well as Radical Candor. Kim co-founded the company Just Work LLC to help organizations and individuals create more equitable workplaces.. Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and other tech companies. She was a member of the faculty at Apple University and before that led AdSense, YouTube, and DoubleClick teams at Google.

Listen to the story on Rivet

MULTI-GENERATIONAL WORKPLACESFollowing our Friday Free-for-All chat about generational differences, we have an expert, Lisa Taylor, President of Challenge Factory a workplace consultation firm talk about multigenerational differences.HOST CHATJoe talks about his new year's resolutions.CARBON TAXIt's been a year since the carbon tax was enacted in Alberta. We talk about the good, the bad, and the ugly of it with economist Trevor Tombe.HOSPITAL PARKING FEESShould hospitals be charging fees for parking? Are the rates a burden on the unwell? We chat with the founder of Open Arms Patient Advocacy Society, Rick Lundy.

How can we make our communities and workplaces accessible inclusive for the 21 percent of Albertans 15 and older living with a disability? Joining us to discuss is Jason Luan, MLA for Calgary-Foothills and Minister of Community and Social Services. Good morning, Minister Luan.

Government Publishing Office U.S. Congress Senate Committee on Health, Education, Labor, and Pensions PUTTING SAFETY FIRST: STRENGTHENING ENFORCEMENT AND CREATING A CULTURE OF COMPLIANCE AT MINES AND OTHER DANGEROUS WORKPLACES Date(s) Held: 2010-04-27 111th Congress, 2nd Session GPO Document Source: CHRG-111shrg56296 Superintendents of Documents ID: Y 4.L 11/4 Related Items: United States Senate Bill 1580 (111th Congress) United States House Bill 2067 (111th Congress) 0 CFR Part 68 0 CFR Part 100.6 0 CFR Part 100 0 CFR Part 104and 0 CFR Part 104 0 CFR Part 48

Government Publishing Office U.S. Congress Senate Committee on Health, Education, Labor, and Pensions PUTTING SAFETY FIRST: STRENGTHENING ENFORCEMENT AND CREATING A CULTURE OF COMPLIANCE AT MINES AND OTHER DANGEROUS WORKPLACES Date(s) Held: 2010-04-27 111th Congress, 2nd Session GPO Document Source: CHRG-111shrg56296 Superintendents of Documents ID: Y 4.L 11/4 Related Items: United States Senate Bill 1580 (111th Congress) United States House Bill 2067 (111th Congress) 0 CFR Part 68 0 CFR Part 100.6 0 CFR Part 100 0 CFR Part 104and 0 CFR Part 104 0 CFR Part 48

Government Publishing Office U.S. Congress Senate Committee on Health, Education, Labor, and Pensions PUTTING SAFETY FIRST: STRENGTHENING ENFORCEMENT AND CREATING A CULTURE OF COMPLIANCE AT MINES AND OTHER DANGEROUS WORKPLACES Date(s) Held: 2010-04-27 111th Congress, 2nd Session GPO Document Source: CHRG-111shrg56296 Superintendents of Documents ID: Y 4.L 11/4 Related Items: United States Senate Bill 1580 (111th Congress) United States House Bill 2067 (111th Congress) 0 CFR Part 68 0 CFR Part 100.6 0 CFR Part 100 0 CFR Part 104and 0 CFR Part 104 0 CFR Part 48

Women are demanding more from their workplaces after the pressures of the pandemic. As we revisit a conversation from February in our Work In Progress series, career coach and HR consultant Allison Venditti and economist Armine Yalnizyan discuss how the labour market can recover equitably and create better opportunities for women.

