Employer attitudes toward hiring persons with disabilities in Armenia.

PubMed

Breen, Jonathon; Havaei, Farinaz; Pitassi, Cristina

2018-04-17

The purpose of this two-part study was to provide input into a strategy to improve employment opportunities for persons with disabilities in Armenia. Employment rates for persons with disabilities in Armenia have been variously reported between eight and 21%, much below the general employment rate of 82%. First, a Participatory Action Research process led to the development of a 15 item self-report measure - the Perceived Barriers to Employing Persons with Disabilities Scale - which was administered to 158 employers. Second, respondent data were examined to determine psychometric properties of the scale and to inform strategic recommendations for policy development. Exploratory factor analysis resulted in the removal of 6 items, leaving a 9 item scale. Responses produced a multidimensional scale clustering around 2 factors. The first of these, structural issues, was principally informed by employer perceptions of limited skill levels of persons with disabilities, high costs associated with employing persons with disabilities, and the lack of accessibility within facilities. The second factor, social issues, was informed by employers' anticipation of negative reactions of coworkers, customers and supervisors toward persons with disabilities entering the workforce. Employers also indicated a belief that persons with disabilities with skills should be entitled to work. Results of this study suggest that attitudes of Armenian employers toward people with disabilities, and subsequent hiring decisions, are partly informed by perceptions of the negative reactions of others within the workplace. This finding disagrees with studies from other jurisdictions, which generally consider that these attitudes are principally informed by perceived skills deficits on the part of people with disabilities. These results would support the development of employer-focused information and awareness campaigns designed to address both of these factors. Implications for Rehabilitation

Factors Influencing Employment and Employability for Persons with Disability: Insights from a City in South India.

PubMed

Ramachandra, Srikrishna S; Murthy, G V S; Shamanna, B R; Allagh, Komal P; Pant, Hira B; John, Neena

2017-01-01

There is a lack of evidence on barriers faced by persons with disability in accessing employment opportunities in India. This study was undertaken to ascertain both employee and employer perceptions on barriers existing among Information Technology (IT) and IT-enabled sectors to employ persons with disabilities. Two hundred participants from six IT/IT-enabled sector organizations were included in the study; study was conducted at Hyderabad, India. A semi-structured questionnaire was administered to the participants. Physical access to and within the worksite was highlighted as a concern by 95% of respondents. Majority perceived that communication, attitude of people, discrimination, harassment at work place, and information were critical barriers. Only 3.8% of employers were aware that their company had a written policy on employing persons with disabilities. Employers stated that commitment and perseverance were important facilitators among persons with disabilities. Evidence from this study will help in planning need-based employment for persons with disabilities.

Factors Influencing Employment and Employability for Persons with Disability: Insights from a City in South India

PubMed Central

Ramachandra, Srikrishna S.; Murthy, G. V. S; Shamanna, B. R.; Allagh, Komal P.; Pant, Hira B.; John, Neena

2017-01-01

Background: There is a lack of evidence on barriers faced by persons with disability in accessing employment opportunities in India. Aim: This study was undertaken to ascertain both employee and employer perceptions on barriers existing among Information Technology (IT) and IT-enabled sectors to employ persons with disabilities. Materials and Methods: Two hundred participants from six IT/IT-enabled sector organizations were included in the study; study was conducted at Hyderabad, India. A semi-structured questionnaire was administered to the participants. Results: Physical access to and within the worksite was highlighted as a concern by 95% of respondents. Majority perceived that communication, attitude of people, discrimination, harassment at work place, and information were critical barriers. Only 3.8% of employers were aware that their company had a written policy on employing persons with disabilities. Employers stated that commitment and perseverance were important facilitators among persons with disabilities. Conclusions: Evidence from this study will help in planning need-based employment for persons with disabilities. PMID:29391746

Employers' Perspectives of Employees' Personal Financial Literacy

ERIC Educational Resources Information Center

Davis, Rita; Carnes, Lana

2005-01-01

The objective of this study was to determine employers' perspectives of employees' personal financial literacy. Executives rated credit card use and budgeting as the most important personal financial literacy skills that employees should have. They stated that strong personal financial literacy skills allow an employee to focus on work activity…

Employability and personal initiative as antecedents of job satisfaction.

PubMed

Gamboa, Juan Pablo; Gracia, Francisco; Ripoll, Pilar; Peiró, José María

2009-11-01

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations.

Employability Project: The Employment of Persons with Developmental Disabilities.

ERIC Educational Resources Information Center

Watson, Marge

The paper describes the efforts of Stepping Stones Growth Center, a vocational training organization which places persons with developmental disabilities into competitive employment. Two programs within Stepping Stones feature training for boat maintenance and janitorial and grounds maintenance. Placement preparation is described in terms of its…

28 CFR 42.605 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2014 CFR

2014-07-01

... employment discrimination. 42.605 Section 42.605 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY; POLICIES AND PROCEDURES Procedures for Complaints of Employment Discrimination Filed Against Recipients of Federal Financial Assistance § 42.605 Agency processing of complaints...

Deliberately casual? Workers' agency, health, and nonstandard employment relations in Australia.

PubMed

Keuskamp, Dominic; Mackenzie, Catherine R M; Ziersch, Anna M; Baum, Fran E

2013-06-01

We explored Australian workers' experiences of nonstandard employment, how it related to health and well-being, and the role that Bourdieu's forms of capital (cultural, economic, and social resources) played in underpinning workers' agency. Qualitative data from semistructured interviews with 32 causal workers were analyzed on the basis of framework analysis. Most participants were "deliberate casuals" who had chosen casual over permanent employment, with half of that group naming improved health and well-being as motivation. Those with greater access to capital felt more able to exercise choice, whereas those with fewer capital resources felt constrained to be casual. Gendered structures and labor market dynamics were also significant in shaping agency. Access to capital and a buoyant labor market underpinned workers' agency in Australia, enabling some to gain health and well-being benefits from nonstandard employment.

Employability Skills, Personal Qualities, and Early Employment Problems of Entry-Level Auditors: Perspectives from Employers, Lecturers, Auditors, and Students

ERIC Educational Resources Information Center

Lim, Yet-Mee; Lee, Teck Heang; Yap, Ching Seng; Ling, Chui Ching

2016-01-01

The authors examine the issue of employability of university accounting students from the perspectives of accounting firm employers, junior auditors, accounting lecturers, and accounting students. Areas of investigation include perceived importance of employability skills and desirable personal qualities; and early employment problems encountered…

45 CFR 1181.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employment. 1181.140 Section 1181.140 Public... Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The definitions, requirements...

16 CFR 1034.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Employment. 1034.140 Section 1034.140... Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The definitions, requirements...

49 CFR 807.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 7 2010-10-01 2010-10-01 false Employment. 807.140 Section 807.140 Transportation... TRANSPORTATION SAFETY BOARD § 807.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency...

36 CFR 406.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employment. 406.140 Section... COMMISSION § 406.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

36 CFR 812.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employment. 812.140 Section... PRESERVATION § 812.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

22 CFR 219.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employment. 219.140 Section 219.140 Foreign... DEVELOPMENT § 219.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

36 CFR 909.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employment. 909.140 Section... DEVELOPMENT CORPORATION § 909.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency...

17 CFR 149.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Employment. 149.140 Section... COMMISSION § 149.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

29 CFR 2205.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employment. 2205.140 Section 2205.140 Labor Regulations... REVIEW COMMISSION § 2205.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency...

29 CFR 2706.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employment. 2706.140 Section 2706.140 Labor Regulations... REVIEW COMMISSION § 2706.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency...

45 CFR 2104.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Employment. 2104.140 Section 2104.140 Public....140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The definitions, requirements...

18 CFR 1313.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Employment. 1313.140... § 1313.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The definitions, requirements...

Personal agency in feminist theory: Evicting the illusive dweller

PubMed Central

Ruiz, Maria R.

1998-01-01

The growing impact of feminist scholarship, activism, and politics would benefit substantially from input by radical behaviorists. The feminist community, broadly defined, and radical behaviorists share interesting commonalities that suggest a potentially fruitful alliance. There are, however, points of divergence that must be addressed; most prominently, the construct of personal agency. A behavioral reconstruction of personal agency is offered to deal with the invisible contingencies leading to gender-asymmetric interpretive repertoires. The benefits of a mutually informing fusion are discussed. PMID:22478306

Job experiences of personal assistants employed in a consumer-directed personal assistance services programs.

PubMed

Clark, Mary J; Hagglund, Kristofer J; Stout, Brian J

2004-01-01

The demand for personal assistants for persons with disabilities is outpacing the supply. The objective of this pilot project was to describe the training and supervision needs of personal assistants, the nature of the assistant-consumer relationship, and the job satisfaction associated with being employed as a personal assistant. Telephone interviews were conducted with 24 personal assistants. All of the participants reported being competent and well trained in their work and 79% of the participants reported being very satisfied with their work as a personal assistant. All also reported they had an opportunity to accomplish something worthwhile in their jobs. Participants reported high levels of satisfaction with their relationship with their employers and with their jobs in general, despite dissatisfaction with low wages. Further research is needed to identify strategies for increasing the supply of personal assistants, who are pivotal to helping consumers maintain their independence.

78 FR 60303 - Agency Information Collection Activities: Online Survey of Web Services Employers; New...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-01

...-NEW] Agency Information Collection Activities: Online Survey of Web Services Employers; New... Web site at http://www.Regulations.gov under e-Docket ID number USCIS-2013- 0003. When submitting... information collection. (2) Title of the Form/Collection: Online Survey of Web Services Employers. (3) Agency...

Temps in Teaching: The Role of Private Employment Agencies in a Changing Labour Market for Teachers.

ERIC Educational Resources Information Center

Morrison, Marlene

1999-01-01

Explores the emergence of (British) teacher employment agencies and the increased volume of employment agency business in teaching, drawing on interviews with agency representatives. Views agencies as part of a wider agenda that includes marketization and privatization trends mirrored in further education. Part-time teaching is on the rise.…

Disaster preparedness in home health and personal-care agencies: are they ready?

PubMed

Daugherty, Jill D; Eiring, Hilary; Blake, Sarah; Howard, David

2012-01-01

The use of home health care and personal-care agencies in the United States has increased by nearly 1,000% in less than 20 years. Despite the numerous advantages of keeping older and disabled people at home and fairly independent, new concerns have emerged about how to keep home health care and personal-care clients safe during emergencies and large-scale disasters. To date, little is known about the disaster preparedness activities of home health and personal-care agencies, including what oversight they have for their patients and what capabilities they sustain for preparing their clients for disasters. The purpose of this study was to explore the disaster preparedness policies and practices of these agencies and to identify opportunities for coordination with disaster preparedness officials. Semi-structured interviews were conducted by phone and in person with 21 home health and personal-care administrators across Georgia and Southern California. Transcripts from the interviews were analyzed for disaster preparedness themes. We found that most agencies have very limited disaster plans and capabilities. Despite this, most stated either their intentions or outlined past experience which demonstrated their commitment to provide services to clients on a case-by-case basis throughout a large-scale emergency or disaster. The findings from our study help to contribute to the growing interest in disaster preparedness among home health and personal-care agencies and point to the fact that these agencies need assistance to properly lay out their disaster preparedness plans. Copyright © 2012 S. Karger AG, Basel.

Factors associated with persons with disability employment in India: a cross-sectional study.

PubMed

Naraharisetti, Ramya; Castro, Marcia C

2016-10-07

Over twenty million persons with disability in India are increasingly being offered poverty alleviation strategies, including employment programs. This study employs a spatial analytic approach to identify correlates of employment among persons with disability in India, considering sight, speech, hearing, movement, and mental disabilities. Based on 2001 Census data, this study utilizes linear regression and spatial autoregressive models to identify factors associated with the proportion employed among persons with disability at the district level. Models stratified by rural and urban areas were also considered. Spatial autoregressive models revealed that different factors contribute to employment of persons with disability in rural and urban areas. In rural areas, having mental disability decreased the likelihood of employment, while being female and having movement, or sight impairment (compared to other disabilities) increased the likelihood of employment. In urban areas, being female and illiterate decreased the likelihood of employment but having sight, mental and movement impairment (compared to other disabilities) increased the likelihood of employment. Poverty alleviation programs designed for persons with disability in India should account for differences in employment by disability types and should be spatially targeted. Since persons with disability in rural and urban areas have different factors contributing to their employment, it is vital that government and service-planning organizations account for these differences when creating programs aimed at livelihood development.

76 FR 44087 - Agency Information Collection (Employment Questionnaire) Activity Under OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-22

... DEPARTMENT OF VETERANS AFFAIRS [OMB Control No. 2900-0079] Agency Information Collection (Employment Questionnaire) Activity Under OMB Review AGENCY: Veterans Benefits Administration, Department of... Questionnaire, VA Forms 21-4140 and 21-4140-1. OMB Control Number: 2900-0079. Type of Review: Extension of a...

Explaining the relation between precarious employment and mental well-being. A qualitative study among temporary agency workers.

PubMed

Bosmans, Kim; Hardonk, Stefan; De Cuyper, Nele; Vanroelen, Christophe

2015-01-01

From an employee-perspective, temporary agency employment can be considered in two ways. According to the first perspective, agency jobs are associated with job characteristics that adversely affect mental well-being: job insecurity, low wages, a lack of benefits, little training, poorer prospects for the future, high working time flexibility, minimal trade union representation and problematic triadic employment relations. The other perspective underlines that flexibility, learning opportunities and freedom in agency employment enable workers to build the career of their choice, which may positively affect mental well-being. This article aims at interpreting and explaining these conflicting perspectives. In particular, we discuss the role of coping resources (control, support, trust and equity) in the stress pathway between characteristics of temporary agency employment and mental well-being. Semi-structured interviews with 12 Belgian temporary agency workers were conducted and analysed from a phenomenological perspective. The results reveal mainly how a lack of coping resources plays a key role in how (precarious) characteristics of temporary agency employment affect employees' mental well-being. This study illustrates the earlier assumed stress pathway between precarious employment and mental well-being, in which coping resources play an intermediary as well as a moderating role.

29 CFR 1626.10 - Agreements with State or local fair employment practices agencies.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Agreements with State or local fair employment practices agencies. 1626.10 Section 1626.10 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.10 Agreements with State or...

29 CFR 1626.10 - Agreements with State or local fair employment practices agencies.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Agreements with State or local fair employment practices agencies. 1626.10 Section 1626.10 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.10 Agreements with State or...

29 CFR 1626.10 - Agreements with State or local fair employment practices agencies.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Agreements with State or local fair employment practices agencies. 1626.10 Section 1626.10 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.10 Agreements with State or...

29 CFR 1626.10 - Agreements with State or local fair employment practices agencies.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Agreements with State or local fair employment practices agencies. 1626.10 Section 1626.10 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.10 Agreements with State or...

29 CFR 1626.10 - Agreements with State or local fair employment practices agencies.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Agreements with State or local fair employment practices agencies. 1626.10 Section 1626.10 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.10 Agreements with State or...

36 CFR 1211.435 - Employment assistance to students.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 36 Parks, Forests, and Public Property 3 2014-07-01 2014-07-01 false Employment assistance to students. 1211.435 Section 1211.435 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS... outside employment. A recipient that assists any agency, organization, or person in making employment...

36 CFR 1211.435 - Employment assistance to students.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employment assistance to students. 1211.435 Section 1211.435 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS... outside employment. A recipient that assists any agency, organization, or person in making employment...

36 CFR 1211.435 - Employment assistance to students.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 36 Parks, Forests, and Public Property 3 2012-07-01 2012-07-01 false Employment assistance to students. 1211.435 Section 1211.435 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS... outside employment. A recipient that assists any agency, organization, or person in making employment...

36 CFR 1211.435 - Employment assistance to students.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 36 Parks, Forests, and Public Property 3 2011-07-01 2011-07-01 false Employment assistance to students. 1211.435 Section 1211.435 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS... outside employment. A recipient that assists any agency, organization, or person in making employment...

78 FR 54762 - List of Fair Employment Practice Agencies

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-06

... weight to the findings of such agencies. 42 U.S.C. 2000e-5. The EEOC regulations refer to the state or... pursuant to Law 17, even though EEOC had not updated its regulation. The revision will simply provide... rule amends our regulations to include a footnote stating that the designations of Fair Employment...

"Responsibilizing" a healthy Britain: personal debt, employment, and welfare.

PubMed

Walker, Carl

2011-01-01

Growing evidence suggests that experiences of financial strain and over-indebtedness can contribute to problems of physical and mental health. This article contends that there is a need to carefully examine recent neoliberally informed symbolic and material transformations in the practices and experiences of employment, welfare, and subjectivity in order to provide an appropriately sophisticated analysis of experiences of debt and mental health. An illusion of economic growth has been based on increasing levels of often traumatic personal debt and a low-wage labor force compelled into increasingly problematic practices of employment. In recent years, a concerted neoliberal assault on subjectivity, modes of employment, minimum incomes, and practices of welfare governance has effectively constituted new forms of poverty and personal sustenance through deregulated sub-prime credit markets. The variable and multifunctional nature of personal debt has provided a substrate for neoliberal public policy by systematically reinforcing the development of a low-wage labor market and by representing a means through which to transfer collective risk into private responsibility. This article suggests that traditional ways of knowing and acting upon the mental and physical health difficulties associated with problems of debt and material deprivation fail to adequately acknowledge the political and economic role of personal debt growth.

Building Employer Capacity to Support Meaningful Employment for Persons with Developmental Disabilities: A Grounded Theory Study of Employment Support Perspectives.

PubMed

Rashid, Marghalara; Hodgetts, Sandra; Nicholas, David

2017-11-01

To explore strategies to build employer capacity to support people with DD in meaningful employment from perspective of employment support workers. A grounded theory study was conducted with 34 employment support individuals. A theoretical sampling approach was used to identify and recruit participants from multiple sites in Ontario and Alberta. Three main themes, with seven sub-themes, emerged: (1) experiences of supporting employment finding for people with DD, (2) institutional influences on employee experiences, and (3) attitudes, assumptions and stigma. Several recommendations related to building employer capacity were offered. Our findings provide insight on specific elements and strategies that can support building employer capacity for persons with DD.

29 CFR 1640.6 - Processing of complaints of employment discrimination filed with an agency other than the EEOC.

Code of Federal Regulations, 2010 CFR

2010-07-01

... with an agency other than the EEOC. 1640.6 Section 1640.6 Labor Regulations Relating to Labor... employment discrimination filed with an agency other than the EEOC. (a) Agency determination of jurisdiction. Upon receipt of a complaint of employment discrimination, an agency other than the EEOC shall: (1...

29 CFR 1640.6 - Processing of complaints of employment discrimination filed with an agency other than the EEOC.

Code of Federal Regulations, 2013 CFR

2013-07-01

... with an agency other than the EEOC. 1640.6 Section 1640.6 Labor Regulations Relating to Labor... employment discrimination filed with an agency other than the EEOC. (a) Agency determination of jurisdiction. Upon receipt of a complaint of employment discrimination, an agency other than the EEOC shall: (1...

29 CFR 1640.6 - Processing of complaints of employment discrimination filed with an agency other than the EEOC.

Code of Federal Regulations, 2011 CFR

2011-07-01

... with an agency other than the EEOC. 1640.6 Section 1640.6 Labor Regulations Relating to Labor... employment discrimination filed with an agency other than the EEOC. (a) Agency determination of jurisdiction. Upon receipt of a complaint of employment discrimination, an agency other than the EEOC shall: (1...

29 CFR 1640.6 - Processing of complaints of employment discrimination filed with an agency other than the EEOC.

Code of Federal Regulations, 2012 CFR

2012-07-01

... with an agency other than the EEOC. 1640.6 Section 1640.6 Labor Regulations Relating to Labor... employment discrimination filed with an agency other than the EEOC. (a) Agency determination of jurisdiction. Upon receipt of a complaint of employment discrimination, an agency other than the EEOC shall: (1...

29 CFR 1640.6 - Processing of complaints of employment discrimination filed with an agency other than the EEOC.

Code of Federal Regulations, 2014 CFR

2014-07-01

... with an agency other than the EEOC. 1640.6 Section 1640.6 Labor Regulations Relating to Labor... employment discrimination filed with an agency other than the EEOC. (a) Agency determination of jurisdiction. Upon receipt of a complaint of employment discrimination, an agency other than the EEOC shall: (1...

Modernizing Selection and Promotion Procedures in the State Employment Security Service Agency.

ERIC Educational Resources Information Center

Derryck, Dennis A.; Leyes, Richard

The purpose of this feasibility study was to discover the types ofselection and promotion models, strategies, and processes that must be employed if current State Employment Security Service Agency selection practices are to be made more directly relevant to the various populations currently being served. Specifically, the study sought to…

43 CFR 46.320 - Adopting environmental assessments prepared by another agency, entity, or person.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Adopting environmental assessments... Assessments § 46.320 Adopting environmental assessments prepared by another agency, entity, or person. (a) A Responsible Official may adopt an environmental assessment prepared by another agency, entity, or person...

[Resources of person psychological security depending on the employment status of a pensioner.

PubMed

Krasnyanskaya, T M; Tylets, V G

2018-01-01

200 pensioners aged of 55 to 65 years differing in employment status (working or resting) after retirement age and character of his choice (voluntary or forced) were surveyed. The content and the structure of the resources of the pensioners' personality, of external determinants of the choice of their employment status, the connection of the external determinants of the choice of employment status and the resources of psychological security of the pensioners' personality were analyzed. The psychological resources consist of development and protection resources, proving the priority of resources security of the pensioners' person. The significance of resource development for working pensioners and the protection resources for real pensioners is established. The level of psychological safety of the personality of pensioners is determined by a combination of nature and voluntary choice of employment status. The choice of employment status depends on a complex assessment of macro-, meso- and microaspects of life. The self-estimation of the development resources is prioritized to save a pensioner work activities.

Employment of persons with spinal cord lesions injured more than 20 years ago.

PubMed

Lidal, Ingeborg Beate; Hjeltnes, Nils; Røislien, Jo; Stanghelle, Johan Kvalvik; Biering-Sørensen, Fin

2009-01-01

The primary objective was to study factors influencing post-injury employment and withdrawal from work in persons who sustained traumatic spinal cord injury (SCI) more than 20 years ago. A secondary objective was to study life satisfaction in the same patients. A cross-sectional study with retrospective data of 165 SCI-patients admitted to Sunnaas Rehabilitation Hospital 1961-1982. Multiple logistic regression was used to identify predictors for obtaining work post-injury. A Cox proportional hazards regression model was used to study factors influencing early withdrawal from work, i.e. time from injury until discontinuing employment. Sixty-five percent of the participants were employed at some point after the injury. Thirty-five percent still had work at the time of the survey. The odds of obtaining work after injury were higher in persons of younger age at injury, higher in males versus females, higher for persons with paraplegia versus tetraplegia, and for persons classified as Frankel D-E compared to a more severe SCI. Factors associated with shorter time from injury until discontinuing employment were higher age at injury, incidence of injury after 1975 versus before, and a history of pre-injury medical condition(s). Life satisfaction was better for currently employed participants. The study indicates a low employment-rate in persons with SCI, even several years after injury. From the results, we suggest more support, especially to persons of older age at injury and/or with a history of pre-injury medical condition(s), to help them to obtain work and sustain employed for more years after injury.

20 CFR 10.914 - What are the responsibilities of the employing agency in the death gratuity payment process?

Code of Federal Regulations, 2010 CFR

2010-04-01

... employing agency in the death gratuity payment process? 10.914 Section 10.914 Employees' Benefits OFFICE OF... responsibilities of the employing agency in the death gratuity payment process? Because some of the information... process. These responsibilities are as follows: (a) The agency must completely fill out form CA-42...

36 CFR § 1211.435 - Employment assistance to students.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 36 Parks, Forests, and Public Property 3 2013-07-01 2012-07-01 true Employment assistance to students. § 1211.435 Section § 1211.435 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS... outside employment. A recipient that assists any agency, organization, or person in making employment...

2001: Employment Odyssey or Opportunity for Persons with Handicapping Conditions?

ERIC Educational Resources Information Center

Linari, Ronald F.; Belmont, Robert M.

1986-01-01

Implications of trends in population, families, communications, automation, the environment, and employment changes are noted for the training and employment of handicapped persons. The need for emphasis in vocational education on generalizability, job readiness and vocational adjustment skills, and job analysis is stressed. (CL)

22 CFR 229.500 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... pregnancy, termination of pregnancy, leave for persons of either sex to care for children or dependents, or... Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment...

22 CFR 229.500 - Employment.

Code of Federal Regulations, 2013 CFR

2013-04-01

... pregnancy, termination of pregnancy, leave for persons of either sex to care for children or dependents, or... Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment...

22 CFR 229.500 - Employment.

Code of Federal Regulations, 2014 CFR

2014-04-01

... pregnancy, termination of pregnancy, leave for persons of either sex to care for children or dependents, or... Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment...

22 CFR 229.500 - Employment.

Code of Federal Regulations, 2012 CFR

2012-04-01

... pregnancy, termination of pregnancy, leave for persons of either sex to care for children or dependents, or... Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment...

22 CFR 229.500 - Employment.

Code of Federal Regulations, 2011 CFR

2011-04-01

... pregnancy, termination of pregnancy, leave for persons of either sex to care for children or dependents, or... Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment...

Client Aggression toward Rehabilitation Counselors Employed by State Vocational Rehabilitation Agencies

ERIC Educational Resources Information Center

Trice, April Lynette

2011-01-01

Through a series of interviews this transcendental phenomenological study explored how rehabilitation counselors employed by state vocational rehabilitation agencies experienced client aggression. More specifically, it examined the circumstances involved when client aggression manifested in the work lives of rehabilitation counselors. This study…

Influence of an Interdisciplinary Re-employment Programme Among Unemployed Persons with Mental Health Problems on Health, Social Participation and Paid Employment.

PubMed

Carlier, Bouwine E; Schuring, Merel; Burdorf, Alex

2018-03-01

Purpose To evaluate the influence of an interdisciplinary re-employment programme on labour force participation and perceived health among unemployed persons with common mental health problems. In addition, the influence of entering paid employment on self-rated physical health and mental health was investigated. Methods In this quasi-experimental study with 2 years follow up, 869 persons were enrolled after referral to an interdisciplinary re-employment programme (n = 380) or regular re-employment programme (n = 489). The propensity score technique was used to account for observed differences between the intervention and control group. The intervention programme was provided by an interdisciplinary team, consisting of mental health care professionals as well as employment specialists. Mental health problems were addressed through cognitive counselling and individual tailored job-search support was provided by an employment professional. Primary outcome measures were paid employment and voluntary work. Secondary outcome measures were self-rated mental and physical health, measured by the Short Form 12 Health Survey, and anxiety and depressive symptoms, measured by the Kessler Psychological Distress Scale. Changes in labour force participation and health were examined with repeated-measures logistic regression analyses by the generalized estimating equations method. Results The interdisciplinary re-employment programme did not have a positive influence on entering employment or physical or mental health among unemployed persons with mental health problems. After 2 years, 10% of the participants of the intervention programme worked fulltime, compared to 4% of the participants of the usual programmes (adjusted OR 1.65). The observed differences in labour force participation were not statistically significant. However, among persons who entered paid employment, physical health improved (+16%) and anxiety and depressive symptoms decreased (-15%), whereas

29 CFR 1640.9 - Processing of complaints or charges of employment discrimination filed with a designated agency...

Code of Federal Regulations, 2013 CFR

2013-07-01

... discrimination filed with a designated agency and either a section 504 agency, the EEOC, or both. 1640.9 Section 1640.9 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES FOR COORDINATING THE INVESTIGATION OF COMPLAINTS OR CHARGES OF EMPLOYMENT DISCRIMINATION BASED ON...