In this study, we aimed to confirm the role that perceived economic inequality within the organizations, but also the perceived unfairness of the salary/resources distribution in the workplaces has on the psychological risk factors (i.e., worker’s satisfaction and dignity), via workers’ perceptions of organizational dehumanization & workers self-objectification

AMAPCEO's submission to phase one of the Changing Workplaces Review. AMAPCEO suggests that there is a low level of compliance with the Employment Standards Act and that its exclusions must be reassesed. They recommend that the Ontario Labour Relations Act be reformed to increase the organizing capacity of bargaining agents. AMAPCEO also suggests that the Ontario Government adopt a workplace privacy code in the ESA that covers employee digital privacy. AMAPCEO submits 12 recommendations: #1 - Given that the ESA is meant to provide minimum workplace standards, eliminate exclusions from its coverage. #2 - Repeal the requirement that employees must address employment standards concerns with their employer prior to initiating an MOL complaint. #3 - Immediately implement and expanded system of proactive employment standards investigations. #4 - Provide significant new permanent funding to implement expanded proactive investigations, eliminate any remaining individual claims backlog, and prevent such backlogs from occuring in the future. #5 - Establish increased set fines for employers found to be in violation of the Act and require employers to fund the cost of investigations that result in findings of significant non-compliance. Use any monies collected from fines and investigations costs to support the enforcement program. #6 - The Ontario Government should undertake the study and adoption of a workplace privacy code in the ESA that emcompasses some of the baseline protections set out above. #7 - Except where modified by our specific recommendation below, AMAPCEO endorses the recommendations of the Workers' Action Centre and urges the Changing Workplace Review to provide due consideration to them. #8 - Improve the ability for unions to organize by making the following changes: Re-establish card-based union certification (Card-Check); Mandate the early disclosure of employee lists to unions seeking to organize a workplace; Improve interim reinstatement processes for union organizers during and following organizing drives; Introduce neutral and off-site voting for any certification votes. #9 - Abolish the occupational exclusions in s.1(3)(a) and s.3 of the Act which are not only already subject to a separate collective bargaining regime. #10 - Remove the managerial and confidential exclusions. Consider the introduction of new provisions to facilitate the entry of managerial staff into collective bargaining relationships with their employer, while addressing potential conflict of interest concerns that may result. #11 - The Changing Workplace Review should recommend the adoption of interest arbitration language patterned after s.87.1 of the Manitoba Labour Relations Act. #12 - AMAPCEO recommends the inclusion of Saskatchewan's benefits continuance language in the OLRA.

Perma.cc archive of http://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/building-inclusive-workplaces created on 2021-11-10 06:54:56+00:00.

🌏 "Adapting to a new culture or workplace can be challenging, especially with unspoken norms and 'we’ve always done it this way' attitudes. By asking open and curious questions, you can better understand your environment and build connections." 🤝✨ Find out more on Newcomer Network - https://youtu.be/UF7poRgK5OA @la.paila.canada #UMulticultural #NewcomerNetwork #CulturalAdjustment #WorkplaceTips #StayCurious #NewBeginnings #AdaptAndThrive Website: https://u-channel.ca/ U Radio: https://u-channel.ca/u-radio/ TikTok: https://www.tiktok.com/@umulticultural Facebook: https://www.facebook.com/umulticultural Secondary Facebook: https://www.facebook.com/profile.php?id=61561323263942 Instagram: https://www.instagram.com/u_multicultural/ Secondary Instagram: https://www.instagram.com/friends_of_u_multicultural/ Twitter: https://twitter.com/u_multicultural LinkedIn: https://www.linkedin.com/company/u-multicultural-channel/

topics: Digital Germany - The Robots are Coming; What is a Blockchain?; Made in Germany Talks to Ricardo F. Rivero; Machine Learning: Autonomous Software