Personality correlates of self-employed small business owners' success.

PubMed

Owens, Kimberly S; Kirwan, Jeral R; Lounsbury, John W; Levy, Jacob J; Gibson, Lucy W

2013-01-01

Drawing on prior occupational choice research on entrepreneurs and self-employed business owners, we examined personality predictors of their occupational business success and work satisfaction. PARTICIPANTS AND PROCEDURES: A sample of 147 small business owners completed a web-based assessment of 14 work-related personality traits--adaptability, autonomy, competitiveness, dependability, emotional resilience, goal-setting, optimism, persistence, risk tolerance, self-promotion, networking, and tolerance for financial insecurity, work-based locus of control, and work drive--and three self-reported indices of business success--revenue growth, profit growth, and income growth--as well as multiple facets of individual satisfaction. Criterion variables included composite business success and overall satisfaction. Ten traits correlated with business success. The top four personality predictors of success--goal-setting, social networking, emotional resilience, and work drive--together accounted for 16% of the variance. Similarly, 12 of 14 personality traits were positively related to overall satisfaction. The top three personality predictors of satisfaction--optimism, work-based locus of control, and work drive--accounted for 29% of the variability in satisfaction. An expectancy analysis revealed that the percent of participants who reported at least a 20% increase in sales and profits the preceding year was 26% versus 54% for individual scoring in the lower and upper third of a personality composite measure. Results carry implications for future research, and have direct, practical applications for prospective and current entrepreneurs and self-employed owners of small businesses.

29 CFR 1691.5 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2010 CFR

2010-07-01

...'s implementing regulations. The agency, therefore, may use information obtained by EEOC under the... discrimination. 1691.5 Section 1691.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT... title VI, title IX, or the revenue sharing act; and (2) Determine whether EEOC may have jurisdiction...

29 CFR 1691.5 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2011 CFR

2011-07-01

...'s implementing regulations. The agency, therefore, may use information obtained by EEOC under the... discrimination. 1691.5 Section 1691.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT... title VI, title IX, or the revenue sharing act; and (2) Determine whether EEOC may have jurisdiction...

29 CFR 1691.5 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2014 CFR

2014-07-01

...'s implementing regulations. The agency, therefore, may use information obtained by EEOC under the... discrimination. 1691.5 Section 1691.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT... title VI, title IX, or the revenue sharing act; and (2) Determine whether EEOC may have jurisdiction...

29 CFR 1691.5 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2012 CFR

2012-07-01

...'s implementing regulations. The agency, therefore, may use information obtained by EEOC under the... discrimination. 1691.5 Section 1691.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT... title VI, title IX, or the revenue sharing act; and (2) Determine whether EEOC may have jurisdiction...

29 CFR 1691.5 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2013 CFR

2013-07-01

...'s implementing regulations. The agency, therefore, may use information obtained by EEOC under the... discrimination. 1691.5 Section 1691.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT... title VI, title IX, or the revenue sharing act; and (2) Determine whether EEOC may have jurisdiction...

Self-Employment for People with Disabilities in the United States: A Recommended Process for Vocational Rehabilitation Agencies.

ERIC Educational Resources Information Center

Arnold, Nancy; Seekins, Tom; Ipsen, Catherine; Colling, Kyle

2003-01-01

Recommends a research-based process for rehabilitation agencies assisting clients with self-employment. Steps include counselor-client dialog about self-employment, use of assessment tools and resources, education/training, development of a business plan, start-up funding from the agency and other sources, business start-up, and evaluation of…

Using Private Employment Agencies to Place Public Assistance Clients in Jobs.

ERIC Educational Resources Information Center

Carcagno, George J.; And Others

1982-01-01

This paper presents the results of an experiment in which private employment agencies were used to place public assistance clients in jobs. Contains brief descriptions of the experiment and the AFDC clients who participated in it. Key experimental findings are outlined and policy implications are discussed. (CT)

Offering Person-Centered Supports on a Daily Basis: An Initial Appreciative Inquiry into the Relationship between Personal Assistants and Those Seeking Support

ERIC Educational Resources Information Center

Romer, Lyle T.; Walker, Pamela

2013-01-01

This paper focuses on aspects of the relationship that develops between people offering daily support and those seeking those supports. We interviewed 16 personal assistants employed in two agencies in the Pacific Northwest. Both agencies are members of a community of practice among organizers of person-centered supports that is coordinated…

76 FR 24503 - Agency Information Collection Activities: DHS Individual Complaint of Employment Discrimination

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-02

... employment for all persons, to prohibit discrimination in employment because of race, color, religion, sex... Act (Title VII) (42 U.S.C. 2000e et seq.) (race, color, religion, sex, national origin), the Age...

Personality and the gender gap in self-employment: a multi-nation study.

PubMed

Obschonka, Martin; Schmitt-Rodermund, Eva; Terracciano, Antonio

2014-01-01

What role does personality play in the pervasive gender gap in entrepreneurship across the globe? This two-study analysis focuses on self-employment in the working population and underlying gender differences in personality characteristics, thereby considering both single trait dimensions as well as a holistic, configural personality approach. Applying the five-factor model of personality, Study 1, our main study, investigates mediation models in the prediction of self-employment status utilizing self-reported personality data from large-scaled longitudinal datasets collected in the U.S., Germany, the U.K., and Australia (total N = 28,762). Study 2 analyzes (observer-rated) Big Five data collected in 51 cultures (total N = 12,156) to take a more global perspective and to explore the pancultural universality of gender differences in entrepreneurial personality characteristics. Across the four countries investigated in Study 1, none of the major five dimension of personality turned out as a consistent and robust mediator. In contrast, the holistic, configural approach yielded consistent and robust mediation results. Across the four countries, males scored higher on an entrepreneurship-prone personality profile, which in turn predicted self-employment status. These results suggest that gender differences in the intra-individual configuration of personality traits contribute to the gender gap in entrepreneurship across the globe. With the restriction of limited representativeness, the data from Study 2 suggest that the gender difference in the entrepreneurship-prone personality profile (males score higher) is widespread across many cultures, but may not exist in all. The results are discussed with an emphasis on implications for research and practice, which a particular focus on the need for more complex models that incorporate the role of personality.

77 FR 47437 - Agency Information Collection Activities: Proposed Collection; Comments Requested; Employment...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-08

... DEPARTMENT OF JUSTICE [OMB Number 1103-NEW] Agency Information Collection Activities: Proposed Collection; Comments Requested; Employment Reference Questionnaire ACTION: 30-Day Notice of Information Collection Under Review. The Department of Justice (DOJ), Justice Management Division, Human Resources...

77 FR 25749 - Agency Information Collection Activities: Proposed Collection; Comments Requested: Employment...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-01

... DEPARTMENT OF JUSTICE [OMB Number 1103-NEW] Agency Information Collection Activities: Proposed Collection; Comments Requested: Employment Reference Questionnaire ACTION: 60-Day Notice of Information Collection Under Review. The Department of Justice (DOJ), Justice Management Division (JMD), will be...

29 CFR 1640.9 - Processing of complaints or charges of employment discrimination filed with a designated agency...

Code of Federal Regulations, 2012 CFR

2012-07-01

... discrimination filed with a designated agency and either a section 504 agency, the EEOC, or both. 1640.9 Section 1640.9 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION... and either a section 504 agency, the EEOC, or both. (a) Designated agency processing. A designated...

29 CFR 1640.9 - Processing of complaints or charges of employment discrimination filed with a designated agency...

Code of Federal Regulations, 2014 CFR

2014-07-01

... discrimination filed with a designated agency and either a section 504 agency, the EEOC, or both. 1640.9 Section 1640.9 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION... and either a section 504 agency, the EEOC, or both. (a) Designated agency processing. A designated...

29 CFR 1640.9 - Processing of complaints or charges of employment discrimination filed with a designated agency...

Code of Federal Regulations, 2011 CFR

2011-07-01

... discrimination filed with a designated agency and either a section 504 agency, the EEOC, or both. 1640.9 Section 1640.9 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION... and either a section 504 agency, the EEOC, or both. (a) Designated agency processing. A designated...

29 CFR 1640.9 - Processing of complaints or charges of employment discrimination filed with a designated agency...

Code of Federal Regulations, 2010 CFR

2010-07-01

... discrimination filed with a designated agency and either a section 504 agency, the EEOC, or both. 1640.9 Section 1640.9 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION... and either a section 504 agency, the EEOC, or both. (a) Designated agency processing. A designated...

Personality and the Gender Gap in Self-Employment: A Multi-Nation Study

PubMed Central

Obschonka, Martin; Schmitt-Rodermund, Eva; Terracciano, Antonio

2014-01-01

What role does personality play in the pervasive gender gap in entrepreneurship across the globe? This two-study analysis focuses on self-employment in the working population and underlying gender differences in personality characteristics, thereby considering both single trait dimensions as well as a holistic, configural personality approach. Applying the five-factor model of personality, Study 1, our main study, investigates mediation models in the prediction of self-employment status utilizing self-reported personality data from large-scaled longitudinal datasets collected in the U.S., Germany, the U.K., and Australia (total N = 28,762). Study 2 analyzes (observer-rated) Big Five data collected in 51 cultures (total N = 12,156) to take a more global perspective and to explore the pancultural universality of gender differences in entrepreneurial personality characteristics. Across the four countries investigated in Study 1, none of the major five dimension of personality turned out as a consistent and robust mediator. In contrast, the holistic, configural approach yielded consistent and robust mediation results. Across the four countries, males scored higher on an entrepreneurship-prone personality profile, which in turn predicted self-employment status. These results suggest that gender differences in the intra-individual configuration of personality traits contribute to the gender gap in entrepreneurship across the globe. With the restriction of limited representativeness, the data from Study 2 suggest that the gender difference in the entrepreneurship-prone personality profile (males score higher) is widespread across many cultures, but may not exist in all. The results are discussed with an emphasis on implications for research and practice, which a particular focus on the need for more complex models that incorporate the role of personality. PMID:25089706

Striving for group agency: threat to personal control increases the attractiveness of agentic groups.

PubMed

Stollberg, Janine; Fritsche, Immo; Bäcker, Anna

2015-01-01

When their sense of personal control is threatened people try to restore perceived control through the social self. We propose that it is the perceived agency of ingroups that provides the self with a sense of control. In three experiments, we for the first time tested the hypothesis that threat to personal control increases the attractiveness of being part or joining those groups that are perceived as coherent entities engaging in coordinated group goal pursuit (agentic groups) but not of those groups whose agency is perceived to be low. Consistent with this hypothesis we found in Study 1 (N = 93) that threat to personal control increased ingroup identification only with task groups, but not with less agentic types of ingroups that were made salient simultaneously. Furthermore, personal control threat increased a sense of collective control and support within the task group, mediated through task-group identification (indirect effects). Turning to groups people are not (yet) part of, Study 2 (N = 47) showed that personal control threat increased relative attractiveness ratings of small groups as possible future ingroups only when the relative agency of small groups was perceived to be high. Perceived group homogeneity or social power did not moderate the effect. Study 3 (N = 78) replicated the moderating role of perceived group agency for attractiveness ratings of entitative groups, whereas perceived group status did not moderate the effect. These findings extend previous research on group-based control, showing that perceived agency accounts for group-based responses to threatened control.

Striving for group agency: threat to personal control increases the attractiveness of agentic groups

PubMed Central

Stollberg, Janine; Fritsche, Immo; Bäcker, Anna

2015-01-01

When their sense of personal control is threatened people try to restore perceived control through the social self. We propose that it is the perceived agency of ingroups that provides the self with a sense of control. In three experiments, we for the first time tested the hypothesis that threat to personal control increases the attractiveness of being part or joining those groups that are perceived as coherent entities engaging in coordinated group goal pursuit (agentic groups) but not of those groups whose agency is perceived to be low. Consistent with this hypothesis we found in Study 1 (N = 93) that threat to personal control increased ingroup identification only with task groups, but not with less agentic types of ingroups that were made salient simultaneously. Furthermore, personal control threat increased a sense of collective control and support within the task group, mediated through task-group identification (indirect effects). Turning to groups people are not (yet) part of, Study 2 (N = 47) showed that personal control threat increased relative attractiveness ratings of small groups as possible future ingroups only when the relative agency of small groups was perceived to be high. Perceived group homogeneity or social power did not moderate the effect. Study 3 (N = 78) replicated the moderating role of perceived group agency for attractiveness ratings of entitative groups, whereas perceived group status did not moderate the effect. These findings extend previous research on group-based control, showing that perceived agency accounts for group-based responses to threatened control. PMID:26074832

Employment-Related Health Insurance: Federal Agencies' Roles in Meeting Data Needs

PubMed Central

Wiatrowski, William; Harvey, Holly; Levit, Katharine R.

2002-01-01

Employer-sponsored health insurance accounts for almost one-third of all health care spending. As health care cost growth accelerates affecting the availability of employer-sponsored insurance and depth of coverage, the importance of timely and accurate information for measuring and monitoring these changes and formulating policy options increases. Identifying a growing gap between the need for and availability of data to inform policy on employment-related health insurance issues, the Office of Management and Budget (OMB) established a committee of Federal agency representatives to evaluate and advise data collection efforts. This article reports on the committee's current efforts, focusing on evaluation of results from the Medical Expenditure Panel Survey-Insurance Component (MEPS-IC) and the National Compensation Survey (NCS). PMID:12500352

Employment-related health insurance: federal agencies' roles in meeting data needs.

PubMed

Wiatrowski, William; Harvey, Holly; Levit, Katharine R

2002-01-01

Employer-sponsored health insurance accounts for almost one-third of all health care spending. As health care cost growth accelerates affecting the availability of employer-sponsored insurance and depth of coverage, the importance of timely and accurate information for measuring and monitoring these changes and formulating policy options increases. Identifying a growing gap between the need for and availability of data to inform policy on employment-related health insurance issues, the Office of Management and Budget (OMB) established a committee of Federal agency representatives to evaluate and advise data collection efforts. This article reports on the committee's current efforts, focusing on evaluation of results from the Medical Expenditure Panel Survey-Insurance Component (MEPS-IC) and the National Compensation Survey (NCS).

5 CFR 315.711 - Readers, interpreters, and personal assistants serving under Schedule A appointments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... personal assistants serving under Schedule A appointments. (a) Agency authority. An agency may convert noncompetitively to career or career-conditional employment, a reader, interpreter, or personal assistant: (1) Who... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Readers, interpreters, and personal...

5 CFR 315.711 - Readers, interpreters, and personal assistants serving under Schedule A appointments.

Code of Federal Regulations, 2012 CFR

2012-01-01

... personal assistants serving under Schedule A appointments. (a) Agency authority. An agency may convert noncompetitively to career or career-conditional employment, a reader, interpreter, or personal assistant: (1) Who... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Readers, interpreters, and personal...

5 CFR 315.711 - Readers, interpreters, and personal assistants serving under Schedule A appointments.

Code of Federal Regulations, 2013 CFR

2013-01-01

... personal assistants serving under Schedule A appointments. (a) Agency authority. An agency may convert noncompetitively to career or career-conditional employment, a reader, interpreter, or personal assistant: (1) Who... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Readers, interpreters, and personal...

5 CFR 315.711 - Readers, interpreters, and personal assistants serving under Schedule A appointments.

Code of Federal Regulations, 2014 CFR

2014-01-01

... personal assistants serving under Schedule A appointments. (a) Agency authority. An agency may convert noncompetitively to career or career-conditional employment, a reader, interpreter, or personal assistant: (1) Who... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Readers, interpreters, and personal...

5 CFR 315.711 - Readers, interpreters, and personal assistants serving under Schedule A appointments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... personal assistants serving under Schedule A appointments. (a) Agency authority. An agency may convert noncompetitively to career or career-conditional employment, a reader, interpreter, or personal assistant: (1) Who... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Readers, interpreters, and personal...

Employing Persons with Severe Disabilities: Much Work Remains to Be Done

ERIC Educational Resources Information Center

Kennedy, R. Bryan; Harris, Nicole K.

2005-01-01

This article presents statistical data depicting the employment of persons with disabilities at a federal installation using a recruitment intervention designed to increase the presence of persons with disabilities. The data were obtained by reviewing archival recruitment accessions that span 5 years (1999-2003). The organization under study is a…

20 CFR 411.380 - What does a State VR agency do if the State VR agency wants to determine whether a person seeking...

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false What does a State VR agency do if the State VR agency wants to determine whether a person seeking services has a ticket? 411.380 Section 411.380... Vocational Rehabilitation Agencies' Participation Ticket Status § 411.380 What does a State VR agency do if...

20 CFR 411.380 - What does a State VR agency do if the State VR agency wants to determine whether a person seeking...

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false What does a State VR agency do if the State VR agency wants to determine whether a person seeking services has a ticket? 411.380 Section 411.380... Vocational Rehabilitation Agencies' Participation Ticket Status § 411.380 What does a State VR agency do if...

20 CFR 411.380 - What does a State VR agency do if the State VR agency wants to determine whether a person seeking...

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false What does a State VR agency do if the State VR agency wants to determine whether a person seeking services has a ticket? 411.380 Section 411.380... Vocational Rehabilitation Agencies' Participation Ticket Status § 411.380 What does a State VR agency do if...

20 CFR 411.380 - What does a State VR agency do if the State VR agency wants to determine whether a person seeking...

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false What does a State VR agency do if the State VR agency wants to determine whether a person seeking services has a ticket? 411.380 Section 411.380... Vocational Rehabilitation Agencies' Participation Ticket Status § 411.380 What does a State VR agency do if...

20 CFR 411.380 - What does a State VR agency do if the State VR agency wants to determine whether a person seeking...

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false What does a State VR agency do if the State VR agency wants to determine whether a person seeking services has a ticket? 411.380 Section 411.380... Vocational Rehabilitation Agencies' Participation Ticket Status § 411.380 What does a State VR agency do if...

77 FR 72411 - The Standard on Personal Protective Equipment (PPE) for Shipyard Employment; Extension of the...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-05

... Standard on Personal Protective Equipment (PPE) for Shipyard Employment; Extension of the Office of... requirements specified in the Standard on Personal Protective Equipment (PPE) for Shipyard Employment (29 CFR... information collection requirements contained in the Standard on Personal Protective Equipment (PPE) for...

A new approach in measuring graduate employability skills

NASA Astrophysics Data System (ADS)

Zakaria, Mohd Hafiz; Yatim, Bidin; Ismail, Suzilah

2014-06-01

Globalization makes graduate recruitment for an organization becomes more complex because employers believe that a holistic workforce is the key success of an organization. Currently, although graduates are said to possess specific skills but they still lack of employability skills, and this lead to increment of training cost either by government or even employers. Therefore, graduate level of employability skills should be evaluated before entering work market. In this study, a valid and reliable instrument embedding a new approach of measuring employability skills was developed using Situational Judgment Test (SJT). The instrument comprises of twelve (12) items measuring communication skill, professional ethics and morality, entrepreneurial skill, critical thinking in problem solving and personal quality. Instrument's validity was achieved through expert opinion and the reliability (in terms of stability) was based on the Chi-Square for homogeneity test. Generally, the instrument is beneficial to graduates, employers, government agencies, university, and workforce recruitment agencies when evaluating the level of employability skills.

A comparison of consumer-directed and agency-directed personal assistance services programmes.

PubMed

Hagglund, Kristofer; Clark, Mary; Farmer, Janet; Sherman, Ashley

2004-05-06

To compare a consumer-directed personal assistance services (PAS) programme with an agency-directed PAS programme. A convenience sample was used for this cross-sectional study with one data collection point. Outcomes were compared for consumer-directed and agency-directed PAS. Hierarchical regressions were also used to determine the predictors of outcomes across PAS programmes. In-home interviews were conducted by a trained data collector from April 2000 to December 2001. Participants in the consumer-directed programme reported more choices over PAS and satisfaction with PAS. Self-reported outcomes were primarily predicted by the following variables: service arrangement, type of provider, importance of directing PAS, health status, number of personal assistants used in past 12 months, sufficient PAS hours received, and social support. Consumer-directed PAS enhances outcomes for many persons with disabilities. Self-reported outcomes are affected by many factors that could be addressed in PAS programme development.

Personal Agency Inspired by Hardship: Bilingual Latinas as Liberatory Educators

ERIC Educational Resources Information Center

Morales, Amanda R.; Shroyer, M. Gail

2016-01-01

This qualitative multiple case study focused on eleven non-traditional, bilingual, Latinas within a teacher education program. The study explored various factors that influenced participants' desire to pursue and ability to persist as pre-service teachers. The overarching theme identified among participant discourse was personal agency inspired by…

76 FR 42131 - Agency Information Collection Activities: DHS Individual Complaint of Employment Discrimination

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-18

... for all persons, to prohibit discrimination in employment because of race, color, religion, sex... Act (Title VII) (42 U.S.C. 2000e et seq.) (race, color, religion, sex, national origin), the Age Discrimination in Employment Act (ADEA) (29 U.S.C. 621 et seq.) (age), the Equal Pay Act (29 U.S.C. 206(d)) (sex...

Therapist Personal Agency: A Model for Examining the Training Context

ERIC Educational Resources Information Center

Mutchler, Matthew; Anderson, Stephen

2010-01-01

This study reviews the creation and testing of a model of Therapist Personal Agency during MFT training. A model including self-efficacy, trainee developmental level, supervisor working alliance, family of origin relationships, and psychological states was supported by data collected from a national sample of MFT students. The model supported by…

Computers and Communications. Improving the Employability of Persons with Handicaps.

ERIC Educational Resources Information Center

Deitel, Harvey M.

1984-01-01

Reviews applications of computer and communications technologies for persons with visual, hearing, physical, speech, and language impairments, as well as the effects of technologies on transportation, work at home, education, and other aspects affecting the employment of the disabled. (SK)

Vocational Training and Placement of Severely Disabled Persons. Project Employability--Volume 2.

ERIC Educational Resources Information Center

Wehman, Paul, Ed.; Hill, Mark, Ed.

The document presents 12 papers on the vocational training and placement of severely disabled persons based partly on Project Employability, which involves the placement and on the job training of the severely disabled. Titles and authors include: "Placement of Severely Disabled Individuals into Competitive Employment--A Two Year Progress…

Ergonomic intervention for employed persons with rheumatic conditions.

PubMed

Allaire, Saralynn J; Backman, Catherine L; Alheresh, Rawan; Baker, Nancy A

2013-01-01

Prior articles in this series on employment and arthritis have documented the major impact arthritis and other rheumatic conditions have on employment. As expected, physically demanding job tasks, including hand use, are substantial risk factors for work limitation. Computer use has been increasing. People with arthritis may choose occupations involving extensive computer use to avoid occupations with other physical demands. But studies show many people with arthritis conditions have difficulty using computers.Ergonomic assessment and implementation helps relieve the physical and other demands of jobs. The Ergonomic Assessment Tool for Arthritis (EATA) is specifically for people with arthritis conditions. Since the EATA can be conducted off worksite, it is feasible to use with workers not wishing to disclose their condition to their employer. Available research supports the effectiveness of ergonomic intervention as a viable method to reduce work limitation for persons with arthritis. Some workers will need additional vocational intervention to remain employed long term. However, ergonomic intervention is a useful first step, as it promotes awareness of arthritis effects on work activities. Assisting workers with arthritis or other rheumatic conditions to use ergonomics to enhance their ability to work well should be an important aspect of managing these conditions.

[New assessment scale based on the type of person desired by an employer].

PubMed

Sasaki, Kenichi; Toyoda, Hideki

2011-10-01

In many cases, aptitude tests used in the hiring process fail to connect the measurement scale with the emotional type of the person desired by an employer. This experimental study introduced a new measuring method, in which the measurement scale could be adjusted according to the type of person an employer is seeking. Then the effectiveness of this method was verified by comparing the results of an aptitude test utilizing the method and the results of the typical hiring process carried out by the new method in hiring.

Does personality influence job acquisition and tenure in people with severe mental illness enrolled in supported employment programs?

PubMed

Fortin, Guillaume; Lecomte, Tania; Corbière, Marc

2017-06-01

When employment difficulties in people with severe mental illness (SMI) occur, it could be partly linked to issues not specific to SMI, such as personality traits or problems. Despite the fact that personality has a marked influence on almost every aspect of work behavior, it has scarcely been investigated in the context of employment for people with SMI. We aimed to evaluate if personality was more predictive than clinical variables of different competitive work outcomes, namely acquisition of competitive employment, delay to acquisition and job tenure. A sample of 82 people with a SMI enrolled in supported employment programs (SEP) was recruited and asked to complete various questionnaires and interviews. Statistical analyses included logistic regressions and survival analyses (Cox regressions). Prior employment, personality problems and negative symptoms are significantly related to acquisition of a competitive employment and to delay to acquisition whereas the conscientiousness personality trait was predictive of job tenure. Our results point out the relevance of personality traits and problems as predictors of work outcomes in people with SMI registered in SEP. Future studies should recruit larger samples and also investigate these links with other factors related to work outcomes.

5 CFR 736.201 - Responsibilities of OPM and other Federal agencies.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Responsibilities of OPM and other Federal agencies. (a) Unless provided otherwise by law, the investigation of persons entering or employed in the competitive service, or by career appointment in the Senior Executive... employed in the competitive service or by career appointment in the Senior Executive Service. Such requests...

5 CFR 736.201 - Responsibilities of OPM and other Federal agencies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Responsibilities of OPM and other Federal agencies. (a) Unless provided otherwise by law, the investigation of persons entering or employed in the competitive service, or by career appointment in the Senior Executive... employed in the competitive service or by career appointment in the Senior Executive Service. Such requests...

Relationship of Personality and Locus of Control With Employment Outcomes among Participants with Spinal Cord Injury

ERIC Educational Resources Information Center

Krause, James S.; Broderick, Lynne

2006-01-01

We investigated relationships among personality, locus of control, and current post-injury employment status for 1,391 participants with spinal cord injury. Participants with higher internality locus-of-control scores and activity scores (personality) reported more favorable employment outcomes. Higher scores on chance and powerful others (locus…

78 FR 16539 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Personal...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-15

... for OMB Review; Comment Request; Personal Protective Equipment for Shipyard Employment ACTION: Notice... (OSHA) sponsored information collection request (ICR) titled, ``Personal Protective Equipment for... employee uses the appropriate personal protective equipment (PPE) for the eyes, face, head, extremities...

Personal experiences of people with serious mental illness when seeking, obtaining and maintaining competitive employment in Queensland, Australia.

PubMed

Gladman, Beverley; Waghorn, Geoff

2016-02-15

High non-participation in the labour force and unemployment remain challenging for adults with serious mental illness. This study examined the personal experiences of people with serious mental illness when seeking, obtaining and maintaining competitive employment. The aim was to increase understanding of personal experiences of employment and how these experiences can be used to inform the assistance provided in support of clients' competitive employment goals. Qualitative data from a two-year period were thematically analysed from one participating site in a multi-site trial of employment services integrated with public funded community mental health treatment and care. Both positive and negative themes arose. Positive themes included: Aspirations for a better life, receiving feedback on good job performance, employment displacing preoccupation with illness, and employment improving self-esteem and reducing financial stress. Negative themes included stigma experiences, stress, and health difficulties. Both positive and negative experiences did not depend on type of employment service assistance nor key client characteristics such as age, sex, and diagnostic category. Despite its many benefits, employment can also increase the risk of negative personal experiences. These findings suggest that employment service providers could do more to assist people who commence employment, to reduce the risk of negative personal experiences and to enhance the benefits of competitive employment.

77 FR 23228 - Submission for OMB Review; Evaluation of State Vocational Rehabilitation Agency Administration of...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-18

... Agency Administration of Supported Employment Programs SUMMARY: The Vocational Rehabilitation (VR... results in a substantial impediment to employment, who can benefit from VR services for employment, and who require VR services. DATES: Interested persons are invited to submit comments on or before May 18...

5 CFR 2635.503 - Extraordinary payments from former employers.

Code of Federal Regulations, 2010 CFR

2010-01-01

... employers. 2635.503 Section 2635.503 Administrative Personnel OFFICE OF GOVERNMENT ETHICS GOVERNMENT ETHICS STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE EXECUTIVE BRANCH Impartiality in Performing Official.... Waiver authority may be delegated by agency heads to any person who has been delegated authority to issue...

Personalization Versus Customization: The Importance of Agency, Privacy, and Power Usage

ERIC Educational Resources Information Center

Sundar, S. Shyam; Marathe, Sampada S.

2010-01-01

What makes customization so appealing? Is it because the content is tailored or because the user feels greater agency? Study 1 tested these propositions with a news-aggregator Website that was either personalized (system-tailored), customized (user-tailored), or neither. Power users rated content quality higher when it had a customizable…

78 FR 42537 - Agency Information Collection Activities: Online Survey of Web Services Employers; New...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-07-16

...-NEW] Agency Information Collection Activities: Online Survey of Web Services Employers; New... Information Collection: New information collection. (2) Title of the Form/Collection: Online Survey of Web... sector. It is necessary that USCIS obtains data on the E-Verify Program Web Services. Gaining an...

5 CFR 300.705 - Agency action following statement.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Agency action following statement. 300.705 Section 300.705 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT (GENERAL) Statutory Bar to Appointment of Persons Who Fail To Register Under Selective Service Law...

5 CFR 300.705 - Agency action following statement.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Agency action following statement. 300.705 Section 300.705 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT (GENERAL) Statutory Bar to Appointment of Persons Who Fail To Register Under Selective Service Law...

5 CFR 300.705 - Agency action following statement.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Agency action following statement. 300.705 Section 300.705 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT (GENERAL) Statutory Bar to Appointment of Persons Who Fail To Register Under Selective Service Law...

Theory and social practice of agency in combining breastfeeding and employment: A qualitative study among health workers in New Delhi, India.

PubMed

Omer-Salim, Amal; Suri, Shobha; Dadhich, Jai Prakash; Faridi, Mohammad Moonis Akbar; Olsson, Pia

2014-12-01

Women's agency, or intentional actions, in combining breastfeeding and employment is significant for health and labour productivity. Previous research in India showed that mothers use various collaborative strategies to ensure a "good enough" combination of breastfeeding and employment. Bandura's theoretical agency constructs previously applied in various realms could facilitate the exploration of agency in an Indian context. To explore manifestations of agency in combining breastfeeding and employment amongst Indian health workers using Bandura's theoretical constructs of agency and women's experiences. Qualitative semi-structured interviews were conducted with ten women employees within the governmental health sector in New Delhi, India. Both deductive and inductive qualitative content analyses were used. Bandura's features and modes of agency revealed that intentionality is underpinned by knowledge, forethought means being prepared, self-reactiveness includes collaboration and that self-reflectiveness gives perspective. Women's interviews revealed four approaches to agency entitled: 'All within my stride or the knowledgeable navigator'; 'Much harder than expected, but ok overall'; This is a very lonely job'; and 'Out of my control'. Agency features and their elements are complex, dynamic and involve family members. Bandura's theoretical agency constructs are partially useful in this context, but additional social practice constructs of family structure and relationship quality are needed for better correspondence with women's experiences of agency. The variation in individual approaches to agency has implications for supportive health and workplace services. Copyright © 2014 Australian College of Midwives. Published by Elsevier Ltd. All rights reserved.

Community-based training and employment: an effective program for persons with traumatic brain injury.

PubMed

Wall, J R; Niemczura, J G; Rosenthal, M

1998-01-01

Occupational entry is an important issue for persons with disabilities, as many become or remain unemployed after their injury. After traumatic brain injury (TBI), individuals exhibit high unemployment rates, especially those persons with injuries of greater severity, a limited premorbid work history and/or persons from economically disadvantaged backgrounds. Vocational rehabilitation programs have been developed to improve employability. Traditional vocational rehabilitation approaches, based on integrating work skills with cognitive rehabilitation models have proven only minimally effective with TBI. The supported employment model has been demonstrated to be much more effective with this group, as has an approach that combines vocational and psychosocial skills training along with job support. Even with these generally successful approaches, the literature on vocational rehabilitation in clients from economically disadvantaged environments who are diagnosed with TBI is limited. An approach for the economically disadvantaged, which combines work skills training in a real work community along with supported employment is presented.

The cost and benefits of employment: a qualitative study of experiences of persons with multiple sclerosis.

PubMed

Johnson, Kurt L; Yorkston, Kathryn M; Klasner, Estelle R; Kuehn, Carrie M; Johnson, Erica; Amtmann, Dagmar

2004-02-01

To attain a better understanding of the benefits and barriers faced by persons with multiple sclerosis (MS) in the workplace. Qualitative research methodology comprising a series of semistructured interviews. Community-based setting. Fourteen women and 2 men with MS living in the community who were employed or recently employed at the time of interviews. Not applicable. Accounts of personal experiences related to employment. Four themes emerged: the cost-benefit economy of working; fatigue and cognitive changes; stress in the workplace; and accommodations made to address barriers. Although participants valued work highly, they were also aware of the cost of being employed. The consequences of unemployment or changing jobs were considered negative and appeared stressful. For persons with MS, employment had both costs and significant benefits. Accommodations in the workplace and modifications of roles and responsibilities at home made it possible for individuals to continue working. Health care providers must consider the complexity and timing of decisions by people with MS to continue or leave employment before recommending either action. Identifying critical periods of intervention to stabilize this cost-benefit balance is a critical next step for understanding issues of employment and MS.

When Membership Gives Strength to Act: Inclusion of the Group Into the Self and Feeling of Personal Agency.

PubMed

Besta, Tomasz; Mattingly, Brent; Błażek, Magdalena

2016-01-01

Identity fusion theory suggests that merging groups into one's personal identity should result in heightened levels of group agency. Research on the self-expansion model complementarily indicates that including others into the self is linked to a greater feeling of self-efficacy. Across three correlational studies, we examined whether personal and group identity fusion is associated with stronger feelings of personal agency, and we propose that relatively stable feelings of clarity of self-concept would mediate this association. Individuals strongly fused with a country (Studies 1-3) and family (Study 2) exhibited greater feelings of agency and goal-adherence, and self-concept clarity emerged as a significant mediator of this association when controlling for group identification measures.

5 CFR 6801.109 - Prior approval for compensated outside employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SYSTEM SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE BOARD OF GOVERNORS OF THE FEDERAL... designee) and the concurrence of the Board's Designated Agency Ethics Official before engaging in... employment or business relationship involving the provision of personal services by the employee. It includes...

How persons with a neuromuscular disease perceive employment participation: a qualitative study.

PubMed

Minis, Marie-Antoinette H; Satink, Ton; Kinébanian, Astrid; Engels, Josephine A; Heerkens, Yvonne F; van Engelen, Baziel G M; Nijhuis-van der Sanden, Maria W G

2014-03-01

A qualitative study was carried out to understand how people with a slow progressive adult type neuromuscular disease (NMD) perceive employment participation. 16 paid employed persons with NMD were interviewed in open, in-depth interviews. Data were analyzed using the constant comparison method. Four themes were identified in the analyses: (1) Experiences regarding the meaning of work; (2) Solving problems oneself; (3) Reaching a turning point; and (4) Taking into account environmental aspects. Persons with NMD highlighted benefits of staying at work as well as the tension they felt how to shape decisions to handle progressive physical hindrances in job retention. This study shows how participants at work with NMD were challenged to keep up appearances at work and at home, the tension felt around when and if to disclose, the effect of their condition on colleagues and work reorganisation challenges. Participants experienced that disclosure did not always make things better. With increasing disability participants' focus shifted from the importance of assistive products towards considerate colleague, in particular superior's willingness in supporting job retention. Implications for health professionals might include awareness of the significant impact of changes in physical condition on employment. Timely communication and if appropriate referral to a health or occupational professional may empower employees with NMD to handle employment issues at a for themselves appropriate way. Assistive products and a supportive superior might enhance employment participation.

48 CFR 970.0371-8 - Employee disclosure concerning other employment services.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DEPARTMENT OF ENERGY AGENCY SUPPLEMENTARY REGULATIONS DOE MANAGEMENT AND OPERATING CONTRACTS Improper Business Practices and Personal Conflicts of Interest 970.0371-8 Employee disclosure concerning other employment services. (a) Management and operating contractors are responsible for requiring its employees to...

75 FR 28857 - Agency Information Collection (Inquiry Concerning Applicant for Employment) Activities Under OMB...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-24

... Concerning Applicant for Employment) Activities Under OMB Review AGENCY: Office of Human Resources and... Reduction Act (PRA) of 1995 (44 U.S.C. 3501-3521), this notice announces that the Office of Human Resources... OMB Desk Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235...

76 FR 56506 - Agency Information Collection (Complaint of Employment Discrimination) Activity Under OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-13

... (Complaint of Employment Discrimination) Activity Under OMB Review AGENCY: Office of Human Resources and... Reduction Act (PRA) of 1995 (44 U.S.C. 3501-21), this notice announces that the Office of Human Resources... OMB Desk Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235...

Co-Worker Involvement in Employment Programs for Persons with Mental Retardation.

ERIC Educational Resources Information Center

McNair, Jeff

This paper reviews recent literature related to co-worker involvement in non-sheltered community-based employment programs for persons with mental retardation. Discussion of co-worker roles is categorized into six areas: training, associating, befriending, advocating, evaluating, and information giving. Also discussed are other variables…

77 FR 7242 - Agency Information Collection (Contract for Training and Employment): Activity Under OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2012-02-10

... Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC 20503 (202... for Training and Employment): Activity Under OMB Review AGENCY: Veterans Benefits Administration... . Please refer to ``OMB Control No. 2900-0677.'' SUPPLEMENTARY INFORMATION: Title: Contract for Training...

"Walk the Talk": Developing Personal Ethical Agency through a Business Partnership Program

ERIC Educational Resources Information Center

Matherne, Brett P.; Gove, Steve; Forlani, Victor; Janney, Jay J.

2006-01-01

This article proposes a pedagogical approach dedicated to help students develop personal ethical agency--the ability to make decisions that involve ethical dilemmas consistent with an individual's ethical standards and professional standards of practice. The approach presented involves a tripartite gathering of students, business executives, and…

Five-Factor Model of Personality, Work Behavior Self-Efficacy, and Length of Prior Employment for Individuals with Disabilities: An Exploratory Analysis

ERIC Educational Resources Information Center

O'Sullivan, Deirdre; Strauser, David R.; Wong, Alex W. K.

2012-01-01

With the continued lower employment rate for persons with disabilities, researchers are focusing more on barriers to employment that reach beyond functional impairment. Personality and self-efficacy have consistently been important factors when considering employment outcomes for persons without disability; less is known about these factors as…

[A Longitudinal Study on Labour Market Transitions and Sustainability of Employment After Further Training Measures in the Context of Vocational Rehabilitation].

PubMed

Reims, Nancy; Tophoven, Silke

2018-06-01

The study examines employment prospects of persons who participate in further and re-training measures in the context of vocational rehabilitation in the responsibility of the Federal Employment Agency (FEA). Using administrative data of the FEA (RehaPro), we focus on persons completing vocational rehabilitation between 2009 and 2012 (N=21,772). We employ event history analysis to present time and extent of employment transition and their sustainability. By using multivariate analyses, factors for taking up employment are identified. Within 500 days, 70 % of promoted persons gain contributed employment, often directly after rehabilitation. The median for employment duration within the observation period is 670 days. Further training measures are an important opportunity for the re-integration of persons with health limitations in the labour market. © Georg Thieme Verlag KG Stuttgart · New York.

Employer, use of personal protective equipment, and work safety climate: Latino poultry processing workers.

PubMed

Arcury, Thomas A; Grzywacz, Joseph G; Anderson, Andrea M; Mora, Dana C; Carrillo, Lourdes; Chen, Haiying; Quandt, Sara A

2013-02-01

This analysis describes the work safety climate of Latino poultry processing workers and notes differences by worker personal characteristics and employer; describes the use of common personal protective equipment (PPE) among workers; and examines the associations of work safety climate with use of common PPE. Data are from a cross-sectional study of 403 Latino poultry processing workers in western North Carolina. Work safety climate differed little by personal characteristics, but it did differ consistently by employer. Provision of PPE varied; for example, 27.2% of participants were provide with eye protection at no cost, 57.0% were provided with hand protection at no cost, and 84.7% were provided with protective clothing at no cost. PPE use varied by type. Provision of PPE at no cost was associated with lower work safety climate; this result was counter-intuitive. Consistent use of PPE was associated with higher work safety climate. Work safety climate is important for improving workplace safety for immigrant workers. Research among immigrant workers should document work safety climate for different employers and industries, and delineate how work safety climate affects safety behavior and injuries. Copyright © 2012 Wiley Periodicals, Inc.

Factors discriminating employment status following in-patient evaluation among persons with schizophrenia.

PubMed

Lipskaya-Velikovsky, Lena; Kotler, Moshe; Jarus, Tal

2015-01-01

Employment is a key element in recovery from schizophrenia. Yet 60%-80% of people with schizophrenia are not involved in work occupations. Factors influencing employment were explored mostly in community settings, while the recovery process begins already during hospitalization. The aim of the study was to investigate parameters that can distinguish during hospitalization between people with schizophrenia who will work in competitive employment, in sheltered employment or will not work after discharge. The research followed 104 participants from acute hospitalization to the community, six months after discharge, to obtain employment related data. The participants' cognitive abilities, schizophrenia symptoms, and functional capacity were evaluated during hospitalization. In addition, demography and illness related factors were collected. The results indicate that persons with different employment statuses varied in several parameters during hospitalization. However, the most effective discriminant model includes negative symptoms, functional capacity measure and the number of hospitalizations. The study suggests that people with different employment statuses have unique characteristics already during hospitalization. In the future, appropriate rehabilitation programs may be suggested to each group based on these characteristics to promote employment among people with schizophrenia and contribute to recovery.

The influence of re-employment on quality of life and self-rated health, a longitudinal study among unemployed persons in the Netherlands

PubMed Central

2013-01-01

Background Unemployed persons have a poorer health compared with employed persons and unemployment may cause ill health. The aim of this study was to investigate the effect of re-employment on quality of life and health among unemployed persons on social benefits. Methods A prospective study with 18 months follow-up was conducted among unemployed persons (n=4,308) in the Netherlands, receiving either unemployment benefits or social security benefits. Quality of life, self-rated health, and employment status were measured at baseline and every 6 months of follow up with questionnaires. Generalized estimating equations (GEE) modeling was performed to study the influence of re-employment on change in self-rated health and quality of life over time. Results In the study population 29% had a less than good quality of life and 17% had a poor self-rated health. Persons who started with paid employment during the follow-up period were more likely to improve towards a good quality of life (OR 1.76) and a good self-rated health (OR 2.88) compared with those persons who remained unemployed. Up to 6 months after re-employment, every month with paid employment, the likelihood of a good quality of life increased (OR 1.12). Conclusions Starting with paid employment improves quality of life and self-rated health. This suggests that labour force participation should be considered as an important measure to improve health of unemployed persons. Improving possibilities for unemployed persons to find paid employment will reduce socioeconomic inequalities in health. PMID:23706106

76 FR 54248 - Renewal of Agency Information Collection for Verification of Indian Preference for Employment...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-31

... authorized by OMB Control Number 1076-0160, which expires August 31, 2011. DATES: Interested persons are... Number: 1076-0160. Title: Verification of Indian preference for Employment in the BIA and IHS, 25 CFR...

76 FR 30961 - Renewal of Agency Information Collection for Verification of Indian Preference for Employment...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-27

... Number 1076-0160, which expires August 31, 2011. DATES: Interested persons are invited to submit comments... Number: 1076-0160. Title: Verification of Indian preference for Employment in the BIA and IHS, 25 CFR 5...

Self and identity in borderline personality disorder: Agency and mental time travel

PubMed Central

Gold, Natalie

2017-01-01

Abstract We consider how conceptions of the self and identity from the philosophical literature can help us to understand identity disturbance in borderline personality disorder (BPD). We present 3 philosophical approaches: connectedness, narrative, and agency. We show how these map on to 3 different ways in which the self can be temporally extended. The connectedness approach is dominant in philosophy, and the narrative approach has been used by psychiatry, but we argue that the lesser‐known agency approach provides a promising way to theorize some aspects of identity disturbance in BPD. It relates the 2 diagnostic criteria of identity disturbance and disinhibition and is consistent with evidence of memory deficits and altered self‐processing in BPD patients. PMID:28544126

Recruiting Trends 1993-94. A Study of Businesses, Industries, and Governmental Agencies Employing New College Graduates.

ERIC Educational Resources Information Center

Scheetz, L. Patrick

This report examines job market trends for new college graduates based on a survey of 618 organizations (businesses, industries, manufacturing organizations, service sector employers, government agencies and military services. Topics considered include: (1) anticipated changes in hiring trends for new college graduates, (2) changes in campus…

76 FR 16043 - Agency Information Collection (Department of Veterans Affairs Acquisition Regulations Clause 852...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-22

... contracts for the acquisition of non-personal health care services. It requires the bidder/offeror prior to... Acquisition Regulation Clause 52.207-3, Right of First Refusal of Employment. An agency may not conduct or...

Persons Living with HIV/AIDS: Employment as a Social Determinant of Health

ERIC Educational Resources Information Center

Hergenrather, Kenneth C.; Zeglin, Robert J.; Conyers, Liza; Misrok, Mark; Rhodes, Scott D.

2016-01-01

Purpose: For persons living with HIV/AIDS (PLWHA), the advent of highly active antiretroviral therapy has increased their longevity and quality of life. As HIV progresses, many PLWHA present declined domains of functioning that impede their ability to work. The authors explore employment as a social determinant of health to identify issues…

49 CFR 40.26 - What form must an employer use to report Management Information System (MIS) data to a DOT agency?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false What form must an employer use to report Management Information System (MIS) data to a DOT agency? 40.26 Section 40.26 Transportation Office of the... Employer Responsibilities § 40.26 What form must an employer use to report Management Information System...

49 CFR 40.26 - What form must an employer use to report Management Information System (MIS) data to a DOT agency?

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 1 2011-10-01 2011-10-01 false What form must an employer use to report Management Information System (MIS) data to a DOT agency? 40.26 Section 40.26 Transportation Office of the... Employer Responsibilities § 40.26 What form must an employer use to report Management Information System...

49 CFR 40.26 - What form must an employer use to report Management Information System (MIS) data to a DOT agency?

Code of Federal Regulations, 2014 CFR

2014-10-01

... 49 Transportation 1 2014-10-01 2014-10-01 false What form must an employer use to report Management Information System (MIS) data to a DOT agency? 40.26 Section 40.26 Transportation Office of the... Employer Responsibilities § 40.26 What form must an employer use to report Management Information System...

49 CFR 40.26 - What form must an employer use to report Management Information System (MIS) data to a DOT agency?

Code of Federal Regulations, 2013 CFR

2013-10-01

... 49 Transportation 1 2013-10-01 2013-10-01 false What form must an employer use to report Management Information System (MIS) data to a DOT agency? 40.26 Section 40.26 Transportation Office of the... Employer Responsibilities § 40.26 What form must an employer use to report Management Information System...

49 CFR 40.26 - What form must an employer use to report Management Information System (MIS) data to a DOT agency?

Code of Federal Regulations, 2012 CFR

2012-10-01

... 49 Transportation 1 2012-10-01 2012-10-01 false What form must an employer use to report Management Information System (MIS) data to a DOT agency? 40.26 Section 40.26 Transportation Office of the... Employer Responsibilities § 40.26 What form must an employer use to report Management Information System...

Advancing Collaboration between School- and Agency-Employed School-Based Social Workers: A Mixed-Methods Comparison of Competencies and Preparedness

ERIC Educational Resources Information Center

Bronstein, Laura R.; Ball, Annahita; Mellin, Elizabeth A.; Wade-Mdivanian, Rebecca; Anderson-Butcher, Dawn

2011-01-01

The purpose of this article is to share results of a mixed-methods research study designed to shed light on similarities and differences between school-employed and agency-employed school-based social workers' preparation and practice as a precursor for collaboration in expanded school mental health. Online survey data from a national sample of…

Hopes for the Future: Demographic and Personal Resources Associated with Self-Perceived Employability and Actual Employment among Senior Year Students

ERIC Educational Resources Information Center

Kasler, Jonathan; Zysberg, Leehu; Harel, Nofar

2017-01-01

Undergraduates approaching completion of their studies may embrace the prospect of entry into the world of work as a challenge or conversely, may view it with trepidation. This study explores three major personal resources that may be associated with how young undergraduates view their future employability: perceived hope, grit and emotional…

Community Based Competitive Employment Preparation of Developmentally Disabled Persons: A Program Description and Evaluation.

ERIC Educational Resources Information Center

Stodden, Robert A.; Browder, Phyllis Meighen

1986-01-01

Success in competitive employment placement of a demonstration project serving 53 persons with developmental disabilities is associated with three factors: (1) training approach and methodology; (2) program management; and (3) trainee characteristics. (CL)

Employment and absenteeism in working-age persons with multiple sclerosis.

PubMed

Salter, Amber; Thomas, Nina; Tyry, Tuula; Cutter, Gary; Marrie, Ruth Ann

2017-05-01

To better understand the impact of the clinical course of multiple sclerosis (MS) and disability on employment, absenteeism, and related factors. This study included respondents to the North American Research Committee on Multiple Sclerosis Registry spring 2015 update survey who were US or Canadian residents, aged 18-65 years and reported having relapsing-remitting MS (RRMS), secondary progressive MS (SPMS), or primary progressive MS (PPMS). The RRMS and SPMS participants were combined to form the relapsing-onset MS (RMS) group and compared with the PPMS group regarding employment status, absenteeism, and disability. Multivariable logistic regression was used to examine the relationship between employment-related outcomes and factors that may affect these relationships. Of the 8004 survey respondents, 5887 (73.6%) were 18-65 years of age. The PPMS group (n = 344) had a higher proportion of males and older mean age at the time of the survey and at time of diagnosis than the RMS group (n = 4829). Female sex, age, age at diagnosis, cognitive and hand function impairment, fatigue, higher disability levels, ≥3 comorbidities, and a diagnosis of PPMS were associated with not working. After adjustment for disability, the employed PPMS sub-group reported similar levels of absenteeism to the employed RMS sub-group. Limitations of the study include self-report of information and the possibility that participants may not fully represent the working-age MS population. In MS, employment status and absenteeism are negatively affected by disability, cognitive impairment, and fatigue. These findings underscore the need for therapies that prevent disability progression and other symptoms that negatively affect productivity in persons with MS to enable them to persist in the workforce.

Service patterns related to successful employment outcomes of persons with traumatic brain injury in vocational rehabilitation.

PubMed

Catalano, Denise; Pereira, Ana Paula; Wu, Ming-Yi; Ho, Hanson; Chan, Fong

2006-01-01

This study analyzed the Rehabilitation Services Administration (RSA) case service report (RSA-911) data for fiscal year 2004 to examine effects of demographic characteristics, work disincentives, and vocational rehabilitation services patterns on employment outcomes of persons with traumatic brain injuries (TBI). The results indicated that European Americans (53%) had appreciably higher competitive employment rates than Native American (50%), Asian Americans (44%), African Americans (42%), and Hispanic/Latino Americans (41%). Clients without co-occurring psychiatric disabilities had a higher employment rate (51%) than those with psychiatric disabilities (45%). Clients without work disincentives showed better employment outcomes (58%) than those with disincentives (45%). An important finding from this analysis was the central role of job search assistance, job placement assistance, and on-the-job support services for persons with TBI in predicting employment outcomes. A data mining technique, the exhaustive CHAID analysis, was used to examine the interaction effects of race, gender, work disincentives and service variables on employment outcomes. The results indicated that the TBI clients in this study could be segmented into 29 homogeneous subgroups with employment rates ranging from a low of 11% to a high of 82%, and these differences can be explained by differences in work disincentives, race, and rehabilitation service patterns.

17 CFR 229.1009 - (Item 1009) Persons/assets, retained, employed, compensated or used.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 17 Commodity and Securities Exchanges 2 2011-04-01 2011-04-01 false (Item 1009) Persons/assets, retained, employed, compensated or used. 229.1009 Section 229.1009 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION STANDARD INSTRUCTIONS FOR FILING FORMS UNDER SECURITIES ACT OF 1933...

17 CFR 229.1009 - (Item 1009) Persons/assets, retained, employed, compensated or used.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false (Item 1009) Persons/assets, retained, employed, compensated or used. 229.1009 Section 229.1009 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION STANDARD INSTRUCTIONS FOR FILING FORMS UNDER SECURITIES ACT OF 1933...

17 CFR 229.1009 - (Item 1009) Persons/assets, retained, employed, compensated or used.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 17 Commodity and Securities Exchanges 3 2014-04-01 2014-04-01 false (Item 1009) Persons/assets, retained, employed, compensated or used. 229.1009 Section 229.1009 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION STANDARD INSTRUCTIONS FOR FILING FORMS UNDER SECURITIES ACT OF 1933...

17 CFR 229.1009 - (Item 1009) Persons/assets, retained, employed, compensated or used.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 17 Commodity and Securities Exchanges 2 2013-04-01 2013-04-01 false (Item 1009) Persons/assets, retained, employed, compensated or used. 229.1009 Section 229.1009 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION STANDARD INSTRUCTIONS FOR FILING FORMS UNDER SECURITIES ACT OF 1933...

17 CFR 229.1009 - (Item 1009) Persons/assets, retained, employed, compensated or used.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 17 Commodity and Securities Exchanges 2 2012-04-01 2012-04-01 false (Item 1009) Persons/assets, retained, employed, compensated or used. 229.1009 Section 229.1009 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION STANDARD INSTRUCTIONS FOR FILING FORMS UNDER SECURITIES ACT OF 1933...