This document contains highlights from a conference focused on helping the United States meet current and future workplace needs in a rapidly changing economy in which occupational information and career development skills are becoming more and more crucial. The report is organized in five sections: conference highlights; selected workshop highlights; awards; special activities; and participant list. Conference highlights include the following topics: National Occupational Information Coordinating Committee (NOICC) focus on work force issues; current legislative issues; landmark report on drastic changes; celebrating diversity in the workplace; removing barriers for workers with disabilities; and power clusters in the policy-making process. The section summarizing the workshops includes highlights on the following topics: economic classification systems; new supply data initiatives; planning the needs of workers with disabilities--providing full Workforce 2000 participation; Armed Services Vocational Aptitude Battery and Career Information Delivery Systems (CIDS) link to improve test results; State Training Inventory; comprehensive K-Adult developmental guidance system based on the guidelines; Dictionary of Occupational Titles review; need for action research; New York State Incarcerated Youth Progam; promoting a labor market--labor market information tools to attract and retain industry; linking literacy and career development; guidelines and CIDS implementation; computer networking for occupational career information; basic workplace competencies; follow-up on vocational education students; a mobile career lab (Opportunity Express Bus) for rural clients; computer-managed competency training for counselors; using the National Career Development Guidelines; linking planning and evaluation in vocational-technical education; training through distance learning--technology to plan and implement career development programs; State Occupational Information Coordinating Committee (SOICC) network involvement with video technology development; a microcomputer system for economic developers; and Tennessee's international curriculum. A summary of closing remarks and a conference participant list conclude the report. (NLA)

'SEXUAL HARASSMENT OF WOMEN AT WORKPLACES (17-Oct-2008)' from the Parliament Digital Library

There is widespread hope that the rollout of COVID-19 vaccines will pave the way for employees to return to the office. However, it also raises new questions for employers. Can employees be forced to get vaccinated? How should organizations approach office reopenings? What are the risks to employers of permanently shifting to remote work even once the threat of the pandemic subsides? OBJ publisher Michael Curran gets expert advice from Emond Harnden LLP partner Raquel Chisholm. Listen for an in-depth discussion on vaccines in the workplace, the legal ramifications of permanently closing your office and tips for managing a virtual workplace.

Tina Sharifi, PhD Candidate, Human Resource Management, York UniversityLearn more about your ad choices. Visit megaphone.fm/adchoices

Protocol for a scoping review of supports for pregnancy loss in the workplace

Perma.cc archive of http://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/building-inclusive-workplaces created on 2022-05-13 18:10:10.290609+00:00.

Perma.cc archive of http://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/building-inclusive-workplaces created on 2022-05-13 18:10:10.290609+00:00.

topics: Office Ambience & Mellow Management; Stress management at work; Interview: Ensuring a healthy workplace; The future of eating; Passion&Profit - Berlin Creatives

topics: Office Ambience & Mellow Management; Stress management at work; Interview: Ensuring a healthy workplace; The future of eating; Passion&Profit - Berlin Creatives

In recent years, providing higher education in the form of work-based learning has become more important in the higher education (HE) policy and practice almost in all EU countries. Work-based learning (WBL) in HE should support the development of competences of self-guided learners and adjust the university education better to the needs of the workplace. The study is based on two pilot projects of WBL in HE in Estonia: Tourism and Restaurant Management professional HE programme and the master's programme in Business Information Technology. The model of integrative pedagogy, based on the social-constructivist learning theory, is taken as a theoretical foundation for the study. A qualitative study based on semi-structured interviews with the target groups. The data analysis used a horizontal analysis to find cross-cutting themes and identify patterns of actions and connections. It appears, that the challenge for HE is to create better cooperation among stakeholders; the challenge for workplaces is connected with better involvement of students; the challenge for students is to take more initiative and responsibility in communication with workplaces. [For "NORDSCI International Conference Proceedings (Online, October 12-14, 2020). Book 1. Volume 3," see ED616185.]