Contract Procedure in an Agency Separated Products Explanation and Applied Process for Protection of the Personal Information

NASA Astrophysics Data System (ADS)

Terahama, Yukinori; Takahashi, Yoshiyasu; Suzuki, Shigeru; Kinukawa, Hiroshi

Recent years, maintenance of corporate soundness and compliance with the law and corporate ethics are getting more significant in the insurance industry, regardless of life insurance. In the other hand, division of production and distribution is increasing. Therefore the problem of compliance with an agency is getting more significant. We propose a contract procedure in an agency separated products explanation and applied process for protection of the personal information. Our proposed procedure protects the personal information of the contractor and supports the compliance observance for contracts with the background texture watermarks and the redactable signature. We have developed a prototype system of the solution to check its feasibility.

Predictive Analytics for City Agencies: Lessons from Children's Services.

PubMed

Shroff, Ravi

2017-09-01

Many municipal agencies maintain detailed and comprehensive electronic records of their interactions with citizens. These data, in combination with machine learning and statistical techniques, offer the promise of better decision making, and more efficient and equitable service delivery. However, a data scientist employed by an agency to implement these techniques faces numerous and varied choices that cumulatively can have significant real-world consequences. The data scientist, who may be the only person at an agency equipped to understand the technical complexity of a predictive algorithm, therefore, bears a good deal of responsibility in making judgments. In this perspective, I use a concrete example from my experience of working with New York City's Administration for Children's Services to illustrate the social and technical tradeoffs that can result from choices made in each step of data analysis. Three themes underlie these tradeoffs: the importance of frequent communication between the data scientist, agency leadership, and domain experts; the agency's resources and organizational constraints; and the necessity of an ethical framework to evaluate salient costs and benefits. These themes inform specific recommendations that I provide to guide agencies that employ data scientists and rely on their work in designing, testing, and implementing predictive algorithms.

Employment at Closure Is Associated with Enhanced Quality of Life and Subjective Well-Being for Persons with Spinal Cord Injuries

ERIC Educational Resources Information Center

Chapin, Martha H.; Holbert, Donald

2010-01-01

This study assessed whether persons with spinal cord injuries who had been successfully rehabilitated into employment following receipt of rehabilitation services had better quality of life and subjective well-being than the unsuccessfully rehabilitated who did not obtain employment following receipt of rehabilitation services. Persons who were…

First Person Perspective of Seated Participants Over a Walking Virtual Body Leads to Illusory Agency Over the Walking.

PubMed

Kokkinara, Elena; Kilteni, Konstantina; Blom, Kristopher J; Slater, Mel

2016-07-01

Agency, the attribution of authorship to an action of our body, requires the intention to carry out the action, and subsequently a match between its predicted and actual sensory consequences. However, illusory agency can be generated through priming of the action together with perception of bodily action, even when there has been no actual corresponding action. Here we show that participants can have the illusion of agency over the walking of a virtual body even though in reality they are seated and only allowed head movements. The experiment (n = 28) had two factors: Perspective (1PP or 3PP) and Head Sway (Sway or NoSway). Participants in 1PP saw a life-sized virtual body spatially coincident with their own from a first person perspective, or the virtual body from third person perspective (3PP). In the Sway condition the viewpoint included a walking animation, but not in NoSway. The results show strong illusions of body ownership, agency and walking, in the 1PP compared to the 3PP condition, and an enhanced level of arousal while the walking was up a virtual hill. Sway reduced the level of agency. We conclude with a discussion of the results in the light of current theories of agency.

Competitive Employment for Persons with Mental Retardation: From Research to Practice. Volume I.

ERIC Educational Resources Information Center

Wehman, Paul, Ed.; Hill, Janet W., Ed.

Twenty-one papers address issues related to competitive employment of persons with mental retardation. The papers are grouped into four distinct sections having the following headings: general papers, transition from school to work, parent involvement, and behavioral training strategies. The individual papers are as follows: "Critical Values in…

Public health workforce employment in US public and private sectors.

PubMed

Kennedy, Virginia C

2009-01-01

The purpose of this study was to describe the number and distribution of 26 administrative, professional, and technical public health occupations across the array of US governmental and nongovernmental industries. This study used data from the Occupational Employment Statistics program of the US Bureau of Labor Statistics. For each occupation of interest, the investigator determined the number of persons employed in 2006 in five industries and industry groups: government, nonprofit agencies, education, healthcare, and all other industries. Industry-specific employment profiles varied from one occupation to another. However, about three-fourths of all those engaged in these occupations worked in the private healthcare industry. Relatively few worked in nonprofit or educational settings, and less than 10 percent were employed in government agencies. The industry-specific distribution of public health personnel, particularly the proportion employed in the public sector, merits close monitoring. This study also highlights the need for a better understanding of the work performed by public health occupations in nongovernmental work settings. Finally, the Occupational Employment Statistics program has the potential to serve as an ongoing, national data collection system for public health workforce information. If this potential was realized, future workforce enumerations would not require primary data collection but rather could be accomplished using secondary data.

Are there any upticks in federally employed women and minorities in STEM at the leading U.S. science agencies?

NASA Astrophysics Data System (ADS)

Young, A. H.; Carlis, D. L.; Melendez Alvira, D. J.

2017-12-01

Management Directive 715 (MD-715) requires each federal agency or bureau to report annually on the status of activities undertaken pursuant to its equal employment opportunity program under Title VII and the Rehabilitation Act. Each bureau's report must include a plan to identify steps it will take in the future to correct deficiencies or barriers identified in the preparation of their MD-715 report. This study evaluates MD-715 data for 2004-2016 from federal science agencies (NASA, NOAA, NIH, NSF, and DOE) to outline and assess any growth or declines in federally employed women and minorities working in the reported major occupation job series that center on Science, Technology, Engineering, and Mathematics (STEM). The study group is statistically compared to federally employed white male populations and likewise groups within the civilian labor force. The goal of this evaluation is to determine what (if any) factors and/or policies have led to upticks in the employment and advancements of women and minorities in STEM at each bureau and to highlight the details of the MD-715 reports that may have contributed to these successes.

Self and identity in borderline personality disorder: Agency and mental time travel.

PubMed

Gold, Natalie; Kyratsous, Michalis

2017-10-01

We consider how conceptions of the self and identity from the philosophical literature can help us to understand identity disturbance in borderline personality disorder (BPD). We present 3 philosophical approaches: connectedness, narrative, and agency. We show how these map on to 3 different ways in which the self can be temporally extended. The connectedness approach is dominant in philosophy, and the narrative approach has been used by psychiatry, but we argue that the lesser-known agency approach provides a promising way to theorize some aspects of identity disturbance in BPD. It relates the 2 diagnostic criteria of identity disturbance and disinhibition and is consistent with evidence of memory deficits and altered self-processing in BPD patients. © 2017 The Authors. Journal of Evaluation in Clinical Practice Published by John Wiley & Sons Ltd.

Employer's Manual on Affirmative Action in Employment.

ERIC Educational Resources Information Center

Kentucky State Commission on Human Rights, Frankfort.

The express purpose of this manual is for its use by business and industry in Kentucky as an aid to eliminate discrimination. Affirmative action is defined here as a comprehensive effort by an employer designed to: employ women and minority persons where they are under-utilized; include minority persons and women in all facets of the company's…

Self-determined, but not non-self-determined, motivation predicts activations in the anterior insular cortex: an fMRI study of personal agency

PubMed Central

Reeve, Johnmarshall

2013-01-01

Neuroscientific studies on agency focus rather exclusively on the notion of who initiates and regulates actions, not on the notion of why the person does. The present study focused on the latter to investigate two different reasons underlying personal agency. Using event-related functional magnetic resonance imaging, we scanned 16 healthy human subjects while they imagined the enactment of volitional, agentic behavior on the same task but either for a self-determined and intrinsically motivated reason or for a non-self-determined and extrinsically motivated reason. Results showed that the anterior insular cortex (AIC), known to be related to the sense of agency, was more activated during self-determined behavior while the angular gyrus, known to be related to the sense of loss of agency, was more activated during non-self-determined behavior. Furthermore, AIC activities during self-determined behavior correlated highly with participants’ self-reported intrinsic satisfactions. We conclude that self-determined behavior is more agentic than is non-self-determined behavior and that personal agency arises only during self-determined, intrinsically motivated action. PMID:22451482

Self-determined, but not non-self-determined, motivation predicts activations in the anterior insular cortex: an fMRI study of personal agency.

PubMed

Lee, Woogul; Reeve, Johnmarshall

2013-06-01

Neuroscientific studies on agency focus rather exclusively on the notion of who initiates and regulates actions, not on the notion of why the person does. The present study focused on the latter to investigate two different reasons underlying personal agency. Using event-related functional magnetic resonance imaging, we scanned 16 healthy human subjects while they imagined the enactment of volitional, agentic behavior on the same task but either for a self-determined and intrinsically motivated reason or for a non-self-determined and extrinsically motivated reason. Results showed that the anterior insular cortex (AIC), known to be related to the sense of agency, was more activated during self-determined behavior while the angular gyrus, known to be related to the sense of loss of agency, was more activated during non-self-determined behavior. Furthermore, AIC activities during self-determined behavior correlated highly with participants' self-reported intrinsic satisfactions. We conclude that self-determined behavior is more agentic than is non-self-determined behavior and that personal agency arises only during self-determined, intrinsically motivated action.

The benefits of paid employment among persons with common mental health problems: evidence for the selection and causation mechanism.

PubMed

Schuring, Merel; Robroek, Suzan Jw; Burdorf, Alex

2017-11-01

Objectives The aims of this study were to (i) investigate the impact of paid employment on self-rated health, self-esteem, mastery, and happiness among previously unemployed persons with common mental health problems, and (ii) determine whether there are educational inequalities in these effects. Methods A quasi-experimental study was performed with a two-year follow-up period among unemployed persons with mental health problems. Eligible participants were identified at the social services departments of five cities in The Netherlands when being diagnosed with a common mental disorder, primarily depression and anxiety disorders, in the past 12 months by a physician (N=749). Employment status (defined as paid employment for ≥12 hours/week), mental health [Short Form 12 (SF-12)], physical health (SF-12), self-esteem, mastery, and happiness were measured at baseline, after 12 months and 24 months. The repeated-measurement longitudinal data were analyzed using a hybrid method, combining fixed and random effects. The regression coefficient was decomposed into between- and within-individual associations, respectively. Results The between-individuals associations showed that persons working ≥12 hours per week reported better mental health (b=26.7, SE 5.1), mastery (b=2.7, SE 0.6), self-esteem (b=5.7, SE 1.1), physical health (b=14.6, SE 5.6) and happiness (OR 7.7, 95% CI 2.3-26.4). The within-individual associations showed that entering paid employment for ≥12 hours per week resulted in better mental health (b=16.3, SE 3.4), mastery (b=1.7, SE 0.4), self-esteem (b=3.4, SE 0.7), physical health (b=9.8, SE 2.9), and happiness (OR 3.1, 95% CI 1.4-6.9). Among intermediate- and high-educated persons, entering paid employment had significantly larger effect on mental health than among low-educated persons. Conclusions This study provides evidence that entering paid employment has a positive impact on self-reported health; thus work should be considered as an important

Legal protection of the right to work and employment for persons with mental health problems: a review of legislation across the world.

PubMed

Nardodkar, Renuka; Pathare, Soumitra; Ventriglio, Antonio; Castaldelli-Maia, João; Javate, Kenneth R; Torales, Julio; Bhugra, Dinesh

2016-08-01

The right to work and employment is indispensable for social integration of persons with mental health problems. This study examined whether existing laws pose structural barriers in the realization of right to work and employment of persons with mental health problems across the world. It reviewed disability-specific, human rights legislation, and labour laws of all UN Member States in the context of Article 27 of the UN Convention on the Rights of Persons with Disabilities (CRPD). It wes found that laws in 62% of countries explicitly mention mental disability/impairment/illness in the definition of disability. In 64% of countries, laws prohibit discrimination against persons with mental health during recruitment; in one-third of countries laws prohibit discontinuation of employment. More than half (56%) the countries have laws in place which offer access to reasonable accommodation in the workplace. In 59% of countries laws promote employment of persons with mental health problems through different affirmative actions. Nearly 50 years after the adoption of the International Covenant on Economic, Social, and Cultural Rights and 10 years after the adoption of CRPD by the UN General Assembly, legal discrimination against persons with mental health problems continues to exist globally. Countries and policy-makers need to implement legislative measures to ensure non-discrimination of persons with mental health problems during employment.

77 FR 31438 - Agency Information Collection Activities: Proposed Information Collection; Submission for OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-25

... institution regulated by the FCA (Agency-regulated institutions) who engages in the business of a residential... easily accessible information at no charge regarding the employment history of, and the publicly... (2) personal history and experience, including authorization for the Registry to obtain information...

29 CFR 1607.10 - Employment agencies and employment services.

Code of Federal Regulations, 2010 CFR

2010-07-01

... request such validation or has requested the use of some lesser standard of validation than is provided in... in the possession of the employer, it should obtain and have available such information. ...

40 CFR 12.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employment. 12.140 Section 12.140... IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE ENVIRONMENTAL PROTECTION AGENCY § 12.140 Employment. No... employment under any program or activity conducted by the agency. The definitions, requirements, and...

31 CFR 560.419 - U.S. employment of persons ordinarily resident in Iran.

Code of Federal Regulations, 2013 CFR

2013-07-01

... resident in Iran. 560.419 Section 560.419 Money and Finance: Treasury Regulations Relating to Money and... SANCTIONS REGULATIONS Interpretations § 560.419 U.S. employment of persons ordinarily resident in Iran. The prohibitions in § 560.201 make it unlawful to hire an Iranian national ordinarily resident in Iran to come to...

31 CFR 560.419 - U.S. employment of persons ordinarily resident in Iran.

Code of Federal Regulations, 2014 CFR

2014-07-01

... resident in Iran. 560.419 Section 560.419 Money and Finance: Treasury Regulations Relating to Money and... SANCTIONS REGULATIONS Interpretations § 560.419 U.S. employment of persons ordinarily resident in Iran. The prohibitions in § 560.201 make it unlawful to hire an Iranian national ordinarily resident in Iran to come to...

Missing persons-missing data: the need to collect antemortem dental records of missing persons.

PubMed

Blau, Soren; Hill, Anthony; Briggs, Christopher A; Cordner, Stephen M

2006-03-01

The subject of missing persons is of great concern to the community with numerous associated emotional, financial, and health costs. This paper examines the forensic medical issues raised by the delayed identification of individuals classified as "missing" and highlights the importance of including dental data in the investigation of missing persons. Focusing on Australia, the current approaches employed in missing persons investigations are outlined. Of particular significance is the fact that each of the eight Australian states and territories has its own Missing Persons Unit that operates within distinct state and territory legislation. Consequently, there is a lack of uniformity within Australia about the legal and procedural framework within which investigations of missing persons are conducted, and the interaction of that framework with coronial law procedures. One of the main investigative problems in missing persons investigations is the lack of forensic medical, particularly, odontological input. Forensic odontology has been employed in numerous cases in Australia where identity is unknown or uncertain because of remains being skeletonized, incinerated, or partly burnt. The routine employment of the forensic odontologist to assist in missing person inquiries, has however, been ignored. The failure to routinely employ forensic odontology in missing persons inquiries has resulted in numerous delays in identification. Three Australian cases are presented where the investigation of individuals whose identity was uncertain or unknown was prolonged due to the failure to utilize the appropriate (and available) dental resources. In light of the outcomes of these cases, we suggest that a national missing persons dental records database be established for future missing persons investigations. Such a database could be easily managed between a coronial system and a forensic medical institute. In Australia, a national missing persons dental records database could be

Employment Discrimination against Cancer Victims and the Handicapped. Hearing before the Subcommittee on Employment Opportunities of the Committee on Education and Labor. House of Representatives, Ninety-Ninth Congress, First Session on H.R. 370 and H.R. 1294 to Amend Title VII of the Civil Rights Act of 1964.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Committee on Education and Labor.

The 1985 Congressional hearing focused on amending Title VII of the 1964 Civil Rights Act to outlaw discrimination against handicapped persons and employment discrimination against persons with a history of cancer. Statements are presented from agency officials, policy analysts, medical staff, attorneys, and public officials. In addition, prepared…

31 CFR 560.419 - U.S. employment of persons normally located in Iran.

Code of Federal Regulations, 2012 CFR

2012-07-01

... located in Iran. 560.419 Section 560.419 Money and Finance: Treasury Regulations Relating to Money and... REGULATIONS Interpretations § 560.419 U.S. employment of persons normally located in Iran. The prohibitions in § 560.201 make it unlawful to hire an Iranian national normally located in Iran to come to the United...

31 CFR 560.419 - U.S. employment of persons normally located in Iran.

Code of Federal Regulations, 2010 CFR

2010-07-01

... located in Iran. 560.419 Section 560.419 Money and Finance: Treasury Regulations Relating to Money and... REGULATIONS Interpretations § 560.419 U.S. employment of persons normally located in Iran. The prohibitions in § 560.201 make it unlawful to hire an Iranian national normally located in Iran to come to the United...

31 CFR 560.419 - U.S. employment of persons normally located in Iran.

Code of Federal Regulations, 2011 CFR

2011-07-01

... located in Iran. 560.419 Section 560.419 Money and Finance: Treasury Regulations Relating to Money and... REGULATIONS Interpretations § 560.419 U.S. employment of persons normally located in Iran. The prohibitions in § 560.201 make it unlawful to hire an Iranian national normally located in Iran to come to the United...

Job Endings and Work Trajectories of Persons Receiving Supported Employment and Cognitive Remediation.

PubMed

Teixeira, Carina; Mueser, Kim T; Rogers, E Sally; McGurk, Susan R

2018-05-02

This study examined job endings and work trajectories among participants in a study comparing the effects of adding cognitive remediation to supported employment among individuals who had not benefited from supported employment. Data were from a controlled trial of 107 persons with serious mental illness enrolled in supported employment but who had not obtained or sustained competitive work. Participants were randomly assigned to enhanced supported employment only (with employment specialists trained to recognize cognitive difficulties and teach coping strategies) or to the Thinking Skills for Work program (enhanced supported employment plus cognitive remediation). For the 52 participants who worked, the two groups were compared on types of job endings, reasons for job endings, successful versus unsuccessful jobs, and work trajectories over the two-year study period. The two groups did not differ in types of job ending, although participants in Thinking Skills for Work were less likely than those in enhanced supported employment only to cite dissatisfaction with the job as a reason for the job ending. Participants in Thinking Skills for Work were also less likely to have an overall unsuccessful work trajectory, more likely to have only successful jobs, and more likely to be employed at the end of the study. The Thinking Skills for Work program appeared to help participants who had not benefited from supported employment stick with and master their jobs more effectively than those in enhanced supported employment only, resulting in better work trajectories over the course of the study.

[Impact of the labour market on vocational retraining centre participants' return to work: a study on employment agencies level].

PubMed

Hetzel, C; Flach, T; Schmidt, C

2012-08-01

This paper is aimed at identifying labour market factors impacting vocational retraining centre participants' return to work on Employment Agencies level and at comparing results to unemployed people's return to work (Social Code Book III). Databases are regional return to work rates of 2006 graduates, selected labour market indicators 2007, and the 2007 labour market classification of the Institute for Employment Research (IAB). The n = 75 Employment Agency districts where 74.5 % of the participants followed-up lived were analyzed using analyses of variance and multiple loglinear regression. Compared to the unemployment context (Social Code Book III), the impact of the labour market is much lower and less complex. In the multiple model, the regional unemployment rate and the regional tertiarization rate (size of the service sector) are found to be significant and superior to the IAB-classification. Hence, participants' return to work is less dependent on labour market conditions than unemployed people's return to work (Social Code Book III). © Georg Thieme Verlag KG Stuttgart · New York.

Organizational culture, climate and person-environment fit: Relationships with employment outcomes for mental health consumers.

PubMed

Kirsh, Bonnie

2000-01-01

Although the effects of organizational culture, climate and person-environment fit have been widely studied in the general population, little research exists in this area regarding consumers of mental health services. This research focuses on organizational culture, climate and person-environment fit and their relationship to employment outcomes for mental health consumers. It also examines specific components of organizational culture which are both desired and perceived by mental health consumers. Thirty-six (N=36) consumers were recruited into one of two groups: individuals who were employed at the time of the study and those who had recently left their jobs. Instruments used were the Workplace Climate Questionnaire (WCQ) and the Organizational Culture Profile (OCP). Significant differences were found between groups along the dimensions of organizational culture/climate and person-environment fit. Although few differences were found between groups with regards to desired workplace characteristics, many differences in perceived characteristics were found. The findings point to the importance of assessing the organizational culture/climate and its congruence with individuals' value systems as part of the work integration process.

22 CFR 3.8 - Approval of retention of gifts or decorations with employing agency for official use.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Approval of retention of gifts or decorations with employing agency for official use. 3.8 Section 3.8 Foreign Relations DEPARTMENT OF STATE GENERAL GIFTS AND DECORATIONS FROM FOREIGN GOVERNMENTS § 3.8 Approval of retention of gifts or decorations with...

Personality and Employment Transitions at Older Ages: Direct and Indirect Effects through Non-Monetary Job Characteristics

PubMed Central

Angrisani, Marco; Hurd, Michael D.; Meijer, Erik; Parker, Andrew M.; Rohwedder, Susann

2017-01-01

We study whether individuals with different personality traits systematically exhibit different retirement trajectories. We find weak direct associations between personality and employment transitions. On the other hand, personality does contribute indirectly to these transitions by moderating the effects of non-monetary job characteristics. Specifically, workers with different traits are observed to follow different retirement paths when faced with similar physical demands, computer skills requirements, job flexibility and age discrimination in the workplace. Contrary to other economic domains, conscientiousness does not have the strongest association with retirement; the other components of the Big Five personality traits show more salient patterns. PMID:28890652

Social, Personal and Educational Constraints on Access to Employment among Groups at Risk of Social Exclusion: Contributions from an Employment Observatory

ERIC Educational Resources Information Center

Anuncibay, Raquel de la Fuente

2007-01-01

One of the challenges raised by proactive employment policies centres on redressing inequalities that are not solely of an economic nature, as others may also be added of a social and ethnic nature as well as personal, cultural and educational aspects. This article analyses the situation in which groups at risk of social exclusion find themselves…

Obsessional personality features in employed Japanese adults with a lifetime history of depression: assessment by the Munich Personality Test (MPT).

PubMed

Sakado, K; Sakado, M; Seki, T; Kuwabara, H; Kojima, M; Sato, T; Someya, T

2001-06-01

Although a number of studies have reported on the association between obsessional personality features as measured by the Munich Personality Test (MPT) "Rigidity" scale and depression, there has been no examination of these relationships in a non-clinical sample. The dimensional scores on the MPT were compared between subjects with and without lifetime depression, using a sample of employed Japanese adults. The odds ratio for suffering from lifetime depression was estimated by multiple logistic regression analysis. To diagnose a lifetime history of depression, the Inventory to Diagnose Depression, Lifetime version (IDDL) was used. The subjects with lifetime depression scored significantly higher on the "Rigidity" scale than the subjects without lifetime depression. In our logistic regression analysis, three risk factors were identified as each independently increasing a person's risk for suffering from lifetime depression: higher levels of "Rigidity", being of the female gender, and suffering from current depressive symptoms. The MPT "Rigidity" scale is a sensitive measure of personality features that occur with depression.

Evaluating the Role of Job Site Supervisors in the Long-Term Employment of Persons with Severe Disabilities.

ERIC Educational Resources Information Center

Rusch, Frank R.; And Others

The purpose of this study was to identify job site supervisors' opinions regarding job placement, training, evaluation, and job maintenance of persons with disabilities. In order to assess the role of job site supervisors, 10 supervisors in businesses that employed individuals with handicaps were interviewed. Employment sites represented four…

76 FR 16039 - Agency Information Collection (Statement of Person Claiming To Have Stood in Relation of a Parent...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-22

... (Statement of Person Claiming To Have Stood in Relation of a Parent) Under OMB Review AGENCY: Veterans...: Statement of Person Claiming to Have Stood in Relation of a Parent, VA Form 21-524. OMB Control Number: 2900... relationship of the natural parent of a deceased veteran. The information is used to determine the claimant's...

Personal Agency in Children: Assessing Children's Coping Self-Efficacy in the Context of Parental Conflict

ERIC Educational Resources Information Center

Brummert Lennings, Heidi Isabel; Bussey, Kay

2017-01-01

The aim of this study is to develop a multidimensional measure for assessing children's personal agency to handle parental conflict through their coping self-efficacy beliefs (Bandura, 1997). Coping self-efficacy beliefs are individuals' perceived ability to motivate themselves, access cognitive resources, and perform the actions required to take…

29 CFR 14.22 - Availability of classified information to persons not employed by the Department of Labor.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 1 2011-07-01 2011-07-01 false Availability of classified information to persons not employed by the Department of Labor. 14.22 Section 14.22 Labor Office of the Secretary of Labor SECURITY REGULATIONS Transmission of Classified Information § 14.22 Availability of classified information to persons...

Report on DoD Civilians Employed by the Office of the Secretary of Defense (OSD) and the Defense Agencies

DTIC Science & Technology

1990-01-03

Employed by the Office of the Secretary of Defense (OSD) and the Defense Agencies References: (a) DoD Instruction 7730.29, subject as above, June 25...b). B. APPLICABILITY This Instruction applies to the Office of the Secretary of Defense (OSD), the Inspector General of the Department of Defense (IG...direct hire civilians employed by the Office of the Secretary of Defense and other Defense organizations for submission to the Department of Labor. 2

Effects of Sustained Abstinence Among Treated Substance-Abusing Homeless Persons on Housing and Employment

PubMed Central

Schumacher, Joseph E.; Wallace, Dennis; Vuchinich, Rudy; Mennemeyer, Stephen T.; Kertesz, Stefan G.

2010-01-01

Objectives. We examined whether cocaine-dependent homeless persons had stable housing and were employed 6, 12, and 18 months after they entered a randomized controlled trial comparing 2 treatments. Methods. One group (n = 103) received abstinence-contingent housing, vocational training, and work; another group (n = 103) received the same intervention plus cognitive behavioral day treatment. We examined baseline and early treatment variables for association with long-term housing and employment. Results. Although the enhanced-treatment group achieved better abstinence rates, the groups did not differ in long-term housing and employment stability. However, consecutive weeks of abstinence during treatment (and to a lesser extent, older age and male gender) predicted long-term housing and employment stability after adjustment for baseline differences in employment, housing, and treatment. Conclusions. Our data showed a relationship of abstinence with housing stability. Contrasting these results with the increasingly popular Housing First interventions reveals important gaps in our knowledge to be addressed in future research. PMID:19833998

Multiple Employment Training Programs. Major Overhaul Is Needed. Testimony before the Subcommittee on Employment, Housing, and Aviation, Committee on Government Operations, House of Representatives. Agencies Do Not Know If Their Programs Are Working Effectively.

ERIC Educational Resources Information Center

Crawford, Clarence C.

At least 154 employment training programs (ETP) providing approximately $25 billion in employment training assistance are currently administered by 14 federal agencies. Individually, these programs are all well-intended. Collectively, however, they have been described as bewildering and frightening to clients and confusing to those who operate…

41 CFR 102-74.470 - What information must persons or organizations submit so that Federal agencies may consider their...

Code of Federal Regulations, 2012 CFR

2012-01-01

... 41 Public Contracts and Property Management 3 2012-01-01 2012-01-01 false What information must persons or organizations submit so that Federal agencies may consider their application for a permit? 102... Use of Public Buildings Application for Permit § 102-74.470 What information must persons or...