Generation Y public school teachers--those born between 1977 and 1995-- who have been serving students for nearly a decade now, represent an increasingly large proportion of the teaching workforce, and, with concerted support, promise to help bring needed transformation to schools that too often remain stuck in an earlier age. Members of this incoming and up-and-coming generation of teachers want to make a difference for their students and, somewhat counter to expectations, intend to make the teaching profession theirs for the long haul. They are also, however, entering the workforce during a time of significant uncertainty and transition. Just in the last decade, a series of widely cited research studies convinced policy leaders and the public of the profound importance of teachers to the advancement of student learning, and simultaneously of the wide differences among teachers' ability to evoke such advancement. This has led to sweeping and often hasty policy changes meant to increase accountability for teachers--including more rigorous teacher evaluation based on student outcomes, performance-based compensation, and stricter tenure eligibility rules. Meanwhile, students are coming to school with a greater diversity of needs and assets, requiring teachers to personalize learning at the same time that economic factors are driving class sizes higher and constraining the resources available to help teachers reach each student. Advances in technology and pedagogy have given teachers more tools to manage these challenges and students more ways to access knowledge. These advances promise to change the role of teachers in student learning. Unfortunately, teachers--both young and less so--are often left to negotiate these changes alone in workplaces that lack shared responsibility among teachers and management for teaching and learning and thus are troublingly slow to keep pace. This causes too many promising teachers to leave the profession and too many others to struggle along with their students. This report from the American Federation of Teachers (AFT), which presents the results of a study of this new generation of teachers, demonstrates that school and union leaders at every level can and must work together to transform schools into the kinds of organizations that are well fitted to Generation Y. The AFT partnered with the Ford Foundation and American Institutes for Research, to conduct a study of the workplace needs of this new generation of teachers. Through an analytic review of 11 existing, nationally representative teacher surveys, seven scenario-based focus groups with Gen Y teachers around the country, and three case studies of local AFT affiliates, researchers identified five key insights that together point to the need for transforming schools into high-performing workplaces that: (1) Ensure teachers receive regular feedback on their effectiveness; (2) Support peer learning and shared practice; (3) Recognize (and reward) high performance; (4) Have fair, rigorous, and meaningful evaluation systems; and (5) Leverage technology intelligently to enhance performance. Appendices include: (1) Teacher Surveys Reanalyzed; and (2) Teacher Surveys Reviewed. (Contains 10 figures and 8 footnotes.) [Research support for this paper was provided by Roshni Menon and Ellen Cushing.]

Generation Y public school teachers--those born between 1977 and 1995-- who have been serving students for nearly a decade now, represent an increasingly large proportion of the teaching workforce, and, with concerted support, promise to help bring needed transformation to schools that too often remain stuck in an earlier age. Members of this incoming and up-and-coming generation of teachers want to make a difference for their students and, somewhat counter to expectations, intend to make the teaching profession theirs for the long haul. They are also, however, entering the workforce during a time of significant uncertainty and transition. Just in the last decade, a series of widely cited research studies convinced policy leaders and the public of the profound importance of teachers to the advancement of student learning, and simultaneously of the wide differences among teachers' ability to evoke such advancement. This has led to sweeping and often hasty policy changes meant to increase accountability for teachers--including more rigorous teacher evaluation based on student outcomes, performance-based compensation, and stricter tenure eligibility rules. Meanwhile, students are coming to school with a greater diversity of needs and assets, requiring teachers to personalize learning at the same time that economic factors are driving class sizes higher and constraining the resources available to help teachers reach each student. Advances in technology and pedagogy have given teachers more tools to manage these challenges and students more ways to access knowledge. These advances promise to change the role of teachers in student learning. Unfortunately, teachers--both young and less so--are often left to negotiate these changes alone in workplaces that lack shared responsibility among teachers and management for teaching and learning and thus are troublingly slow to keep pace. This causes too many promising teachers to leave the profession and too many others to struggle along with their students. This report from the American Federation of Teachers (AFT), which presents the results of a study of this new generation of teachers, demonstrates that school and union leaders at every level can and must work together to transform schools into the kinds of organizations that are well fitted to Generation Y. The AFT partnered with the Ford Foundation and American Institutes for Research, to conduct a study of the workplace needs of this new generation of teachers. Through an analytic review of 11 existing, nationally representative teacher surveys, seven scenario-based focus groups with Gen Y teachers around the country, and three case studies of local AFT affiliates, researchers identified five key insights that together point to the need for transforming schools into high-performing workplaces that: (1) Ensure teachers receive regular feedback on their effectiveness; (2) Support peer learning and shared practice; (3) Recognize (and reward) high performance; (4) Have fair, rigorous, and meaningful evaluation systems; and (5) Leverage technology intelligently to enhance performance. Appendices include: (1) Teacher Surveys Reanalyzed; and (2) Teacher Surveys Reviewed. (Contains 10 figures and 8 footnotes.) [Research support for this paper was provided by Roshni Menon and Ellen Cushing.]