41 CFR 102-74.470 - What information must persons or organizations submit so that Federal agencies may consider their...

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false What information must persons or organizations submit so that Federal agencies may consider their application for a permit? 102... Use of Public Buildings Application for Permit § 102-74.470 What information must persons or...

41 CFR 102-74.470 - What information must persons or organizations submit so that Federal agencies may consider their...

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 3 2013-07-01 2013-07-01 false What information must persons or organizations submit so that Federal agencies may consider their application for a permit? 102... Use of Public Buildings Application for Permit § 102-74.470 What information must persons or...

41 CFR 102-74.470 - What information must persons or organizations submit so that Federal agencies may consider their...

Code of Federal Regulations, 2014 CFR

2014-01-01

... 41 Public Contracts and Property Management 3 2014-01-01 2014-01-01 false What information must persons or organizations submit so that Federal agencies may consider their application for a permit? 102... Use of Public Buildings Application for Permit § 102-74.470 What information must persons or...

41 CFR 102-74.470 - What information must persons or organizations submit so that Federal agencies may consider their...

Code of Federal Regulations, 2011 CFR

2011-01-01

... 41 Public Contracts and Property Management 3 2011-01-01 2011-01-01 false What information must persons or organizations submit so that Federal agencies may consider their application for a permit? 102... Use of Public Buildings Application for Permit § 102-74.470 What information must persons or...

Self-employed persons in Sweden - mortality differentials by industrial sector and enterprise legal form: a five-year follow-up study.

PubMed

Toivanen, Susanna; Mellner, Christin; Vinberg, Stig

2015-01-01

This study investigated mortality differentials between self-employed persons in Sweden, considering industrial sector, enterprise characteristics and socio-demographic factors. Data on 321,274 self-employed persons were obtained from population registers in Sweden. Cox proportional hazards models were used to compare all-cause and cause-specific mortality rate ratios by industrial sector and enterprise legal form, adjusted for confounders. All-cause mortality was 10-32% higher in self-employed persons in Manufacturing and Mining, Trade and Communication, and Not Specified and Other sectors than in Agriculture, Forestry, and Fishing. Mortality from cardiovascular disease was 23% higher in Trade and Communication, and from neoplasms 17-51% higher in Manufacturing and Mining, Not Specified, and Other. Mortality from suicide was 45-60% lower in Personal and Cultural Services, and in Not Specified. Mortality was 8-16% higher in sole proprietorship than limited partnership. Further research of working conditions is warranted, considering industry and enterprise legal form. © 2014 Wiley Periodicals, Inc.

Supported employment for persons with serious mental illness: current status and future directions.

PubMed

Mueser, K T; McGurk, S R

2014-06-01

The individual placement and supported (IPS) model of supported employment is the most empirically validated model of vocational rehabilitation for persons with schizophrenia or another serious mental illness. Over 18 randomized controlled trials have been conducted throughout the world demonstrating the effectiveness of supported employment at improving competitive work compared to other vocational programs: IPS supported employment is defined by the following principles: 1) inclusion of all clients who want to work; 2) integration of vocational and clinical services; 3) focus on competitive employment; 4) rapid job search and no required prevocational skills training; 5) job development by the employment specialist; 6) attention to client preferences about desired work and disclosure of mental illness to prospective employers; 7) benefits counseling; and 8) follow-along supports after a job is obtained. Supported employment has been successfully implemented in a wide range of cultural and clinical populations, although challenges to implementation are also encountered. Common challenges are related to problems such as the failure to access technical assistance, system issues, negative beliefs and attitudes of providers, funding restrictions, and poor leadership. These challenges can be overcome by tapping expertise in IPS supported employment, including standardized and tested models of training and consultation. Efforts are underway to increase the efficiency of training methods for supported employment and the overall program, and to improve its effectiveness for those clients who do not benefit. Progress in IPS supported employment offers people with a serious mental illness realistic hope for achieving their work goals, and taking greater control over their lives. Copyright © 2014. Published by Elsevier Masson SAS.

22 CFR 96.93 - Reports to the Secretary about accredited agencies and approved persons and their activities.

Code of Federal Regulations, 2011 CFR

2011-04-01

... accrediting entity must report to the Secretary within thirty days of the time it learns that an accredited agency or approved person: (1) Has ceased to provide adoption services; or (2) Has transferred its...

22 CFR 96.93 - Reports to the Secretary about accredited agencies and approved persons and their activities.

Code of Federal Regulations, 2010 CFR

2010-04-01

... accrediting entity must report to the Secretary within thirty days of the time it learns that an accredited agency or approved person: (1) Has ceased to provide adoption services; or (2) Has transferred its...

22 CFR 96.93 - Reports to the Secretary about accredited agencies and approved persons and their activities.

Code of Federal Regulations, 2012 CFR

2012-04-01

... accrediting entity must report to the Secretary within thirty days of the time it learns that an accredited agency or approved person: (1) Has ceased to provide adoption services; or (2) Has transferred its...

22 CFR 96.93 - Reports to the Secretary about accredited agencies and approved persons and their activities.

Code of Federal Regulations, 2014 CFR

2014-04-01

... accrediting entity must report to the Secretary within thirty days of the time it learns that an accredited agency or approved person: (1) Has ceased to provide adoption services; or (2) Has transferred its...

22 CFR 96.93 - Reports to the Secretary about accredited agencies and approved persons and their activities.

Code of Federal Regulations, 2013 CFR

2013-04-01

... accrediting entity must report to the Secretary within thirty days of the time it learns that an accredited agency or approved person: (1) Has ceased to provide adoption services; or (2) Has transferred its...

[Evaluating work-personality insufficiency of schizophrenic patients; an assessment of employability in psychiatric rehabilitation].

PubMed

Nozu, M

1995-01-01

Work-Personality means a person's motivation, values and attitude toward labor, general abilities which make his/her work performance efficient, which can be grasped through observation of behavior patterns in working situations. Problems connected with Work-Personality may cause schizophrenics some vocational difficulties. The author made out a "Work-Personality Insufficiency (WPI) Rating Scale" with 15 items, in order to estimate the employability of schizophrenics, and examined its inter-rater reliability by means of ANOVA-ICC and the results were sufficient enough. Then, WPI was applied to 71 schizophrenic outpatients of Tokyo Metropolitan Chubu Comprehensive Mental Health Center (Occupational Training Unit). Also positive and negative symptoms were estimated at admission, and some indicies of historical data were collected. These data were examined statistically as shown below. (1) Construct validity was verified through factor analysis of scores at admission. (2) By comparison of admission scores between two groups of employed and unemployed at discharge, the average score of employed was significantly low (p < 0.01), and the correlation between the discharge state and the total WPI score was significantly high (r = 0.472, p < 0.01), which proved predict validity. (3) The total score of negative symptoms correlated to WPI scores. Also the total score of positive symptoms correlated to some components of WPI scores. (4) By comparison of WPI scores between at admission and at discharge, reduction of disability was seen mainly in interpersonal area, which meant the improvement of patients' adaptability to work situation. Work performance in the narrow sense, however, seemed to make little development, which meant the limited effect of prevocational training with limited time. (5) Indicies of historical data had no relations to outcome and WPI, which showed the difficulty of predicting vocational prognosis from these variables directly. From above, the author

Transitions to Employment: Proceedings of the 1990 International Symposium on the Employment of Persons with Disabilities (Washington, D.C., June 3-5, 1990).

ERIC Educational Resources Information Center

McLaughlin, Margaret J., Ed.; And Others

This document presents the proceedings of a symposium which discussed critical issues in employment of persons with disabilities in Europe, Australia, and North America. After introductions, the major presentations included the following: "Labor Market Forces" (Roderick A. DeArment, U.S. Department of Labor); "Civil Rights in the…

1 CFR 425.5 - Disclosure of records to agencies or persons other than the individual to whom the record pertains.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 1 General Provisions 1 2010-01-01 2010-01-01 false Disclosure of records to agencies or persons other than the individual to whom the record pertains. 425.5 Section 425.5 General Provisions MISCELLANEOUS AGENCIES PRESIDENT'S COMMISSION ON WHITE HOUSE FELLOWSHIPS § 425.5 Disclosure of records to...

1 CFR 425.5 - Disclosure of records to agencies or persons other than the individual to whom the record pertains.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 1 General Provisions 1 2013-01-01 2012-01-01 true Disclosure of records to agencies or persons other than the individual to whom the record pertains. 425.5 Section 425.5 General Provisions MISCELLANEOUS AGENCIES PRESIDENT'S COMMISSION ON WHITE HOUSE FELLOWSHIPS § 425.5 Disclosure of records to...

1 CFR 425.5 - Disclosure of records to agencies or persons other than the individual to whom the record pertains.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 1 General Provisions 1 2012-01-01 2012-01-01 false Disclosure of records to agencies or persons other than the individual to whom the record pertains. 425.5 Section 425.5 General Provisions MISCELLANEOUS AGENCIES PRESIDENT'S COMMISSION ON WHITE HOUSE FELLOWSHIPS § 425.5 Disclosure of records to...

1 CFR 425.5 - Disclosure of records to agencies or persons other than the individual to whom the record pertains.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 1 General Provisions 1 2014-01-01 2012-01-01 true Disclosure of records to agencies or persons other than the individual to whom the record pertains. 425.5 Section 425.5 General Provisions MISCELLANEOUS AGENCIES PRESIDENT'S COMMISSION ON WHITE HOUSE FELLOWSHIPS § 425.5 Disclosure of records to...

1 CFR 425.5 - Disclosure of records to agencies or persons other than the individual to whom the record pertains.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 1 General Provisions 1 2011-01-01 2011-01-01 false Disclosure of records to agencies or persons other than the individual to whom the record pertains. 425.5 Section 425.5 General Provisions MISCELLANEOUS AGENCIES PRESIDENT'S COMMISSION ON WHITE HOUSE FELLOWSHIPS § 425.5 Disclosure of records to...

41 CFR 102-36.270 - What if a federal agency requests personal property that is undergoing donation screening or in...

Code of Federal Regulations, 2010 CFR

2010-07-01

... requests personal property that is undergoing donation screening or in the sales process? 102-36.270... agency requests personal property that is undergoing donation screening or in the sales process? Prior to... property undergoing donation screening or in the sales process. Federal transfers may be authorized prior...

41 CFR 102-36.270 - What if a federal agency requests personal property that is undergoing donation screening or in...

Code of Federal Regulations, 2012 CFR

2012-01-01

... requests personal property that is undergoing donation screening or in the sales process? 102-36.270... agency requests personal property that is undergoing donation screening or in the sales process? Prior to... property undergoing donation screening or in the sales process. Federal transfers may be authorized prior...

41 CFR 102-36.270 - What if a federal agency requests personal property that is undergoing donation screening or in...

Code of Federal Regulations, 2014 CFR

2014-01-01

... requests personal property that is undergoing donation screening or in the sales process? 102-36.270... agency requests personal property that is undergoing donation screening or in the sales process? Prior to... property undergoing donation screening or in the sales process. Federal transfers may be authorized prior...

41 CFR 102-36.270 - What if a federal agency requests personal property that is undergoing donation screening or in...

Code of Federal Regulations, 2013 CFR

2013-07-01

... requests personal property that is undergoing donation screening or in the sales process? 102-36.270... agency requests personal property that is undergoing donation screening or in the sales process? Prior to... property undergoing donation screening or in the sales process. Federal transfers may be authorized prior...

41 CFR 102-36.270 - What if a federal agency requests personal property that is undergoing donation screening or in...

Code of Federal Regulations, 2011 CFR

2011-01-01

... requests personal property that is undergoing donation screening or in the sales process? 102-36.270... agency requests personal property that is undergoing donation screening or in the sales process? Prior to... property undergoing donation screening or in the sales process. Federal transfers may be authorized prior...

The Employer Perspective on Sustainable Employability in the Construction Industry.

PubMed

Tonnon, Susanne C; van der Veen, Rozan; Westerman, Marjan J; Robroek, Suzan J W; van der Ploeg, Hidde P; van der Beek, Allard J; Proper, Karin I

2017-01-01

To determine the measures employers in the construction industry take to promote sustainable employability, the barriers and facilitators that influence implementation and employer needs. Questionnaire among 499 employers and interviews with 17 employers. Employers expressed a need for alternative jobs for workers who can no longer perform physically demanding tasks, as well as means to stimulate proactive employee behavior. Measures frequently targeted the work environment (95%) and employee health (79%), less frequently personal development (63%) and organization (65%). Implementation was influenced by economic factors, rules and regulations, client demands, employee demands, company vision, company culture, and time/manpower/expertise. Implementation of measures aimed at reducing physical load and the promotion of personal development are needed.

32 CFR 505.7 - Disclosure of personal information to other agencies and third parties.

Code of Federal Regulations, 2010 CFR

2010-07-01

... for federal employment); (xii) Social Security Number (SSN); and (xiii) The information that would... released if their positions or duties require frequent interaction with the public. (3) Disclosure of.... (g) Social rosters. (1) Before including personal information such as a spouse's name, home addresses...

41 CFR 60-3.10 - Employment agencies and employment services.

Code of Federal Regulations, 2010 CFR

2010-07-01

... user did not request such validation or has requested the use of some lesser standard of validation... other data in the possession of the employer, it should obtain and have available such information. ...

76 FR 72977 - Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-28

... DEPARTMENT OF LABOR Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting AGENCY: Veterans' Employment and Training Service, Labor. ACTION: Notice of open meeting... Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO). The ACVETEO will discuss...

77 FR 20436 - Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-04

... DEPARTMENT OF LABOR Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting AGENCY: Veterans' Employment and Training Service, Labor. ACTION: Notice of open meeting... Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO). The ACVETEO will discuss...

The Role of the Linked Learning Approach in Student Self-Efficacy (Personal Agency) and Motivation in Low, Mid-Low, Mid-High, and High Poverty School Settings

ERIC Educational Resources Information Center

Solian, Cherie A.

2017-01-01

This study explored personal agency and motivation of students enrolled in Linked Learning Pathways across low, mid-low, mid-high, and high poverty school settings. Specifically, the study examined student personal agency beliefs, goal setting practices, and student emotional connectedness. The researcher aimed to examine student perceptions of…

A medical/vocational case coordination system for persons with brain injury: an evaluation of employment outcomes.

PubMed

Malec, J F; Buffington, A L; Moessner, A M; Degiorgio, L

2000-08-01

To evaluate initial placement and 1-year employment outcomes of a Medical/Vocational Case Coordination System (MVCCS) for persons with brain injury (BI) that provides: (1) early case identification and coordination, (2) appropriate medical and vocational rehabilitation interventions, (3) work trials, and (4) supported employment interventions including job coaching. One hundred fourteen Minnesota residents, ages 18 to 65 years, with acquired BI. Five levels of Vocational Independence Scale (VIS). Preinjury employment status (VIS) and years of education, severity of initial injury, time since injury, current impairment/disability as measured by the Rasch-analyzed Staff Mayo-Portland Adaptability Inventory (MPAI), and impaired self-awareness measured by staff rating and the difference between Staff MPAI and Survivor MPAI. At placement, 46% in independent work; 25% in transitional placements; 9% in long-term supported employment; 10% in sheltered work; and 10% not placed. At 1-year follow-up (n = 101), 53% in independent work; 19% in transitional placement; 9% in supported work; 6% in sheltered work; and 13% unemployed. Regression analyses showed time since injury and Rasch Staff MPAI predicted VIS at placement; only VIS at placement independently predicted VIS at 1-year follow-up; Rasch Staff MPAI and preinjury education level predicted time to placement. The MVCCS optimized vocational outcome after BI. Time since injury and impairment/disability best predicted vocational placement. Level of initial placement best predicted employment status at follow-up. Persons with greater disability required more extended time and more extensive rehabilitation services before placement.

Personality Traits and Burnout Among Athletic Trainers Employed in the Collegiate Setting

PubMed Central

Eason, Christianne M.; Lazar, Rhyan; Mazerolle, Stephanie M.

2016-01-01

Context:  Burnout, a psychological state of mental weariness that occurs when work stresses become overwhelming, has frequently been documented in athletic trainers and has been hypothesized to affect professional retention. Experiences of burnout may be influenced by individual-level factors such as gender or personality, though few researchers have investigated such interactions in athletic trainers. Objective:  To investigate the relationship between personalities, as measured by the Big Five Personality Inventory, and burnout. Design:  Cross-sectional study. Setting:  Online Web-based survey. Patients or Other Participants:  A total of 189 athletic trainers working in the collegiate setting, 65 men (34.4%) and 124 women (65.6%), with an average of 5 ± 3 years certified and 2.5 ± 2 years working in their current position. Main Outcome Measure(s):  Data were collected using a Web-based survey instrument consisting of 3 sections: (1) demographics, (2) burnout survey, and (3) Big Five Personality Inventory. Likert responses for the burnout score were summed. Independent t tests, Pearson correlations, and multiple regressions were calculated to evaluate the relationships between demographics and burnout and between burnout and personality. Results:  This group of athletic trainers experienced moderate burnout, regardless of gender. A weak negative correlation was present between burnout score and both agreeableness and extraversion. A weak positive correlation existed between burnout and neuroticism. These variables did not predict burnout scores; only neuroticism added significantly to the weak predictive value. Personality explained only 17.3% of the variability in burnout scores. Conclusions:  Our study confirms the findings of previous researchers highlighting moderate burnout in athletic trainers employed in the collegiate setting. We did not find that personality significantly predicted burnout, though it did account for a small amount of the

Measures and predictors of community-based employment and earnings of persons with schizophrenia in a multisite study.

PubMed

Salkever, David S; Karakus, Mustafa C; Slade, Eric P; Harding, Courtenay M; Hough, Richard L; Rosenheck, Robert A; Swartz, Marvin S; Barrio, Concepcion; Yamada, Anne Marie

2007-03-01

Data from a national study of persons with schizophrenia-related disorders were examined to determine clinical factors and labor-market conditions related to employment outcomes. Data were obtained from the U.S. Schizophrenia Care and Assessment Program, a naturalistic study of more than 2,300 persons from organized care systems in six U.S. regions. Data were collected via surveys and from medical records and clinical assessments at baseline and for three years. Outcome measures included any community-based (nonsheltered) employment, 40 or more hours of work in the past month, employment at or above the federal minimum wage, days and hours of work, and earnings. Bivariate and multiple regression analyses of data from more than 7,000 assessments tested relationships between outcomes and sociodemographic, clinical, and local labor market characteristics. The employment rate was 17.2%; only 57.1% of participants who worked reported 40 or more hours of past-month employment. The mean hourly wage was $7.05, and mean monthly earnings were $494.20. Employment rates and number of hours worked were substantially below those found in household surveys or in baseline data from trials of employment programs but substantially higher than those found in a recent large clinical trial. Strong positive relationships were found between clinical factors and work outcomes, but evidence of a relationship between local unemployment rates and outcomes was weak. Work attachment and earnings were substantially lower than in previous survey data, not very sensitive to labor market conditions, and strongly related to clinical status.

Language Learning Strategies Employed by Chinese English-Major Pre-Service Teachers in Relation to Gender and Personality Types

ERIC Educational Resources Information Center

Zhou, Chaoying; Intaraprasert, Channarong

2015-01-01

This study was intended to investigate the use of language learning strategy employed by English-major pre-service teachers in Midwest China in relation to their gender and personality types. The modified Strategy Inventory for Language Learning (SILL) and adopted personality type inventory were used to collect the data. ANOVA and Chi-square tests…

A hybrid supported employment program for persons with schizophrenia in Japan.

PubMed

Fuller, T R; Oka, M; Otsuka, K; Yokoyama, N; Liberman, R P; Niwa, S I

2000-07-01

INTRODUCTION BY THE COLUMN EDITORS: Because the mental health system in Japan has emphasized hospital-based treatment (1), patients with schizophrenia often remain institutionalized for long periods, even after their symptoms have stabilized. In addition, the introduction of modern community-based methods of treatment and rehabilitation was delayed by an antipsychiatry movement in the 1970s and the ascendance of a reductionistic biological approach to services (2). Lack of adequate outpatient services and community residential care in Japan has been a serious obstacle to destigmatization of mental disorders and has contributed to the heavy burden and stress experienced by families of mentally ill persons (3). More than 80 percent of patients discharged from mental hospitals return to live with their families, who are ill prepared to provide the supportive services required for community tenure. Involvement in work activities can facilitate community reentry for people with serious and persistent mental illness because employment displaces symptoms, provides structure and meaning in daily life, offers socialization with peers, and permits workers to earn income for shelter and food. In this issue's Rehab Rounds column, the authors describe an innovative vocational rehabilitation program for patients with schizophrenia that was designed to overcome obstacles to discharge and community adjustment. The program at Yabuki Prefecture Psychiatric Hospital, in the northern prefecture of Fukushima, Japan, has been successful in training patients for competitive work while capitalizing on the importance of work in Japanese culture and its traditionally supportive employer-employee relationships. The program is termed "hybrid" because it combines elements of transitional employment with supported employment (4).

Identification of Job Coach Competencies, Staff Roles and Agency Administrative Patterns. Summary Report from the Community-Based Supported Employment Symposium (St. Cloud, Minnesota, June 10-11, 1986).

ERIC Educational Resources Information Center

Minnesota Association for Rehabilitation, Education, and Training.

A symposium on community-based supported employment for developmentally disabled adults in Minnesota was attended by agency direct service staff who provide job training, executive directors and administrators of agencies, and personnel who refer clients to agencies providing supported work and other types of community-based training and…

77 FR 30330 - Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-22

... Department of Labor's Veterans' Employment and Training Services' (VETS) core programs and new initiatives... DEPARTMENT OF LABOR Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting AGENCY: Veterans' Employment and Training Service, Labor. ACTION: Notice of open meeting...

77 FR 51579 - Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-24

... Department of Labor's Veterans Employment and Training Services' (VETS) core programs and new initiatives... DEPARTMENT OF LABOR Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting AGENCY: Veterans' Employment and Training Service, Labor. ACTION: Notice of Open Meeting...

77 FR 76074 - Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-26

... Department of Labor's Veterans' Employment and Training Services' (VETS) core programs and new initiatives... DEPARTMENT OF LABOR Advisory Committee on Veterans' Employment, Training and Employer Outreach (ACVETEO): Meeting AGENCY: Veterans' Employment and Training Service, Labor. ACTION: Notice of open meeting...

34 CFR 668.74 - Employability of graduates.

Code of Federal Regulations, 2011 CFR

2011-07-01

... use of phrases such as “Men/women wanted to train for * * *,” “Help Wanted,” “Employment,” or...'s relationship with any organization, employment agency, or other agency providing authorized training leading directly to employment; (b) The institution's plans to maintain a placement service for...

The co-construction of medical humanitarianism: analysis of personal, organizationally condoned narratives from an agency website.

PubMed

Ager, Alastair; Iacovou, Melina

2014-11-01

Recent years have seen significant growth in both the size and profile of the humanitarian sector. However, little research has focused upon the constructions of humanitarian practice negotiated by agencies and their workers that serve to sustain engagement in the face personal challenges and critique of the humanitarian enterprise. This study used the public narrative of 129 website postings by humanitarian workers deployed with the health-focused international humanitarian organization Médecins Sans Frontières (MSF) to identify recurrent themes in personal, organizationally-condoned, public discourse regarding humanitarian practice. Data represented all eligible postings from a feature on the agency's UK website from May 2002 to April 2012. The text of postings was analysed with respect to emergent themes on an iterative basis. Comprehensive coding of material was achieved through a thematic structure that reflected the core domains of project details, the working environment, characteristics of beneficiaries and recurrent motivational sub-texts. Features of the co-construction of narratives include language serving to neutralize complex political contexts; the specification of barriers as substantive but surmountable; the dominance of the construct of national-international in understanding the operation of teams; intense personal identification with organization values; and the use of resilience as a framing of beneficiary adaptation and perseverance in conditions that--from an external perspective--warrant despair and withdrawal. Recurrent motivational sub-texts include 'making a difference' and contrasts with 'past professional constraints' and 'ordinary life back home.' The prominence of these sub-texts not only highlights key personal agendas but also suggests--notwithstanding policy initiatives regarding stronger contextual rooting and professionalism--continuing organizational emphasis on externality and volunteerism. Overall, postings illustrate a

Employment and Satisfaction Outcomes From a Job Retention Intervention Delivered to Persons with Chronic Diseases

ERIC Educational Resources Information Center

Allaire, Saralynn H.; Niu, Jingbo; LaValley, Michael P.

2005-01-01

Job retention services are recommended for people with chronic diseases based on their high risk for work disability. This randomized trial tested the effectiveness of a job retention intervention in a sample of employed persons with rheumatic diseases at risk for work disability. One hundred and twenty-two experimental participants received the…

Enhancing personal agency and competence in eating and moving: formative evaluation of a middle school curriculum--Choice, Control, and Change.

PubMed

Contento, Isobel R; Koch, Pamela A; Lee, Heewon; Sauberli, Wendy; Calabrese-Barton, Angela

2007-01-01

The purpose of this formative evaluation was to examine the impact of an innovative inquiry-based science education curriculum for middle school students, called Choice, Control, and Change, that is designed to foster healthful eating and physical activity and a healthy weight through enhancing agency and competence. The 24-session curriculum helps students develop understandings about the interactions between biology, personal behavior, and the environment and personal agency through cognitive self-regulation skills in navigating today's complex food system and sedentary environment. An extended theory of planned behavior served as the design framework. The study used a pretest-posttest evaluation design involving 278 middle school students in 19 science classes within 5 schools. Based on paired t tests, students significantly improved on several curriculum-specific eating and physical activity behaviors: they decreased several sedentary activities and increased their frequencies of fruit and vegetable intake. They decreased the frequency of sweetened beverages, packaged snacks, and eating at a fast-food restaurant, and ate and drank smaller portions of some items. Their outcome beliefs and overall self-efficacy, but not their attitudes, became more positive. A strategy based on fostering personal agency, cognitive self-regulation, and competence can be effective in increasing healthful eating and physical activity behaviors in middle school children and should be explored further.

45 CFR 1624.6 - Employment.

Code of Federal Regulations, 2013 CFR

2013-10-01

... may not use employment tests or criteria that discriminate against persons with disabilities, and shall ensure that employment tests are adapted for use by persons who have disabilities that impair sensory, manual, or speaking skills. (g) A legal services program may not conduct a pre-employment medical...

76 FR 6469 - Agency Information Collection Activities

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-04

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of Information Collection--Extension Without Change: Employer Information Report (EEO-1). SUMMARY: In accordance with the Paperwork Reduction Act, the Equal...

A neo-Meadian approach to human agency: relating the social and the psychological in the ontogenesis of perspective-coordinating persons.

PubMed

Martin, Jack; Gillespie, Alex

2010-09-01

How can human agency be reconciled with bio-physical determinism? Starting with a discussion of the long standing debate between determinism and agency, we argue that the seeds of a reconciliation can be found in George Herbert Mead's ideas concerning social acts, perspectives, differentiation, self-other interactivity, and conscious understanding. Drawing on more recent reformulations of Mead's ideas, we present an integrated account of the ontogenesis of human agency. Human agency, we argue, should be conceptualized in terms of distanciation from immediate experience, and we show how social interactions, institutions and symbolic resources foster the development of agency in increasingly complex ways. We conclude by situating our work in relation to other developmental accounts and the larger project of theorizing and empirically supporting a compatibilist rendering of human agency as the "determined" self-determination of persons.

22 CFR 96.35 - Suitability of agencies and persons to provide adoption services consistent with the Convention.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Convention's principles of: (1) Ensuring that intercountry adoptions take place in the best interests of...-year period, any disciplinary action(s) against the agency or person by a licensing or accrediting body, including the basis and disposition of such action(s); (5) For the prior ten-year period, any written...

Personality traits and career choices among physicians in Finland: employment sector, clinical patient contact, specialty and change of specialty.

PubMed

Mullola, Sari; Hakulinen, Christian; Presseau, Justin; Gimeno Ruiz de Porras, David; Jokela, Markus; Hintsa, Taina; Elovainio, Marko

2018-03-27

Personality influences an individual's adaptation to a specific job or organization. Little is known about personality trait differences between medical career and specialty choices after graduating from medical school when actually practicing different medical specialties. Moreover, whether personality traits contribute to important career choices such as choosing to work in the private or public sector or with clinical patient contact, as well as change of specialty, have remained largely unexplored. In a nationally representative sample of Finnish physicians (N = 2837) we examined how personality traits are associated with medical career choices after graduating from medical school, in terms of employment sector, patient contact, medical specialty and change of specialty. Personality was assessed using the shortened version of the Big Five Inventory (S-BFI). An analysis of covariance with posthoc tests for pairwise comparisons was conducted, adjusted for gender and age with confounders (employment sector, clinical patient contact and medical specialty). Higher openness was associated with working in the private sector, specializing in psychiatry, changing specialty and not practicing with patients. Lower openness was associated with a high amount of patient contact and specializing in general practice as well as ophthalmology and otorhinolaryngology. Higher conscientiousness was associated with a high amount of patient contact and specializing in surgery and other internal medicine specialties. Lower conscientiousness was associated with specializing in psychiatry and hospital service specialties. Higher agreeableness was associated with working in the private sector and specializing in general practice and occupational health. Lower agreeableness and neuroticism were associated with specializing in surgery. Higher extraversion was associated with specializing in pediatrics and change of specialty. Lower extraversion was associated with not practicing with

Employer retention strategies and their effect on nurses' job satisfaction and intent to stay.

PubMed

Ellenbecker, Carol Hall; Samia, Linda; Cushman, Margaret J; Porell, Frank W

2007-01-01

Faced with a nursing shortage and anticipated increase in demand, home care agencies are implementing retention strategies with little knowledge of their effectiveness. The purpose of this study is to describe the strategies implemented and their effect on nurse job satisfaction and intention to leave. Data were collected from a random sample of 123 New England agencies during in-person interviews. Most agencies reported implementing multiple recruitment and retention strategies. Regression results suggest that the effects of employer retention strategy on nurses' intent to stay are the indirect result of its effects on job satisfaction. The only retention intervention that made a statistically significant difference in job satisfaction was shared governance, and no retention strategy directly affected nurses' intention to stay in their jobs.

29 CFR 825.104 - Covered employer.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL... employer, any successor in interest of a covered employer, and any public agency. Public agencies are... establishments or divisions. (1) Where one corporation has an ownership interest in another corporation, it is a...

5 CFR 919.310 - What must I do if a Federal agency excludes a person with whom I am already doing business in a...

Code of Federal Regulations, 2010 CFR

2010-01-01

... excludes a person with whom I am already doing business in a covered transaction? 919.310 Section 919.310 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED... Doing Business with Other Persons § 919.310 What must I do if a Federal agency excludes a person with...

22 CFR 96.35 - Suitability of agencies and persons to provide adoption services consistent with the Convention.

Code of Federal Regulations, 2011 CFR

2011-04-01

... charge(s), child abuse charge(s), or lawsuit(s) against the agency or person, related to the provision of... background check and a child abuse clearance for any such individual in the United States in a senior... check and a child abuse clearance to the accrediting entity; (2) Completes and retains a FBI Form FD-258...

22 CFR 96.35 - Suitability of agencies and persons to provide adoption services consistent with the Convention.

Code of Federal Regulations, 2014 CFR

2014-04-01

... charge(s), child abuse charge(s), or lawsuit(s) against the agency or person, related to the provision of... background check and a child abuse clearance for any such individual in the United States in a senior... check and a child abuse clearance to the accrediting entity; (2) Completes and retains a FBI Form FD-258...

22 CFR 96.35 - Suitability of agencies and persons to provide adoption services consistent with the Convention.

Code of Federal Regulations, 2013 CFR

2013-04-01

... charge(s), child abuse charge(s), or lawsuit(s) against the agency or person, related to the provision of... background check and a child abuse clearance for any such individual in the United States in a senior... check and a child abuse clearance to the accrediting entity; (2) Completes and retains a FBI Form FD-258...

22 CFR 96.35 - Suitability of agencies and persons to provide adoption services consistent with the Convention.

Code of Federal Regulations, 2012 CFR

2012-04-01

... charge(s), child abuse charge(s), or lawsuit(s) against the agency or person, related to the provision of... background check and a child abuse clearance for any such individual in the United States in a senior... check and a child abuse clearance to the accrediting entity; (2) Completes and retains a FBI Form FD-258...

8 CFR 319.4 - Persons continuously employed for 5 years by United States organizations engaged in disseminating...

Code of Federal Regulations, 2013 CFR

2013-01-01

... 8 Aliens and Nationality 1 2013-01-01 2013-01-01 false Persons continuously employed for 5 years by United States organizations engaged in disseminating information. 319.4 Section 319.4 Aliens and... States organizations engaged in disseminating information. To be eligible for naturalization under...

8 CFR 319.4 - Persons continuously employed for 5 years by United States organizations engaged in disseminating...

Code of Federal Regulations, 2014 CFR

2014-01-01

... 8 Aliens and Nationality 1 2014-01-01 2014-01-01 false Persons continuously employed for 5 years by United States organizations engaged in disseminating information. 319.4 Section 319.4 Aliens and... States organizations engaged in disseminating information. To be eligible for naturalization under...

8 CFR 319.4 - Persons continuously employed for 5 years by United States organizations engaged in disseminating...

Code of Federal Regulations, 2010 CFR

2010-01-01

... 8 Aliens and Nationality 1 2010-01-01 2010-01-01 false Persons continuously employed for 5 years by United States organizations engaged in disseminating information. 319.4 Section 319.4 Aliens and... States organizations engaged in disseminating information. To be eligible for naturalization under...

8 CFR 319.4 - Persons continuously employed for 5 years by United States organizations engaged in disseminating...

Code of Federal Regulations, 2011 CFR

2011-01-01

... 8 Aliens and Nationality 1 2011-01-01 2011-01-01 false Persons continuously employed for 5 years by United States organizations engaged in disseminating information. 319.4 Section 319.4 Aliens and... States organizations engaged in disseminating information. To be eligible for naturalization under...

8 CFR 319.4 - Persons continuously employed for 5 years by United States organizations engaged in disseminating...

Code of Federal Regulations, 2012 CFR

2012-01-01

... 8 Aliens and Nationality 1 2012-01-01 2012-01-01 false Persons continuously employed for 5 years by United States organizations engaged in disseminating information. 319.4 Section 319.4 Aliens and... States organizations engaged in disseminating information. To be eligible for naturalization under...

The relationship between job search skills and employability for persons with mild mental retardation.

PubMed

Suzuki, Y

1998-01-01

Persons with mental retardation who possess applicable adaptive skills are usually able to obtain jobs in labor markets. However, some persons who show high scores with social and prevocational skills are unable to obtain jobs and the reasons for their unemployability are unknown. Twelve subjects with mild retardation who failed to obtain jobs were evaluated for their social and prevocational skills at the Tokyo Metropolitan Rehabilitation Center for the Physically and Mentally Handicapped. The evaluation was performed using the Social and Prevocational Information Battery-Revised which was developed by Halpen and Irvin. The results showed 12 subjects presented lower scores either in the Job Search Skills area or in other areas in spite of their high scores on the Total Battery. Moreover, these subjects also showed behavior problems. The study suggests that those with high scores on the Total Battery, but low scores in Job Search Skills, show a tendency to fail to obtain a job in competitive job placement. It seems that these persons have adjustment problems and need special support services to secure their employability.

Consumer and Employer Strategies for Overcoming Employment Barriers. Technical Report.

ERIC Educational Resources Information Center

Crudden, Adele; Williams, Wendy; McBroom, Lynn W.; Moore, J. Elton

This report on strategies for overcoming employment barriers for persons with visual impairments summarizes comments and suggestions of 7 focus groups comprised of either consumers (n=49) or employers (n=19). The report first reviews the literature concerning employment barriers and how consumers in previous studies suggested these barriers be…

Personal assistance services in the workplace: A literature review.

PubMed

Dowler, Denetta L; Solovieva, Tatiana I; Walls, Richard T

2011-10-01

Personal assistance services (PAS) can be valuable adjuncts to the complement of accommodations that support workers with disabilities. This literature review explored the professional literature on the use of PAS in the workplace. Bibliographic sources were used to locate relevant research studies on the use of PAS in the workplace. The studies in this review used both qualitative and quantitative methods to identify current definitions of work-related and personal care-related PAS, agency-directed versus consumer-directed PAS, long-term and short-term funding issues, development of PAS policy, and barriers to successful implementation of PAS. The studies uncovered issues related to (a) recruiting, training, and retaining personal assistants, (b) employer concerns, (c) costs and benefits of workplace PAS, (d) wages and incentives for personal assistants, and (e) sources for financing PAS as a workplace accommodation. The findings reveal the value and benefits of effective PAS on the job. PAS can lead to successful employment of people with disabilities when other accommodations cannot provide adequate workplace support. Additionally, the evolution of workplace PAS is dependent on development of realistic PAS policy and funding options. Published by Elsevier Inc.

Employment in Agribusiness.

ERIC Educational Resources Information Center

Hilgenberg, Gene; Huston, Jane

This curriculum guide is intended to assist persons teaching a course in employment in agribusiness. Addressed in the individual units of instruction are the following topics: employment information (training plans/agreements and wages, taxes, and fringe benefits); human relations (employer/employee/customer relations and communication skills);…

5 CFR 720.303 - Agency programs.

Code of Federal Regulations, 2012 CFR

2012-01-01

...) AFFIRMATIVE EMPLOYMENT PROGRAMS Disabled Veterans Affirmative Action Program § 720.303 Agency programs. (a... recruitment, hiring, placement, and advancement of disabled veterans. (b) Program Responsibility. The head of... appropriate data on the employment of disabled veterans to each agency participating in the Central Personnel...

41 CFR 102-38.345 - Do we have to withdraw personal property advertised for public sale if a State Agency for Surplus...

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Do we have to withdraw personal property advertised for public sale if a State Agency for Surplus Property wants to buy it? 102-38... Provisions for State and Local Governments § 102-38.345 Do we have to withdraw personal property advertised...

Addressing Employer Services.

ERIC Educational Resources Information Center

Perspective: Essays and Reviews of Issues in Employment Security and Employment and Training Programs, 1986

1986-01-01

This volume of an annual journal contains 21 articles focusing on the many services that state Employment Security (ES) agencies are providing to improve outreach to employers who pay for the programs through the dedicated revenues of the Federal Unemployment Tax Act and state benefit taxes and to improve their own staff ability to deliver…

14 CFR 1251.202 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-01-01

... HANDICAP Employment Practices § 1251.202 Employment criteria. (a) A recipient may not make use of any employment test or other selection criterion that screens out or tends to screen out handicapped persons or any class of handicapped persons unless: (1) The test score or other selection criterion, as used by...

14 CFR 1251.202 - Employment criteria.

Code of Federal Regulations, 2013 CFR

2013-01-01

... HANDICAP Employment Practices § 1251.202 Employment criteria. (a) A recipient may not make use of any employment test or other selection criterion that screens out or tends to screen out handicapped persons or any class of handicapped persons unless: (1) The test score or other selection criterion, as used by...

14 CFR 1251.202 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-01-01

... HANDICAP Employment Practices § 1251.202 Employment criteria. (a) A recipient may not make use of any employment test or other selection criterion that screens out or tends to screen out handicapped persons or any class of handicapped persons unless: (1) The test score or other selection criterion, as used by...

14 CFR 1251.202 - Employment criteria.

Code of Federal Regulations, 2012 CFR

2012-01-01

... HANDICAP Employment Practices § 1251.202 Employment criteria. (a) A recipient may not make use of any employment test or other selection criterion that screens out or tends to screen out handicapped persons or any class of handicapped persons unless: (1) The test score or other selection criterion, as used by...

76 FR 6470 - Agency Information Collection Activities

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-04

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of Information Collection--Extension Without Change: Elementary-Secondary Staff Information Report (EEO-5). SUMMARY: In accordance with the Paperwork Reduction...

77 FR 65548 - Agency Information Collection Activities

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-29

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of Information Collection--Extension Without Change: Elementary-Secondary Staff Information Report (EEO-5). SUMMARY: In accordance with the Paperwork Reduction...

5 CFR 2416.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Employment. 2416.140 Section 2416.140....140 Employment. No qualified individual with disabilities shall, on the basis of disability, be subject to discrimination in employment under any program or activity conducted by the agency. The...

17 CFR 200.640 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employment. 200.640 Section... Programs or Activities Conducted by the Securities and Exchange Commission § 200.640 Employment. No... employment under any program or activity conducted by the agency. The definitions, requirements, and...

45 CFR 1214.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Employment. 1214.140 Section 1214.140 Public....140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

Employment and Hawaii's Elderly.

ERIC Educational Resources Information Center

Huffman, Marcia D.

A study was conducted in Hawaii to determine the status of elderly persons in regard to employment, as well as attitudes toward employment of the elderly, defined in this study as aged 55 and over. Elderly persons aged 65 and over are the fastest growing segment of Hawaii's population, projected to increase from 73,700 in 1980 to 141,000 in 2000.…

22 CFR 208.310 - What must I do if a Federal agency excludes a person with whom I am already doing business in a...

Code of Federal Regulations, 2011 CFR

2011-04-01

... person with whom I am already doing business in a covered transaction? 208.310 Section 208.310 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE DEBARMENT AND SUSPENSION (NONPROCUREMENT) Responsibilities of Participants Regarding Transactions Doing Business with Other Persons § 208.310 What must I do...

22 CFR 208.310 - What must I do if a Federal agency excludes a person with whom I am already doing business in a...

Code of Federal Regulations, 2010 CFR

2010-04-01

... person with whom I am already doing business in a covered transaction? 208.310 Section 208.310 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE DEBARMENT AND SUSPENSION (NONPROCUREMENT) Responsibilities of Participants Regarding Transactions Doing Business with Other Persons § 208.310 What must I do...

The Role of Consumer-Controlled Personal Health Management Systems in the Evolution of Employer-Based Health Care Benefits.

PubMed

Jones, Spencer S; Caloyeras, John; Mattke, Soeren

2011-01-01

The passage of the Patient Protection and Affordable Care Act has piqued employers' interest in new benefit designs because it includes numerous provisions that favor cost-reducing strategies, such as workplace wellness programs, value-based insurance design (VBID), and consumer-directed health plans (CDHPs). Consumer-controlled personal health management systems (HMSs) are a class of tools that provide encouragement, data, and decision support to individuals. Their functionalities fall into the following three categories: health information management, promotion of wellness and healthy lifestyles, and decision support. In this study, we review the evidence for many of the possible components of an HMS, including personal health records, web-based health risk assessments, integrated remote monitoring data, personalized health education and messaging, nutrition solutions and physical activity monitoring, diabetes-management solutions, medication reminders, vaccination and preventive-care applications, integrated incentive programs, social-networking tools, comparative data on price and value of providers, telehealth consultations, virtual coaching, and an integrated nurse hotline. The value of the HMS will be borne out as employers begin to adopt and implement these emerging technologies, enabling further assessment as their benefits and costs become better understood.

Changes in autonomy, job demands and working hours after diagnosis of chronic disease: a comparison of employed and self-employed older persons using the English Longitudinal Study of Ageing (ELSA).

PubMed

Fleischmann, Maria; Carr, Ewan; Xue, Baowen; Zaninotto, Paola; Stansfeld, Stephen A; Stafford, Mai; Head, Jenny

2018-06-23

Modifications in working conditions can accommodate changing needs of chronically ill persons. The self-employed may have more possibilities than employees to modify their working conditions. We investigate how working conditions change following diagnosis of chronic disease for employed and self-employed older persons. We used waves 2-7 from the English Longitudinal Study of Ageing (ELSA). We included 1389 participants aged 50-60 years who reported no chronic disease at baseline. Using fixed-effects linear regression analysis, we investigated how autonomy, physical and psychosocial job demands and working hours changed following diagnosis of chronic disease. For employees, on diagnosis of chronic disease autonomy marginally decreased (-0.10, 95% CI -0.20 to 0.00) and physical job demands significantly increased (0.13, 95% CI 0.01 to 0.25), whereas for the self-employed autonomy did not significantly change and physical job demands decreased on diagnosis of chronic disease (-0.36, 95% CI -0.64 to -0.07), compared with prediagnosis levels. Psychosocial job demands did not change on diagnosis of chronic disease for employees or the self-employed. Working hours did not change for employees, but dropped for self-employed (although non-significantly) by about 2.8 hours on diagnosis of chronic disease (-2.78, 95% CI -6.03 to 0.48). Improvements in working conditions after diagnosis of chronic disease were restricted to the self-employed. This could suggest that workplace adjustments are necessary after diagnosis of chronic disease, but that the self-employed are more likely to realise these. Policy seeking to extend working life should consider work(place) adjustments for chronically ill workers as a means to prevent early exit from work. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

78 FR 11175 - Agency Information Collection Activities

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-15

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of Information Collection--Revised: Demographic Information... it intends to revise a Commission form (Demographic Information on Applicants, OMB No. 3046-0046) to...

Dual Support in Contract Workers' Triangular Employment Relationships

ERIC Educational Resources Information Center

Buch, Robert; Kuvaas, Bard; Dysvik, Anders

2010-01-01

This study investigated the interplay between perceived investment in contract worker development by the "client" organization and contract workers' perceived organizational support from their temporary employment "agency." A study among 2021 contract workers from three temporary employment agencies in Norway showed that the…

20 CFR 365.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employment. 365.140 Section 365.140 Employees... § 365.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

45 CFR 85.31 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employment. 85.31 Section 85.31 Public Welfare....31 Employment. No qualified individuals with handicaps shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

5 CFR 723.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Employment. 723.140 Section 723.140... PERSONNEL MANAGEMENT § 723.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subject to discrimination in employment under any program or activity conducted by the agency...

38 CFR 15.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Employment. 15.140... § 15.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subject to discrimination in employment under any program or activity conducted by the agency. The...

22 CFR 1701.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employment. 1701.140 Section 1701.140 Foreign... PROGRAMS OR ACTIVITIES CONDUCTED BY THE UNITED STATES INSTITUTE OF PEACE § 1701.140 Employment. No... employment under any program or activity conducted by the agency. The definitions, requirements, and...

13 CFR 136.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employment. 136.140 Section 136....140 Employment. (a) No qualified individual with handicaps shall, on the basis of handicap, be subjected to discrimination in employment under any program, or activity conducted by the Agency. (b) The...

29 CFR 100.540 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employment. 100.540 Section 100.540 Labor Regulations... § 100.540 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subject to discrimination in employment under any program or activity conducted by the agency. The...

5 CFR 1636.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Employment. 1636.140 Section 1636.140... § 1636.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity conducted by the agency. The...

3 CFR 102.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 3 The President 1 2010-01-01 2010-01-01 false Employment. 102.140 Section 102.140 Presidential... PROGRAMS OR ACTIVITIES CONDUCTED BY THE EXECUTIVE OFFICE OF THE PRESIDENT § 102.140 Employment. No... employment under any program or activity conducted by the agency. The definitions, requirements, and...

76 FR 6470 - Agency Information Collection Activities

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-04

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of Information Collection--Request For An Extension Without Change: State and Local Government Information Report (EEO-4). SUMMARY: In accordance with the Paperwork...

Supported employment for persons with mental illness: systematic review of the effectiveness of individual placement and support in the UK.

PubMed

Heffernan, John; Pilkington, Paul

2011-08-01

High levels of unemployment among persons with mental illness are a significant social disability. The individual placement and support (IPS) model of vocational support has been shown to be effective in establishing persons with mental health problems back into competitive employment in North America. Evidence outside North America is more limited. To examine the evidence for the effectiveness of the IPS model of supported employment within the United Kingdom. Systematic review of studies of the effectiveness of IPS conducted principally in the United Kingdom. The evidence base was small. Overall quality of evidence was fair. There is evidence that interventions with high fidelity to the IPS model increase the proportion of patients engaged in work or education/training over the short- to medium-term (6-18 months follow-up). More research is needed to improve the evidence base in relation to IPS within a UK context. Evaluation should focus on both the nature and quality of the employment gained, patient and service factors.

Employment discrimination: procedures for handling complaints--Equal Employment Opportunity Commission. Proposed rule.

PubMed

1981-04-17

This proposed rule sets forth procedures for the handling of complaints of employment discrimination which are filed with Federal fund granting agencies under Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972 and other provisions of Federal law which prohibit discrimination on grounds of race, color, religion, age, sex or national origin in programs or activities receiving Federal financial assistance. The regulations allow the fund granting agency to refer complaints to the Equal Employment Opportunity Commission (EEOC). For complaints covered both by Title VII of the Civil Rights Act of 1964, as amended, or other statutes within EEOC's jurisdiction and by Title VI of the Civil Rights Act or Title IX, the regulations contemplate that most complaints of individual acts of discrimination will be referred to EEOC for investigation and conciliation, while most complaints of systemic discrimination will be retained by the fund granting agency. Employment discrimination complaints which are not covered by Title VI or Title IX will be transferred to EEOC. This proposed rule is not a "major rule" as defined by Section 1(b) of Executive Order 12291.

2 CFR 180.615 - How does a Federal agency notify a person of a suspension or debarment action?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false How does a Federal agency notify a person of a suspension or debarment action? 180.615 Section 180.615 Grants and Agreements OFFICE OF MANAGEMENT..., or e-mail address of— (1) You or your identified counsel; or (2) Your agent for service of process...

5 CFR 1207.130 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Employment. 1207.130 Section 1207.130... BOARD § 1207.130 Employment. No qualified individual with a disability shall, on the basis of such disability, be subject to discrimination in employment under any program or activity conducted by the agency...

44 CFR 16.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Employment. 16.140 Section 16... CONDUCTED BY THE FEDERAL EMERGENCY MANAGEMENT AGENCY § 16.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subject to discrimination in employment under any program or...

22 CFR 711.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employment. 711.140 Section 711.140 Foreign... CORPORATION § 711.140 Employment. No qualified individual with handicaps shall, on the basis of handicap, be subject to discrimination in employment under any program or activity conducted by the agency. The...

45 CFR 707.7 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employment. 707.7 Section 707.7 Public Welfare... § 707.7 Employment. No qualified individual with disabilities shall, on the basis of disability, be subjected to discrimination in employment under any program or activity conducted by the Agency. The...

University Graduates' Employability, Employment Status, and Job Quality

ERIC Educational Resources Information Center

González-Romá, Vicente; Gamboa, Juan Pablo; Peiró, José M.

2018-01-01

We investigated whether a set of indicators of the employability dimensions proposed by Fugate, Kinicki, and Asforth (i.e., career identity, personal adaptability, and human and social capital) are related to university graduates' employment status and five indicators of the quality of their jobs (pay, hierarchical level, vertical and horizontal…

76 FR 6471 - Agency Information Collection Activities

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-04

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of Information Collection --Extension Without Change: Local... information you provide. Copies of comments submitted by the public to EEOC directly or through the Federal e...

Employment and Training for America's Homeless: Best Practices Guide.

ERIC Educational Resources Information Center

Beck, Susan Kessler; Trutko, John W.; Isbell, Kellie; Rothstein, Frances; Barnow, Burt S.

This document is a how-to guide to help employment and training agencies tailor their delivery systems to be more effective in training, placing, and retaining homeless individuals in gainful employment. The guide is written from the perspective of an employment and training agency and based largely on the experiences of 63 organizations from…

The Role of Self-Regulation and Personal Agency Beliefs: A Psychoeducational Approach with Asian High School Students in Singapore

ERIC Educational Resources Information Center

Chong, Wan Har

2005-01-01

This article presents a socio-cognitive approach to psychoeducational group work in which elements of self-regulatory and self processes are incorporated to facilitate student learning and problem-solving. The role of personal agency beliefs and the use of metacognitive, cognitive, and affective strategies in fostering students with a sense of…

Consideration of the influence of place on access to employment for persons with serious mental illness in northeastern Ontario.

PubMed

Rebeiro Gruhl, K L; Kauppi, C; Montgomery, P; James, S

2012-01-01

Despite increasing attention to employment within the mental health sector, reports indicate that people with serious mental illness (SMI) continue to experience limited employment success in the province of Ontario, Canada. Research specifies that people with SMI who live in rural places are less likely than those living in urban centers to have access to satisfactory employment services or to become gainfully employed. The objective of this study was to examine access to employment from the perspectives of people with SMI, mental health and vocational service providers, and decision-makers, and to explore whether place influenced their access to work in northeastern Ontario. A qualitative case study using community-based participatory research methods was chosen to examine the experience of access to competitive employment in two northeastern Ontario communities. The cases selected for study were two geographic areas in northeastern Ontario which provided best-practice, mental health services to persons with SMI. Community-based site partners advertised and recruited participants, and a consumer advisory provided input on key stakeholders, questions, findings and the study action plan. The study findings were informed by individual and group interviews conducted with 46 individuals who resided in both rural and urban settings in the case communities, and feedback from 49 participants who attended town hall forums for presentation of study findings and development of an action plan. The qualitative data was supported by a secondary data source reporting on the employment outcomes of 4112 people with SMI who received disability income support and who resided in the case communities. Qualitative data were analyzed inductively, and categories and themes were developed. Findings were member checked with all informants and town hall participants in each case community. This article draws on the findings of a larger study and reports on the influence of place to the low

The effect of organisational context variables on employer attitudes toward employability of ex-offenders.

PubMed

Lukies, John; Graffam, Joseph; Shinkfield, Alison J

2011-05-01

The authors tested the premise that organisational context variables (i.e., size of organisation, industry type, location, and respondent's position in organisation) had significant effects on employer (N = 596) attitudes toward employability of ex-offenders. They also examined whether organisational context variables had an equivalent effect on employer attitudes to that of job-seeker criminal history and employer personal characteristics (e.g., respondent age and gender). Using linear regression (HLM 6.02a), organisational context variables were shown to have a significant effect on employer attitudes. In addition, organisational context variables had a significantly greater effect on employer attitudes than did employer personal characteristics. However, job-seeker criminal history contributed more to respondent ratings of ex-offender employability than did organisational context variables. The finding that judgements of employability are influenced by organisational context variables has implications for future research relevant to reintegration. Stakeholder attitudes toward the reintegration success of ex-offenders may be generally influenced by context variables.

31 CFR 800.218 - Lead agency.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 31 Money and Finance:Treasury 3 2012-07-01 2012-07-01 false Lead agency. 800.218 Section 800.218... FOREIGN PERSONS Definitions § 800.218 Lead agency. The term lead agency means an agency designated by the... activity for which the Chairperson designates it as a lead agency, including all or a portion of a review...