The Bill Kelly Show Podcast:Groups representing thousands of doctors and nurses are asking the federal Liberals to help Canada's strained health-care system in their upcoming budget, flagging concerns about lack of access to family doctors as well as chronic staff shortages.The Canadian Medical Association estimates about five million Canadians don't have a primary care physician, or family health-care team, which has spillover effects into other parts of the health-care system.Among those trickle-down effects is people going to emergency departments, already stretched by the COVID-19 pandemic, for issues a family doctor could manage.ALSO: Paid sick days vs. federal benefit: Why advocates say both are needed to fight COVID-19GUEST: Dr. Ann Collins, President of the Canadian Medical Association -A recent poll finds that a majority of Ontarians feel that the provincial government's response to the COVID-19 pandemic has significantly faltered.A survey conducted by the Angus Reid Institute, a non-partisan public opinion research organization, concludes that Canadians appear to be increasingly disappointed in their provincial leaders in wake of variants of concern rapidly impacting the severity of a third wave.While at least half of respondents in Manitoba and Saskatchewan said they're concerned with their premiers response, 65 percent of Ontarians and 75 percent of those polled in Alberta said their leader or their provincial government is poorly handling the pandemic.GUEST: Andrew McDougall, Professor of Political Science with the University of Toronto-The Canadian Chamber of Commerce released the results of a poll examining how Canadians feel about how and where they work during the pandemic. Abacus Data completed the polling for the Canadian Chamber of Commerce.Slightly more than 1 in 2 Canadians (51 per cent) are still going into the workplace most of the time, with another 12 per cent splitting their time between the workplace and working from home. Only 36 per cent are working from home full time.They asked when they thought their workplace would return to normal, nearly half of Canadians (45 per cent) did not believe that would occur until 2022.For those Canadians going into the workplace, 4 out of 5 feel safe doing so. Conversely, only 1 in 2 of those working from home most or part of the time feel safe about the prospect of returning to their workplaces. The data suggests the majority of Canadians already going into the workplace most of the time are seeing the right safety precautions to keep them feeling safe.GUEST:  Mark Agnew, VP of Policy for the Canadian Chamber of Commerce

How should Canadians honour Truth and Reconciliation Day?GUEST: Dr. Ken Coates, Canada Research Chair with the Johnson-Shoyama Graduate School of Public Policy at the University of Saskatchewan, and a Senior Fellow of Aboriginal and Northern Canadian Issues with the Macdonald Laurier Institute.-Mayor Fred Eisenberger retires from politics after this next month's election, but he still makes time in his schedule to hold the monthly town hall to answer questions about Hamilton's new milestones and projects.GUEST: Hamilton Mayor Fred Eisenberger-Negative workplace culture leads to three times less productivity than positive environmentGUEST: Paula Allen, Senior Vice President of Research & Wellbeing at LifeWorks

Guest host Peter Shurman talks to Jana Girdauskas, Founder of The Period Purse about the move to provide menstrual products in all federally regulated buildings in Canada.Learn more about your ad choices. Visit megaphone.fm/adchoices

Guest host Peter Shurman talks to Jana Girdauskas, Founder of The Period Purse about the move to provide menstrual products in all federally regulated buildings in Canada.Learn more about your ad choices. Visit megaphone.fm/adchoices

Six page application to apply to EPA's Best Workplaces for Commuters Award. August 2006, according to PDF file metadata. Author info is also based on PDF metadata. This is a US federal gov't document.

Six page application to apply to EPA's Best Workplaces for Commuters Award. August 2006, according to PDF file metadata. Author info is also based on PDF metadata. This is a US federal gov't document.