31 CFR 800.218 - Lead agency.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 31 Money and Finance:Treasury 3 2013-07-01 2013-07-01 false Lead agency. 800.218 Section 800.218... FOREIGN PERSONS Definitions § 800.218 Lead agency. The term lead agency means an agency designated by the... activity for which the Chairperson designates it as a lead agency, including all or a portion of a review...

31 CFR 800.218 - Lead agency.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 31 Money and Finance:Treasury 3 2011-07-01 2011-07-01 false Lead agency. 800.218 Section 800.218... FOREIGN PERSONS Definitions § 800.218 Lead agency. The term lead agency means an agency designated by the... activity for which the Chairperson designates it as a lead agency, including all or a portion of a review...

31 CFR 800.218 - Lead agency.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 31 Money and Finance:Treasury 3 2014-07-01 2014-07-01 false Lead agency. 800.218 Section 800.218... FOREIGN PERSONS Definitions § 800.218 Lead agency. The term lead agency means an agency designated by the... activity for which the Chairperson designates it as a lead agency, including all or a portion of a review...

7 CFR 3017.310 - What must I do if a Federal agency excludes a person with whom I am already doing business in a...

Code of Federal Regulations, 2010 CFR

2010-01-01

... covered transactions (other than no-cost time extensions) with any excluded person, unless the Department... with whom I am already doing business in a covered transaction? 3017.310 Section 3017.310 Agriculture... Regarding Transactions § 3017.310 What must I do if a Federal agency excludes a person with whom I am...

Graduates' Employment and the Discourse of Employability: A Critical Analysis

ERIC Educational Resources Information Center

Moreau, Marie-Pierre; Leathwood, Carole

2006-01-01

In a context of considerable changes in the labour market and higher education sector in the UK, a discourse of employability has become increasingly dominant. Universities are urged to ensure that they produce "employable" graduates, and graduates themselves are exhorted to continually develop their personal skills, qualities and…

SEEMP: A Networked Marketplace for Employment Services

NASA Astrophysics Data System (ADS)

Celino, Irene; Cerizza, Dario; Cesarini, Mirko; Valle, Emanuele Della; de Paoli, Flavio; Estublier, Jacky; Fugini, Mariagrazia; Pérez, Asuncion Gómez; Kerrigan, Mick; Guarrera, Pascal; Mezzanzanica, Mario; Ramìrez, Jaime; Villazon, Boris; Zhao, Gang

Human capital is more and more the key factor of economic growth and competitiveness in the information age and knowledge economy. But due to a still fragmented employment market compounded by the enlargement of the EU, the human resources are not effectively exchanged and deployed. The business innovation of SEEMP1 develops a vision of an Employment Mediation Marketplace (EMM) for market transparency and effic ient mediation. Its technological innovation provides a federated marketplace of employment agencies through a peer-to-peer network of employment data and mediation services. In other words, the solution under development is a de-fragmentation of the employment market by a web-based collaborative network. The SEEMP-enabled employment marketplace will strengthen the social organization of public employment administration, maximize the business turnover of private employment agencies, improve citizens' productivity and welfare, and increase the competitiveness and performance of business.

14 CFR § 1251.202 - Employment criteria.

Code of Federal Regulations, 2014 CFR

2014-01-01

... OF HANDICAP Employment Practices § 1251.202 Employment criteria. (a) A recipient may not make use of any employment test or other selection criterion that screens out or tends to screen out handicapped persons or any class of handicapped persons unless: (1) The test score or other selection criterion, as...

Employer-sponsored health insurance: are employers good agents for their employees?

PubMed

Peele, P B; Lave, J R; Black, J T; Evans, J H

2000-01-01

Employers in the United States provide many welfare-type benefits, such as life insurance, disability insurance, health insurance, and pensions, to their employees. Employers can be viewed as performing an agency role in purchasing pension, health, and other welfare benefits for their employees. An exploration of their competence in this role as agents for their employees indicates that large employers are very helpful to their employees in this arena. They seem to contribute to individual employees' welfare by providing them with valued services in purchasing health insurance.

32 CFR 1906.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 6 2010-07-01 2010-07-01 false Employment. 1906.140 Section 1906.140 National Defense Other Regulations Relating to National Defense CENTRAL INTELLIGENCE AGENCY ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE CENTRAL INTELLIGENCE AGENCY...

32 CFR 1906.140 - Employment.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 6 2011-07-01 2011-07-01 false Employment. 1906.140 Section 1906.140 National Defense Other Regulations Relating to National Defense CENTRAL INTELLIGENCE AGENCY ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE CENTRAL INTELLIGENCE AGENCY...

32 CFR 1906.140 - Employment.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 6 2013-07-01 2013-07-01 false Employment. 1906.140 Section 1906.140 National Defense Other Regulations Relating to National Defense CENTRAL INTELLIGENCE AGENCY ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE CENTRAL INTELLIGENCE AGENCY...

32 CFR 1906.140 - Employment.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 6 2014-07-01 2014-07-01 false Employment. 1906.140 Section 1906.140 National Defense Other Regulations Relating to National Defense CENTRAL INTELLIGENCE AGENCY ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE CENTRAL INTELLIGENCE AGENCY...

32 CFR 1906.140 - Employment.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 6 2012-07-01 2012-07-01 false Employment. 1906.140 Section 1906.140 National Defense Other Regulations Relating to National Defense CENTRAL INTELLIGENCE AGENCY ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE CENTRAL INTELLIGENCE AGENCY...

28 CFR 42.605 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2013 CFR

2013-07-01

... of the civil rights provision(s) involved, the authority of EEOC under this regulation and that the... regulations. The agency, therefore, may use information obtained by EEOC under the agency's investigative... (2) Determine whether EEOC may have jurisdiction over the complaint under title VII of or the Equal...

28 CFR 42.605 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2010 CFR

2010-07-01

... of the civil rights provision(s) involved, the authority of EEOC under this regulation and that the... regulations. The agency, therefore, may use information obtained by EEOC under the agency's investigative... (2) Determine whether EEOC may have jurisdiction over the complaint under title VII of or the Equal...

28 CFR 42.605 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2012 CFR

2012-07-01

... of the civil rights provision(s) involved, the authority of EEOC under this regulation and that the... regulations. The agency, therefore, may use information obtained by EEOC under the agency's investigative... (2) Determine whether EEOC may have jurisdiction over the complaint under title VII of or the Equal...

28 CFR 42.605 - Agency processing of complaints of employment discrimination.

Code of Federal Regulations, 2011 CFR

2011-07-01

... of the civil rights provision(s) involved, the authority of EEOC under this regulation and that the... regulations. The agency, therefore, may use information obtained by EEOC under the agency's investigative... (2) Determine whether EEOC may have jurisdiction over the complaint under title VII of or the Equal...

Health, employment and relationships: Correlates of personal wellbeing in young adults with and without a history of childhood language impairment.

PubMed

Conti-Ramsden, Gina; Durkin, Kevin; Mok, Pearl L H; Toseeb, Umar; Botting, Nicola

2016-07-01

We examine the potential associations between self-rated health, employment situation, relationship status and personal wellbeing in young adults with and without a history of language impairment (LI). In total, 172 24-year-olds from the UK participated, with approximately half (N = 84) having a history of LI. Personal wellbeing was measured using ratings from three questions from the Office for National Statistics regarding life satisfaction, happiness and life being worthwhile. There were similarities between individuals with a history of LI and their age-matched peers in self-rated personal wellbeing. However, regression analyses revealed self-rated health was the most consistent predictor of personal wellbeing for individuals with a history of LI in relation to life satisfaction (21% of variance), happiness (11%) and perceptions that things one does in life are worthwhile (32%). None of the regression analyses were significant for their peers. Similarities on ratings of wellbeing by young adults with and without a history of LI can mask heterogeneity and important differences. Young adults with a history of LI are more vulnerable to the effects of health, employment and relationship status on their wellbeing than their peers. Copyright © 2016 The Authors. Published by Elsevier Ltd.. All rights reserved.

Building Employer Capacity to Support Meaningful Employment for Persons with Developmental Disabilities: A Grounded Theory Study of Employment Support Perspectives

ERIC Educational Resources Information Center

Rashid, Marghalara; Hodgetts, Sandra; Nicholas, David

2017-01-01

To explore strategies to build employer capacity to support people with DD in meaningful employment from perspective of employment support workers. A grounded theory study was conducted with 34 employment support individuals. A theoretical sampling approach was used to identify and recruit participants from multiple sites in Ontario and Alberta.…

75 FR 53378 - Agency Information Collection (Request to Employer for Employment Information in Connection With...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-31

... to Employer for Employment Information in Connection With Claim for Disability Benefits) Activities... through http://www.Regulations.gov or to VA's OMB Desk Officer, OMB Human Resources and Housing Branch... Connection with Claim for Disability Benefits, VA Form Letter 29-459. OMB Control Number: 2900-0066. Type of...

Employer-Sponsored Health Insurance: Are Employers Good Agents for Their Employees?

PubMed Central

Peele, Pamela B.; Lave, Judith R.; Black, Jeanne T.; Evans III, John H.

2000-01-01

Employers in the United States provide many welfare-type benefits, such as life insurance, disability insurance, health insurance, and pensions, to their employees. Employers can be viewed as performing an agency role in purchasing pension, health, and other welfare benefits for their employees. An exploration of their competence in this role as agents for their employees indicates that large employers are very helpful to their employees in this arena. They seem to contribute to individual employees' welfare by providing them with valued services in purchasing health insurance. PMID:10834079

2 CFR 180.135 - May a Federal agency grant an exception to let an excluded person participate in a covered...

Code of Federal Regulations, 2010 CFR

2010-01-01

... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false May a Federal agency grant an exception to let an excluded person participate in a covered transaction? 180.135 Section 180.135 Grants and Agreements OFFICE OF MANAGEMENT AND BUDGET GOVERNMENTWIDE GUIDANCE FOR GRANTS AND AGREEMENTS Reserved OMB...

26 CFR 31.3402(g)-3 - Wages paid through an agent, fiduciary, or other person on behalf of two or more employers.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 26 Internal Revenue 15 2014-04-01 2014-04-01 false Wages paid through an agent, fiduciary, or other person on behalf of two or more employers. 31.3402(g)-3 Section 31.3402(g)-3 Internal Revenue... Source § 31.3402(g)-3 Wages paid through an agent, fiduciary, or other person on behalf of two or more...

26 CFR 31.3402(g)-3 - Wages paid through an agent, fiduciary, or other person on behalf of two or more employers.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Wages paid through an agent, fiduciary, or other person on behalf of two or more employers. 31.3402(g)-3 Section 31.3402(g)-3 Internal Revenue... Source § 31.3402(g)-3 Wages paid through an agent, fiduciary, or other person on behalf of two or more...

26 CFR 31.3402(g)-3 - Wages paid through an agent, fiduciary, or other person on behalf of two or more employers.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 26 Internal Revenue 15 2011-04-01 2011-04-01 false Wages paid through an agent, fiduciary, or other person on behalf of two or more employers. 31.3402(g)-3 Section 31.3402(g)-3 Internal Revenue... Source § 31.3402(g)-3 Wages paid through an agent, fiduciary, or other person on behalf of two or more...

26 CFR 31.3402(g)-3 - Wages paid through an agent, fiduciary, or other person on behalf of two or more employers.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 26 Internal Revenue 15 2012-04-01 2012-04-01 false Wages paid through an agent, fiduciary, or other person on behalf of two or more employers. 31.3402(g)-3 Section 31.3402(g)-3 Internal Revenue... Source § 31.3402(g)-3 Wages paid through an agent, fiduciary, or other person on behalf of two or more...

26 CFR 31.3402(g)-3 - Wages paid through an agent, fiduciary, or other person on behalf of two or more employers.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 26 Internal Revenue 15 2013-04-01 2013-04-01 false Wages paid through an agent, fiduciary, or other person on behalf of two or more employers. 31.3402(g)-3 Section 31.3402(g)-3 Internal Revenue... Source § 31.3402(g)-3 Wages paid through an agent, fiduciary, or other person on behalf of two or more...

Alcohol and substance use history among ADHD adults: the relationship with persistent and remitting symptoms, personality, employment, and history of service use.

PubMed

Huntley, Zoe; Young, Susan

2014-01-01

To profile substance use, personality, service use, and employment in adults with ADHD. The sample consisted of 216 consecutive referrals to an adult ADHD service and classified with ADHD, partially or fully remitted ADHD, or no ADHD. Normal controls (n = 33) were recruited from a general practitioner's center. Participants completed measures of alcohol and illicit substance use, employment, service use, ADHD symptoms, and personality. High rates of substance use were found in participants with current ADHD diagnoses. ADHD participants showed increased rates of personality trait or disorder scores and unemployment. There was some indication that those with ADHD and substance-related impairment place higher demand on services. Individuals with partially remitted ADHD showed similar substance use to those with current ADHD, whereas those in full remission were comparable with normal controls. Although ADHD symptoms may remit with time, individuals retaining persisting or partial symptoms have substantial needs in adulthood.

5 CFR 831.1004 - Agency contributions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Agency contributions. 831.1004 Section 831.1004 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT CSRS Offset § 831.1004 Agency contributions. The employing agency, the Secretary of...

5 CFR 831.1004 - Agency contributions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Agency contributions. 831.1004 Section 831.1004 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT CSRS Offset § 831.1004 Agency contributions. The employing agency, the Secretary of...

Exploring Attitudes, Perceived Norms, and Personal Agency: Insights Into Theory-Based Messages to Encourage Park-Based Physical Activity in Low-Income Urban Neighborhoods.

PubMed

Groshong, Lisa; Stanis, Sonja A Wilhelm; Kaczynski, Andrew T; Hipp, J Aaron; Besenyi, Gina M

2017-02-01

Public parks hold promise for promoting population-level PA, but studies show a significant portion of park use is sedentary. Past research has documented the effectiveness of message-based strategies for influencing diverse behaviors in park settings and for increasing PA in nonpark contexts. Therefore, to inform message-based interventions (eg, point-ofdecision prompts) to increase park-based PA, the purpose of this study was to elicit insights about key attitudes, perceived norms, and personal agency that affect park use and park-based PA in low-income urban neighborhoods. This study used 6 focus groups with youth and adults (n = 41) from low-income urban areas in Kansas City, MO, to examine perceptions of key attitudinal outcomes and motivations, perceived norms, key referents, and personal agency facilitators and constraints that affect park use and park-based PA. Participant attitudes reflected the importance of parks for mental and physical health, with social interaction and solitude cited as key motivations. Of 10 themes regarding perceived norms, influential others reflected participants' ethnic makeup but little consensus emerged among groups. Social and safety themes were cited as both facilitators and constraints, along with park offerings and setting. Information about attitudes, perceived norms, and personal agency can increase understanding of theoretically derived factors that influence park-based PA and help park and health professionals create communication strategies to promote PA.

15 CFR 930.75 - State agency assistance to persons.

Code of Federal Regulations, 2010 CFR

2010-01-01

... resource should obtain the views and assistance of the State agency regarding the means for ensuring that... RESOURCE MANAGEMENT FEDERAL CONSISTENCY WITH APPROVED COASTAL MANAGEMENT PROGRAMS Consistency for Outer... to the proposed activities, based upon the information submitted to the State agency. ...

1 CFR 500.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 1 General Provisions 1 2010-01-01 2010-01-01 false Employment. 500.140 Section 500.140 General... ACTIVITIES CONDUCTED BY THE NATIONAL COMMISSION FOR EMPLOYMENT POLICY § 500.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

7 CFR 15e.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Employment. 15e.140 Section 15e.140 Agriculture Office... OR ACTIVITIES CONDUCTED BY THE UNITED STATES DEPARTMENT OF AGRICULTURE § 15e.140 Employment. No... employment under any program or activity conducted by the agency. The definitions, requirements, and...

Effectiveness of vocational rehabilitation intervention on the return to work and employment of persons with multiple sclerosis.

PubMed

Khan, Fary; Ng, Louisa; Turner-Stokes, Lynne

2009-01-21

Multiple sclerosis is a neurological disease that frequently affects adults of working age, resulting in a range of physical, cognitive and psychosocial deficits that impact on workforce participation. Although, the literature supports vocational rehabilitation (VR) approaches in persons with multiple sclerosis (pwMS), the evidence for its effectiveness is yet to be established. To evaluate the effectiveness of VR programs compared to alternative programs or care as usual on return to work, workability and employment in pwMS; to evaluate the cost effectiveness of these programs. Electronic searches included: Cochrane Central Register of Controlled Trials "CENTRAL" 2008 issue 3, MEDLINE (PubMed) (1966- 2008), EMBASE (1988- 2008), CINAHL (1982- 2008), PEDro (1990- 2008), the Cochrane Rehabilitation and Related Therapies Field trials Register and the National Health Service National Research Register. Randomized and controlled clinical trials, including before - after controlled trials, that compare VR rehabilitation with alternative intervention such as standard or a lesser form of intervention or waitlist controls. Two reviewers selected trials and rated their methodological quality independently. A 'best evidence' synthesis was performed, based on methodological quality. Trials were grouped in terms of type and setting of VR programs. Two trials (one RCT and one CCT) (total 80 participants) met the review criteria. Both trials scored poorly on the methodological quality assessment. There was 'insufficient evidence' for VR programs for (a)'competitive employment', in altering rates of job retention, changes in employment, improvement in rates of re-entry into the labour force; (b) for altering 'work ability' by improving participants' confidence in the accommodation request process, or employability maturity or job seeking activity. No evidence could be assimilated for changes in proportions of persons in supported employment or on disability pensions, nor for cost

75 FR 33688 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-15

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension...

75 FR 12121 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-15

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: Pension...

Time utilisation trends of supported employment services by persons with mental disability in South Africa.

PubMed

Van Niekerk, Lana; Coetzee, Zelda; Engelbrecht, Madri; Hajwani, Zerina; Terreblanche, Santie

2015-01-01

This paper reports on the second phase of a two-phased study that was undertaken to determine the feasibility of supported employment (SE) as a strategy with which to facilitate the employment of persons with disability in competitive work contexts. The study population comprised people with mental disabilities receiving SE in the Western Cape Province, South Africa. To describe the components of SE utilised by persons with mental disability (i.e. psychiatric or intellectual disability) in terms of type and time utilisation patterns over 12 months. Criterion sampling, a form of purposive sampling, was used to identify 29 study participants - 19 with intellectual disability and 10 with psychiatric disability. Data collection commenced for each participant when a work placement had been identified and preparation for such ensued. Data was collected prospectively for a period of 12 months. SE service components utilised by participants were captured using a data capture sheet that was developed for this purpose. Time utilisation indicated a steep downwards trend for both cohorts. The decrease in utilisation of SE service components over a period of one year was more pronounced in the psychiatric disability (PD) cohort, who utilized almost half the total SE services in the first month. SE services can be considered as a viable option for return to work in resource-constrained environments. Providers of SE services will need to modify approaches in order to meet contextual realities.

7 CFR 15a.51 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., leave for persons of either sex to care for children or dependents, or any other leave; (7) Fringe... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs and Activities Prohibited § 15a.51 Employment. (a) General. (1) No person shall, on the basis of sex, be excluded...

7 CFR 15a.51 - Employment.

Code of Federal Regulations, 2012 CFR

2012-01-01

..., leave for persons of either sex to care for children or dependents, or any other leave; (7) Fringe... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs and Activities Prohibited § 15a.51 Employment. (a) General. (1) No person shall, on the basis of sex, be excluded...

7 CFR 15a.51 - Employment.

Code of Federal Regulations, 2013 CFR

2013-01-01

..., leave for persons of either sex to care for children or dependents, or any other leave; (7) Fringe... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs and Activities Prohibited § 15a.51 Employment. (a) General. (1) No person shall, on the basis of sex, be excluded...

7 CFR 15a.51 - Employment.

Code of Federal Regulations, 2011 CFR

2011-01-01

..., leave for persons of either sex to care for children or dependents, or any other leave; (7) Fringe... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs and Activities Prohibited § 15a.51 Employment. (a) General. (1) No person shall, on the basis of sex, be excluded...

7 CFR 15a.51 - Employment.

Code of Federal Regulations, 2014 CFR

2014-01-01

..., leave for persons of either sex to care for children or dependents, or any other leave; (7) Fringe... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs and Activities Prohibited § 15a.51 Employment. (a) General. (1) No person shall, on the basis of sex, be excluded...

75 FR 31787 - Agency Information Collection Activities: Existing Collection; Emergency Extension

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-04

... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities: Existing Collection; Emergency Extension AGENCY: Equal Employment Opportunity Commission. ACTION: Notice of... Paperwork Reduction Act, the Equal Employment Opportunity Commission (EEOC or Commission) announces that it...

Longitudinal Job Satisfaction of Persons in Supported Employment.

ERIC Educational Resources Information Center

Test, David W.; Carver, Tonya; Ewers, Lisa; Haddad, Jennifer; Person, Julie

2000-01-01

This longitudinal study examined satisfaction with supported employment jobs and services with 32 disabled individuals receiving services between 1992 and 1997. Analysis of interview data indicates participants were consistently satisfied with both their chosen supported employment jobs (including the work, friendships made, and money earned) and…

5 CFR 300.606 - Agency authority.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Agency authority. 300.606 Section 300.606 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT (GENERAL) Time-In-Grade Restrictions § 300.606 Agency authority. An agency may expand on these restrictions consistent...

76 FR 77900 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-15

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

76 FR 13883 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-15

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

78 FR 16401 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-15

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

78 FR 35754 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-14

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

77 FR 56770 - Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-14

... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4022 and 4044 Allocation of Assets in Single-Employer Plans; Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Valuing and Paying Benefits AGENCY: Pension Benefit Guaranty Corporation. ACTION: Final rule. SUMMARY: This final...

15 CFR 8c.40 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employment. 8c.40 Section 8c.40... BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE DEPARTMENT OF COMMERCE § 8c.40 Employment... discrimination in employment under any program or activity conducted by the agency. The definitions, requirements...

Attracting and Selecting Quality Applicants for Federal Employment. A report Concerning Significant Actions of the Office of Personnel Management

DTIC Science & Technology

1990-04-01

persons who tivascolr study at school or working part-time with influence students in making career decisions woknIat-iewt tosuee students ansiderng...device will signif’cantly accelerate There is also a seventh category which thechiiong prcess and usincasy a ate includes 16 occupations for which...informa- Several agencies also felt that the ability to tion for employment decisions in the private hire college graduates immediately would be sector

Agency Training Centers for Federal Employes, Fiscal Year 1969.

ERIC Educational Resources Information Center

Civil Service Commission, Washington, DC. Bureau of Training.

This publication provides up to date information on Federal agency operated training centers, including data on the number, variety, and general characteristics of program offerings for civilian employees. Locations, purposes, courses and other programs, eligibility for attendance, sources of further information, and other items of potential…

5 CFR 572.101 - Agency authority.

Code of Federal Regulations, 2010 CFR

2010-01-01

... EXPENSES; NEW APPOINTEES AND INTERVIEWS § 572.101 Agency authority. (a) An agency may determine which...-employment interview travel expenses. Payment of these travel expenses will be in accordance with the FTR...

Policy reform dilemmas in promoting employment of persons with severe mental illness.

PubMed

Noble, J H

1998-06-01

Recent evaluations by the U.S. General Accounting Office and the National Alliance for the Mentally Ill of reemployment efforts of the federal-state vocational rehabilitation program found that services offered by state vocational rehabilitation agencies do not produce long-term earnings for clients with emotional or physical disabilities. This paper examines reasons for these poor outcomes and the implications of recent policy reform recommendations. Congress must decide whether to take action at the federal level to upgrade programs affecting persons with severe mental illnesses or to continue to rely on state decision making. The federal-state program largely wastes an estimated $490 million annually on time-limited services to consumers with mental illnesses. Rechanneled into a variety of innovative and more appropriate integrated services models, the money could buy stable annual vocational rehabilitation funding for 62,000 to 90,000 consumers with severe mental illnesses. Larger macrosystem problems involve the dynamics of the labor market that limit job opportunities and the powerful work disincentives for consumers with severe disabilities now inherent in Social Security Disability Insurance, Supplemental Security Income, Medicare, and Medicaid.

9 CFR 306.4 - Assignment of Program employees where members of family employed; soliciting employment...

Code of Federal Regulations, 2011 CFR

2011-01-01

... 9 Animals and Animal Products 2 2011-01-01 2011-01-01 false Assignment of Program employees where members of family employed; soliciting employment; procuring product from official establishments. 306.4 Section 306.4 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE AGENCY ORGANIZATION AND TERMINOLOGY;...

9 CFR 306.4 - Assignment of Program employees where members of family employed; soliciting employment...

Code of Federal Regulations, 2013 CFR

2013-01-01

... 9 Animals and Animal Products 2 2013-01-01 2013-01-01 false Assignment of Program employees where members of family employed; soliciting employment; procuring product from official establishments. 306.4 Section 306.4 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE AGENCY ORGANIZATION AND TERMINOLOGY;...

9 CFR 306.4 - Assignment of Program employees where members of family employed; soliciting employment...

Code of Federal Regulations, 2012 CFR

2012-01-01

... 9 Animals and Animal Products 2 2012-01-01 2012-01-01 false Assignment of Program employees where members of family employed; soliciting employment; procuring product from official establishments. 306.4 Section 306.4 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE AGENCY ORGANIZATION AND TERMINOLOGY;...

Temporary agency work, migration and the crisis in Greece: labour market segmentation intensified.

PubMed

Maroukis, Thanos

2016-05-01

This article focuses on the under-researched temporary agency employment in Greece. It shows that the development of the temporary employment agency sector has gone hand in hand with the flow of undocumented and exploitable migrant labour in Greece over the past 25 years, reflecting the segmentation of the Greek labour market along ethnic lines. Using empirical research evidence on the operation of temporary employment agencies in the Greek hospitality and health care sectors, the article highlights the precarious or even illicit nature of agency employment in a context in which labour outsourcing and flexible employment are promoted by policy-makers. Last but not least, it suggests that the segmented landscape of the Greek labour market has become more complex during the economic crisis, with more and more Greeks drawn to agency-mediated precarious employment.

49 CFR 1014.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 8 2010-10-01 2010-10-01 false Employment. 1014.140 Section 1014.140... HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE SURFACE TRANSPORTATION BOARD § 1014.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment...

LAWS ON SEX DISCRIMINATION IN EMPLOYMENT--FEDERAL CIVIL RIGHTS ACT, TITLE VII. STATE FAIR EMPLOYMENT PRACTICES LAWS.

ERIC Educational Resources Information Center

Women's Bureau (DOL), Washington, DC.

TITLE VII OF THE FEDERAL CIVIL RIGHTS ACT (1964) PROHIBITS DISCRIMINATION ON THE BASIS OF SEX IN ADDITION TO THE USUAL GROUNDS OF RACE, COLOR, RELIGION, AND NATIONAL ORIGIN. IT COVERS PRIVATE EMPLOYMENT AND LABOR ORGANIZATIONS ENGAGED IN INDUSTRIES AFFECTING COMMERCE, AS WELL AS EMPLOYMENT AGENCIES. IT IS UNLAWFUL FOR EMPLOYERS TO REFUSE TO HIRE,…

46 CFR 507.140 - Employment.

Code of Federal Regulations, 2011 CFR

2011-10-01

... HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE FEDERAL MARITIME COMMISSION § 507.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment...