The literature concerning the work experience of faculty members, administrators, and clerical and support staff is reviewed. The experience of these employee groups is examined in relation to: the characteristics of their work and work environment, the extent of their autonomy and power, and their relationship to their institution. In addition, the following external pressures affecting colleges as workplaces are addressed: economic pressures, labor market trends, and the decrease in the number of traditional college age students. Attention is directed to the work characteristics that affect faculty members, including faculty salary levels, governance, job security, opportunities for career growth, workload and responsibilities, and role conflict. The following factors influencing the college president's work are identified: the stress of financial pressures, declining enrollments, legislative demands, and other external pressures. The work situations for academic deans and department heads and lower-level administrators are also briefly described. In addition, job and workplace factors affecting middle-level administrators are discussed, including role complexity, the opportunity and salary structure, and their low status and low power to develop policy. (SW)

The literature concerning the work experience of faculty members, administrators, and clerical and support staff is reviewed. The experience of these employee groups is examined in relation to: the characteristics of their work and work environment, the extent of their autonomy and power, and their relationship to their institution. In addition, the following external pressures affecting colleges as workplaces are addressed: economic pressures, labor market trends, and the decrease in the number of traditional college age students. Attention is directed to the work characteristics that affect faculty members, including faculty salary levels, governance, job security, opportunities for career growth, workload and responsibilities, and role conflict. The following factors influencing the college president's work are identified: the stress of financial pressures, declining enrollments, legislative demands, and other external pressures. The work situations for academic deans and department heads and lower-level administrators are also briefly described. In addition, job and workplace factors affecting middle-level administrators are discussed, including role complexity, the opportunity and salary structure, and their low status and low power to develop policy. (SW)

The literature concerning the work experience of faculty members, administrators, and clerical and support staff is reviewed. The experience of these employee groups is examined in relation to: the characteristics of their work and work environment, the extent of their autonomy and power, and their relationship to their institution. In addition, the following external pressures affecting colleges as workplaces are addressed: economic pressures, labor market trends, and the decrease in the number of traditional college age students. Attention is directed to the work characteristics that affect faculty members, including faculty salary levels, governance, job security, opportunities for career growth, workload and responsibilities, and role conflict. The following factors influencing the college president's work are identified: the stress of financial pressures, declining enrollments, legislative demands, and other external pressures. The work situations for academic deans and department heads and lower-level administrators are also briefly described. In addition, job and workplace factors affecting middle-level administrators are discussed, including role complexity, the opportunity and salary structure, and their low status and low power to develop policy. (SW)

11 pages.   March 2022.  Drug use in the workplace can increase rates of accident and injury, absenteeism and inappropriate behaviour, and pose an economic burden on employers, governments, and society. Factors related to stress at work or tough physical or uncomfortable working conditions are among the triggers for drug use in this setting. But workplaces can also provide opportunities for health education on drug use. This miniguide reviews these issues and related interventions in the workplace.

Government Publishing Office U.S. Congress House of Representatives Committee on Education and the Workforce THE 21ST CENTURY WORKFORCE: HOW CURRENT RULES AND REGULATIONS AFFECT INNOVATION AND FLEXIBILITY IN MICHIGAN'S WORKPLACES Date(s) Held: 2016-03-29 114th Congress, 2nd Session GPO Document Source: CHRG-114hhrg99466 Superintendents of Documents ID: Y 4.ED 8/1 Witnesses: Belman, Dr. Dale, Professor, School of Human Resources and Labor Relations, Michigan State University, East Lansing, MI McKeague, Ms. Nancy, Senior Vice President and Chief of Staff, Michigan Health and Hospital Association, Okemos, MI Meyer, Mr. Jared, Fellow, Economics21, Manhattan Institute for Policy Research, Washington, D.C Thomas, Ms. Laurita, Associate Vice President for Human Resources, University of Michigan, Ann Arbor, MI Wilson, Mr. D. Mark, Vice President, Health and Employment Policy, H.R. Policy Association, Washington, D.C Related Items: Congressional Serial No. 114-44

Jillian Johnston, advocacy coordinator, Days for Girls Canada Society

topics: Office Ambience & Mellow Management; Stress management at work; Interview: Ensuring a healthy workplace; The future of eating; Passion&Profit - Berlin Creatives

In this story from "InVision Irving," see how incentive-based employee health programs are benefitting both employees and employers.

In this story from "InVision Irving," see how incentive-based employee health programs are benefitting both employees and employers.