75 FR 14633 - Homeless Veterans' Reintegration Into Employment

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-26

... appropriate to provide job training, counseling, and placement services (including job readiness and literacy... DEPARTMENT OF LABOR Veterans' Employment and Training Service Homeless Veterans' Reintegration Into Employment AGENCY: Veterans' Employment and Training Service, Department of Labor. Announcement...

Payment Mechanisms for Community Employment: Realities and Recommendations.

ERIC Educational Resources Information Center

Hagner, David; And Others

1987-01-01

The article describes the payment mechanisms currently available to reimburse workers with severe disabilities for work performed. The advantages and disadvantages of competitive employment at or above minimum wage, competitive employment below minimum wage, contracted employment through a rehabilitation agency, and self-employment are discussed.…

Designing personal exercise monitoring employing multiple modes of delivery: implications from a qualitative study on heart rate monitoring.

PubMed

Segerståhl, Katarina; Oinas-Kukkonen, Harri

2011-12-01

Various personal monitoring technologies have been introduced for supporting regular physical activity, which is of critical importance in reducing the risks of several chronic diseases. Recent studies suggest that combining multiple modes of delivery, such as text messages and mobile monitoring devices with web applications, holds potential for effectively supporting physical exercise. Of particular interest is how the functionality and content of these systems should be distributed across the different modes for successful outcomes. The aim of this study was to: (a) investigate how users incorporate a system employing two modes of delivery - a wearable heart rate monitor and a web service - into their training and (b) to analyze benefits and limitations in personal exercise monitoring and how they relate to the different modes in use. A qualitative field study employing diaries and semi-structured interviews was carried out with 30 participants who used a heart rate monitoring system comprising a wearable heart rate monitor, Polar FT60 and a web service, Polar Personal Trainer for a period of 21 days. The data were systematically analyzed to identify specific benefits and limitations associated with the system characteristics and modes as perceived by the end-users. The benefits include supporting exploratory learning, controlling target behavior, rectifying behaviors, motivation and logging support. The limitations are associated with information for validating the system, virtual coaching, task-technology fit, data integrity and privacy concerns. Mobile interfaces enable exploratory learning and controlling of target behaviors in situ, while web services can effectively support users' need for cognition within the early stages of adoption and long-term training with intelligent coaching functionality. This study explains several benefits and limitations in personal exercise monitoring. These can be addressed with crossmedial design, i.e., strategic distribution

45 CFR 1175.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employment. 1175.140 Section 1175.140 Public... PROGRAMS OR ACTIVITIES CONDUCTED BY THE NATIONAL ENDOWMENT FOR THE HUMANITIES § 1175.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment...

11 CFR 6.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 11 Federal Elections 1 2010-01-01 2010-01-01 false Employment. 6.140 Section 6.140 Federal... OR ACTIVITIES CONDUCTED BY THE FEDERAL ELECTION COMMISSION § 6.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

1 CFR 457.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 1 General Provisions 1 2010-01-01 2010-01-01 false Employment. 457.140 Section 457.140 General... ACTIVITIES CONDUCTED BY THE NATIONAL CAPITAL PLANNING COMMISSION § 457.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

29 CFR 4907.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employment. 4907.140 Section 4907.140 Labor Regulations... THE PENSION BENEFIT GUARANTY CORPORATION § 4907.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity...

46 CFR 507.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 46 Shipping 9 2010-10-01 2010-10-01 false Employment. 507.140 Section 507.140 Shipping FEDERAL... HANDICAP IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE FEDERAL MARITIME COMMISSION § 507.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment...

22 CFR 1005.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employment. 1005.140 Section 1005.140 Foreign... ACTIVITIES CONDUCTED BY THE INTER-AMERICAN FOUNDATION § 1005.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or...

50 CFR 550.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 50 Wildlife and Fisheries 7 2010-10-01 2010-10-01 false Employment. 550.140 Section 550.140... IN PROGRAMS OR ACTIVITIES CONDUCTED BY MARINE MAMMAL COMMISSION § 550.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

36 CFR 1154.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employment. 1154.140 Section... ARCHITECTURAL AND TRANSPORTATION BARRIERS COMPLIANCE BOARD § 1154.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or...

Agency matters! Social preferences in the three-person ultimatum game

PubMed Central

Alexopoulos, Johanna; Pfabigan, Daniela M.; Göschl, Florian; Bauer, Herbert; Fischmeister, Florian Ph. S.

2013-01-01

In the present study EEG was recorded simultaneously while two participants were playing the three-person ultimatum game (UG). Both participants received different offers from changing proposers about how to split up a certain amount of money between the three players. One of the participants had no say, whereas the other, the responder, was able to harm the payoff of all other players. The aim of the study was to investigate how the outcomes of the respective other are evaluated by participants who were treated fairly or unfairly themselves and to what extent agency influences concerns for fairness. Analyses were focused on the medial frontal negativity (MFN) as an early index for subjective value assignment. Recipients with veto-power exhibited enhanced, more negative-going, MFN amplitudes following proposals that comprised a low share for both recipients, suggesting that responders favored offers with a fair amount to at least one of the two players. Though, the powerless players cared about the amount assigned to the responder, MFN amplitudes were larger following fair compared to unfair offers assigned to the responder. Similarly, concerns for fairness which determined the amplitude of the MFN, suggested that the powerless players exhibited negative and conversely the responders, positive social preferences. PMID:23818878

Agency matters! Social preferences in the three-person ultimatum game.

PubMed

Alexopoulos, Johanna; Pfabigan, Daniela M; Göschl, Florian; Bauer, Herbert; Fischmeister, Florian Ph S

2013-01-01

In the present study EEG was recorded simultaneously while two participants were playing the three-person ultimatum game (UG). Both participants received different offers from changing proposers about how to split up a certain amount of money between the three players. One of the participants had no say, whereas the other, the responder, was able to harm the payoff of all other players. The aim of the study was to investigate how the outcomes of the respective other are evaluated by participants who were treated fairly or unfairly themselves and to what extent agency influences concerns for fairness. Analyses were focused on the medial frontal negativity (MFN) as an early index for subjective value assignment. Recipients with veto-power exhibited enhanced, more negative-going, MFN amplitudes following proposals that comprised a low share for both recipients, suggesting that responders favored offers with a fair amount to at least one of the two players. Though, the powerless players cared about the amount assigned to the responder, MFN amplitudes were larger following fair compared to unfair offers assigned to the responder. Similarly, concerns for fairness which determined the amplitude of the MFN, suggested that the powerless players exhibited negative and conversely the responders, positive social preferences.

20 CFR 1002.37 - Can one employee be employed in one job by more than one employer?

Code of Federal Regulations, 2010 CFR

2010-04-01

... person or entity to whom an employer has delegated the performance of employment-related responsibilities... an instance, both employers share responsibility for compliance with USERRA. If the security company... more than one employer? 1002.37 Section 1002.37 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY...

Outcomes of employment discrimination charges filed under the Americans With Disabilities Act.

PubMed

Moss, K; Ullman, M; Starrett, B E; Burris, S; Johnsen, M C

1999-08-01

The outcomes of employment discrimination charges filed under the Americans With Disabilities Act (ADA) by individuals with psychiatric disabilities and those with other disabilities were compared. Data obtained from the Equal Employment Opportunity Commission (EEOC) consisted of all ADA employment claims closed as of March 31, 1998. Charges were categorized by whether they were investigated by the EEOC or by a Fair Employment Practice Agency (FEPA). Of the 175,226 charges filed, 83.2 percent were closed by March 31, 1998. Of these, 15.7 percent brought some kind of benefit to charging parties, although only 1.7 percent resulted in new hires or reinstatements. Of charges investigated by FEPAs, 23.3 percent led to some benefit, compared with 11.5 percent of charges investigated by the EEOC. Of charges investigated by the EEOC, the median actual monetary benefit was $5,646, compared with $2,400 for charges investigated by FEPAs. A total of 13.6 percent of charges filed by individuals with psychiatric disabilities resulted in benefits, compared with a benefit rate of 16 percent for persons with other disabilities. The median actual monetary benefit received by persons with psychiatric disabilities was $5,000, compared with $3,500 for those with nonpsychiatric disabilities. Individuals whose charges were investigated in the first three years of ADA implementation were more likely to receive benefits than individuals whose charges were investigated more recently. Most employment discrimination charges filed under the ADA do not result in benefits or a finding of reasonable cause. Outcomes for people with psychiatric disabilities do not differ substantially from those for people with other disabilities.

Perception Differential between Employers and Undergraduates on the Importance of Employability Skills

ERIC Educational Resources Information Center

Wye, Chung-Khain; Lim, Yet-Mee

2009-01-01

This paper attempts to investigate if the undergraduates' core competencies are able to meet with the requirements set by the employers and to analyse the effectiveness of personal qualities and employability skills development in private university in Malaysia. Questionnaires survey, mean score comparison, and independent sample t-test are used…

Breastfeeding and employment: an assessment of employer attitudes.

PubMed

Libbus, M Kay; Bullock, Linda F C

2002-08-01

Both research and anecdotal reports suggest that maternal employment is associated with failure to initiate breastfeeding and early breastfeeding attrition. The objective of this study was to describe the experience with and attitudes toward breastfeeding of a sample of employers in a small Midwestern city in the United States. Based on an analysis of 85 mail-out questionnaires, we found that less than half of the employers had personal experience with breastfeeding. A large percentage of the sample, however, indicated that they would be willing to facilitate women who wished to breastfeed or express milk in the workplace. However, these employers also stated that they saw little value to their business of supporting breastfeeding in the work environment. Thus, enhancement of breastfeeding opportunity in the work environment may come as a result of public and employer education but, more likely, will require some type of directive from official sources.

Temporary agency work, migration and the crisis in Greece: labour market segmentation intensified

PubMed Central

2016-01-01

This article focuses on the under-researched temporary agency employment in Greece. It shows that the development of the temporary employment agency sector has gone hand in hand with the flow of undocumented and exploitable migrant labour in Greece over the past 25 years, reflecting the segmentation of the Greek labour market along ethnic lines. Using empirical research evidence on the operation of temporary employment agencies in the Greek hospitality and health care sectors, the article highlights the precarious or even illicit nature of agency employment in a context in which labour outsourcing and flexible employment are promoted by policy-makers. Last but not least, it suggests that the segmented landscape of the Greek labour market has become more complex during the economic crisis, with more and more Greeks drawn to agency-mediated precarious employment. PMID:27499601

Supported Employment for Youth with Disabilities: A Successful Community-Referenced Employment Training Program.

ERIC Educational Resources Information Center

McCabe, Patrick P.; Smergut, Peter C.

1994-01-01

The Manhattan Transition Center provides supported employment for youth with mild to severe disabilities. Local enclave worksites staffed by teacher/paraprofessional teams place participants in jobs. Under the zero-reject policy, employers and service providers are responsible for participants' personal and work-related growth. (SK)

Employment of Handicapped People in Leisure Occupations.

ERIC Educational Resources Information Center

Compton, David M.; Vinton, Dennis A.

In response to the need for up-to-date information on employment opportunities for handicapped people in the leisure occupations, a national survey was conducted to determine both existing levels of employment and employer practices. The survey was sent to 500 agencies and businesses representing four leisure occupational subclusters: travel,…

The Academic Preparation Recommended by Public Relations Employers.

ERIC Educational Resources Information Center

Wakefield, Gay; Cottone, Laura Perkins

Questionnaires were mailed to 261 agencies involved in public relations and publicity services, 56 agencies involved in advertising, and public relations directors of 183 corporations and other nonagency organizations in order to determine the knowledge and skill areas important to agency and organizational public relations employers. In an effort…

25 CFR 720.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Employment. 720.140 Section 720.140 Indians THE OFFICE OF... OR ACTIVITIES CONDUCTED BY THE NAVAJO AND HOPI INDIAN RELOCATION COMMISSION § 720.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment...

45 CFR 1153.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employment. 1153.140 Section 1153.140 Public... PROGRAMS OR ACTIVITIES CONDUCTED BY THE NATIONAL ENDOWMENT FOR THE ARTS § 1153.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

22 CFR 530.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employment. 530.140 Section 530.140 Foreign... PROGRAMS OR ACTIVITIES CONDUCTED BY THE BROADCASTING BOARD OF GOVERNORS § 530.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

28 CFR 39.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Employment. 39.140 Section 39.140... PROGRAMS OR ACTIVITIES CONDUCTED BY THE DEPARTMENT OF JUSTICE § 39.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or...

43 CFR 17.540 - Employment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employment. 17.540 Section 17.540 Public... Programs or Activities Conducted by the Department of the Interior § 17.540 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any...

10 CFR 1041.140 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Employment. 1041.140 Section 1041.140 Energy DEPARTMENT OF... ACTIVITIES CONDUCTED BY THE DEPARTMENT OF ENERGY § 1041.140 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or activity...

Exemplary Youth Employment Programs Survey Report.

ERIC Educational Resources Information Center

Geldof, Dick J.; And Others

Service Delivery Areas (SDAs) and Private Industry Councils (PICs) were surveyed concerning their implementation of Exemplary Youth Employment Programs described in Section 205 of the Job Training Partnership Act. Surveys were mailed to over 500 agencies. Of the 219 responding agencies, 77 percent were operating at least one Exemplary Youth…

20 CFR 655.510 - Employer attestations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... assessed in a final agency action following an investigation by the Wage and Hour Division pursuant to... submitted to a Federal agency or retained in the employer's records pursuant to this part, the document... whose majority ownership interest is held by nationals of that country) are not permitted to perform...

41 CFR 101-8.307 - Employment criteria.

Code of Federal Regulations, 2013 CFR

2013-07-01

... FEDERAL FINANCIAL ASSISTANCE 8.3-Discrimination Prohibited on the Basis of Handicap § 101-8.307 Employment... tends to screen out handicapped persons unless the test score or other selection criterion, as used by... that employment tests are adapted for use by persons who have handicaps that impair sensory, manual, or...

41 CFR 101-8.307 - Employment criteria.

Code of Federal Regulations, 2014 CFR

2014-07-01

... FEDERAL FINANCIAL ASSISTANCE 8.3-Discrimination Prohibited on the Basis of Handicap § 101-8.307 Employment... tends to screen out handicapped persons unless the test score or other selection criterion, as used by... that employment tests are adapted for use by persons who have handicaps that impair sensory, manual, or...

41 CFR 101-8.307 - Employment criteria.

Code of Federal Regulations, 2012 CFR

2012-07-01

... FEDERAL FINANCIAL ASSISTANCE 8.3-Discrimination Prohibited on the Basis of Handicap § 101-8.307 Employment... tends to screen out handicapped persons unless the test score or other selection criterion, as used by... that employment tests are adapted for use by persons who have handicaps that impair sensory, manual, or...

5 CFR 1630.17 - Federal agency requests.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Federal agency requests. 1630.17 Section 1630.17 Administrative Personnel FEDERAL RETIREMENT THRIFT INVESTMENT BOARD PRIVACY ACT REGULATIONS § 1630.17 Federal agency requests. Employing agencies needing automated data processing services from the...

5 CFR 1630.17 - Federal agency requests.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 3 2014-01-01 2014-01-01 false Federal agency requests. 1630.17 Section 1630.17 Administrative Personnel FEDERAL RETIREMENT THRIFT INVESTMENT BOARD PRIVACY ACT REGULATIONS § 1630.17 Federal agency requests. Employing agencies needing automated data processing services from the...

5 CFR 1630.17 - Federal agency requests.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Federal agency requests. 1630.17 Section 1630.17 Administrative Personnel FEDERAL RETIREMENT THRIFT INVESTMENT BOARD PRIVACY ACT REGULATIONS § 1630.17 Federal agency requests. Employing agencies needing automated data processing services from the...

20 CFR 1001.124 - Standards of performance governing State agency cooperation and coordination with other agencies...

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Standards of performance governing State..., DEPARTMENT OF LABOR SERVICES FOR VETERANS Standards of Performance Governing State Agency Services to Veterans and Eligible Persons § 1001.124 Standards of performance governing State agency cooperation and...

10 CFR 4.540 - Employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Employment. 4.540 Section 4.540 Energy NUCLEAR REGULATORY... Activities Conducted by the U.S. Nuclear Regulatory Commission § 4.540 Employment. No qualified handicapped person shall, on the basis of handicap, be subjected to discrimination in employment under any program or...

Living into the story: agency and coherence in a longitudinal study of narrative identity development and mental health over the course of psychotherapy.

PubMed

Adler, Jonathan M

2012-02-01

Narrative identity is the internalized, evolving story of the self that each person crafts to provide his or her life with a sense of purpose and unity. A proliferation of empirical research studies focused on narrative identity have explored its relationship with psychological well-being. The present study is the first prospective, multiwave longitudinal investigation to examine short-term personality change via an emphasis on narrative identity as it relates to mental health. Forty-seven adults wrote rich personal narratives prior to beginning psychotherapy and after every session over 12 assessment points while concurrently completing a measure of mental health. Narratives were coded for the themes of agency and coherence, which capture the dual aims of narrative identity: purpose and unity. By applying in-depth thematic coding to the stories of participants, the present study produced 47 case studies of intraindividual personality development and mental health. By employing multilevel modeling with the entire set of nearly 600 narratives, the present study also identified robust trends of individual differences in narrative changes as they related to improvements in mental health. Results indicated that, across participants, the theme of agency, but not coherence, increased over the course of time. In addition, increases in agency were related to improvements in participants' mental health. Finally, lagged growth curve models revealed that changes in the theme of agency occurred prior to the associated improvements in mental health. This finding remained consistent across a variety of individual-difference variables including demographics, personality traits, and ego development.

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 1 2013-07-01 2013-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 1 2011-07-01 2011-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 1 2012-07-01 2012-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 1 2014-07-01 2014-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

Older Worker Employment Services.

ERIC Educational Resources Information Center

Doctors, Samuel I.; And Others

1980-01-01

The records of a public employment agency for senior citizens are analyzed. Client characteristics reveal that older people want to work and retain jobs in which they are placed. The underutilization of older workers is discussed. (SK)

Older Workers Training and Employment Program.

ERIC Educational Resources Information Center

John F. Kennedy Family Service Center, Inc., Charlestown, MA.

The John F. Kennedy Service Center in Charlestown, Massachusetts, was set up to help older workers find employment and it coordinates health, education, employment, and welfare services and legal aid. The Federation of Charlestown Organizations, area colleges and universities, public and private industry, and social agencies have contributed to…

Facilitators and barriers to employment among veterans with spinal cord injury receiving 12 months of evidence-based supported employment services.

PubMed

Cotner, Bridget A; Njoh, Eni N; Trainor, John K; O'Connor, Danielle R; Barnett, Scott D; Ottomanelli, Lisa

2015-01-01

Return to work is associated with positive rehabilitation outcomes for persons with spinal cord injury (SCI); however, more research is needed on vocational support for persons with disabilities seeking employment. The association between facilitators and barriers of employment and employment outcome was examined among Veterans with SCI who participated in an evidence-based supported employment (EBSE) program. Using a mixed-methods, nested case-control design, data on facilitators and barriers to employment were extracted from qualitative interviews and quantitative measures administered in person to 34 Veterans with SCI who completed 12 months of an EBSE program. Participants who did (case) and did not (control) obtain competitive employment were matched on time since SCI. Facilitators and barriers to employment were compared between the groups. Self-report measures administered at baseline were examined; there were no statistically significant factors that predicted employment outcomes after 12 months of EBSE program participation. Qualitative interview data revealed program-specific facilitators and Veteran characteristics that were associated with employment outcomes. Qualitative data illustrate how the integration of the vocational rehabilitation specialist on the medical team is helpful for addressing identified disability-specific barriers, including practical matters such as transportation and caregiving schedules, to facilitate employment outcomes.

Facilitators and Barriers to Employment Among Veterans with Spinal Cord Injury Receiving 12 Months of Evidence-Based Supported Employment Services

PubMed Central

Njoh, Eni N.; Trainor, John K.; O’Connor, Danielle R.; Barnett, Scott D.; Ottomanelli, Lisa

2015-01-01

Background: Return to work is associated with positive rehabilitation outcomes for persons with spinal cord injury (SCI); however, more research is needed on vocational support for persons with disabilities seeking employment. Objective: The association between facilitators and barriers of employment and employment outcome was examined among Veterans with SCI who participated in an evidence-based supported employment (EBSE) program. Methods: Using a mixed-methods, nested case-control design, data on facilitators and barriers to employment were extracted from qualitative interviews and quantitative measures administered in person to 34 Veterans with SCI who completed 12 months of an EBSE program. Participants who did (case) and did not (control) obtain competitive employment were matched on time since SCI. Facilitators and barriers to employment were compared between the groups. Results: Self-report measures administered at baseline were examined; there were no statistically significant factors that predicted employment outcomes after 12 months of EBSE program participation. Qualitative interview data revealed program-specific facilitators and Veteran characteristics that were associated with employment outcomes. Conclusions: Qualitative data illustrate how the integration of the vocational rehabilitation specialist on the medical team is helpful for addressing identified disability-specific barriers, including practical matters such as transportation and caregiving schedules, to facilitate employment outcomes. PMID:25762857

Disability, gender, and employment relationships in Africa: The case of Ghana

PubMed Central

2015-01-01

The exploratory quantitative study sought to develop an understanding about the relationships among disability, gender and employment in Northern Ghana. A total of 110 individuals with disabilities (20–60 years) from various disability groups participated in the study. The results indicate that many persons with disabilities are unemployed, the majority being women. Discrimination is cited as the greatest barrier to the employment of persons with disabilities, particularly women. The majority of persons with disabilities, typically women, live in poverty; given that some are unemployed and those who are employed worked mostly in marginal, seasonal and menial jobs. Persons with disabilities also experience several challenges on the job, including negative perceptions about their capabilities, discrimination and exclusion, irrespective of the employment sector and disability type. Educational interventions such as workshops, documenting and showcasing success stories of persons with disabilities could be helpful to reduce negative perceptions about their capabilities as well as discrimination against them. Government intervention to support persons with disabilities with start-up capital and funding for formal education is also recommended as these two elements were identified respectively as barriers to self-employment and employment in the public/private sectors. Government interventions to create educational opportunities for persons with disabilities are essential given that lower educational attainment affect their employment. PMID:28730017

Disability, gender, and employment relationships in Africa: The case of Ghana.

PubMed

Naami, Augustina

2015-01-01

The exploratory quantitative study sought to develop an understanding about the relationships among disability, gender and employment in Northern Ghana. A total of 110 individuals with disabilities (20-60 years) from various disability groups participated in the study. The results indicate that many persons with disabilities are unemployed, the majority being women. Discrimination is cited as the greatest barrier to the employment of persons with disabilities, particularly women. The majority of persons with disabilities, typically women, live in poverty; given that some are unemployed and those who are employed worked mostly in marginal, seasonal and menial jobs. Persons with disabilities also experience several challenges on the job, including negative perceptions about their capabilities, discrimination and exclusion, irrespective of the employment sector and disability type. Educational interventions such as workshops, documenting and showcasing success stories of persons with disabilities could be helpful to reduce negative perceptions about their capabilities as well as discrimination against them. Government intervention to support persons with disabilities with start-up capital and funding for formal education is also recommended as these two elements were identified respectively as barriers to self-employment and employment in the public/private sectors. Government interventions to create educational opportunities for persons with disabilities are essential given that lower educational attainment affect their employment.

Employers' Attitudes toward Employing People with Mental Handicap.

ERIC Educational Resources Information Center

Tse, John W. L.

1993-01-01

A survey of 66 Hong Kong companies and factories identified factors affecting employers' decisions to hire workers with mental handicaps. The five most important factors were emotional problems and personalities of workers, workers' ability to perform the job, availability of low-level jobs, productivity of workers, and possible special…

Evaluation of competencies in the field of vocational rehabilitation and the employment of persons with disabilities.

PubMed

Wltavsky, Zdenka; Lebar, Lea; Bitenc, Crtomir

2014-06-01

For decades, employment of a person with disabilities has been considered a key indicator of the success of vocational rehabilitation. There is a link between the quality of vocational rehabilitation and a better quality of life for service users; these services have a significant impact on efficiency in the field of work. Very few authors have researched the qualification and skills of rehabilitation experts essential for successfully carrying out their professional activities. The objective of the present study was to investigate the perceived importance attached to the competencies of vocational rehabilitation professionals and the frequency of their application at work in three different countries, which was conducted using a questionnaire that was prepared on the basis of a questionnaire designed by Australian researchers. Basic competencies comprise four sets: vocational counselling, professional practice, personal counselling and rehabilitation case management. Special competencies are composed of two sets: workplace disability case management and workplace intervention and programme management. The questionnaire was completed by 131 respondents, of whom 61 were from Slovenia, 34 were from Austria and 36 were from the UK. t-Tests for two independent samples (sex), analysis of variance (type of education, country) and Pearson's correlation coefficient were used to compare the perception of basic and special competencies. The respondents perceived personal counselling, vocational counselling and management of rehabilitation cases as being the most important, whereas the least importance was assigned to interventions. In practice, the respondents used personal counselling most frequently and very few interventions.

Workplace Literacy Development Guide for Employers.

ERIC Educational Resources Information Center

Seattle-King County Private Industry Council, Seattle, WA.

Developed to assist employers in implementing a company-sponsored, on-site workplace literacy program for their employees, this guide is the result of experiences gained by the Seattle-King County, Washington, Private Industry Council, its partner agencies, and participating local employers. The guide contains sections on the following stages in…

Partnerships for Employing Students with Disabilities.

ERIC Educational Resources Information Center

Palomar Coll., San Marcos, CA.

In October 1992, the Disabled Student Programs and Services and Student Placement Offices of Palomar College initiated a partnership program with existing service agencies and employers to enable individuals with disabilities to enter the employment mainstream and to establish a safety-net support system within the work environment. The program…

The interplay between structure and agency in shaping the mental health consequences of job loss

PubMed Central

2013-01-01

Background Job loss is a discrete life event, with multiple adverse consequences for physical and mental health and implications for agency. Our research explores the consequences of job loss for retrenched workers’ mental health by examining the interplay between their agency and the structures shaping their job loss experiences. Methods We conducted two waves of in-depth, semi-structured interviews with a sample of 33 of the more than 1000 workers who lost their jobs at Mitsubishi Motors in South Australia during 2004 and 2005 as a result of industry restructuring. Interviews capturing the mental health consequences of job loss were recorded and transcribed verbatim. Thematic analysis was employed to determine the health consequences of the job loss and the impact of structural factors. Results Main themes that emerged from the qualitative exploration of the psychological distress of job loss included stress, changes to perceived control, loss of self-esteem, shame and loss of status, experiencing a grieving process, and financial strain. Drawing on two models of agency we identified the different ways workers employed their agency, and how their agency was enabled, but mainly constrained, when dealing with job loss consequences. Conclusions Respondents’ accounts support the literature on the moderating effects of economic resources such as redundancy packages. The results suggest the need for policies to put more focus on social, emotional and financial investment to mediate the structural constraints of job loss. Our study also suggests that human agency must be understood within an individual’s whole of life circumstances, including structural and material constraints, and the personal or interior factors that shape these circumstances. PMID:23384322

Unintended Consequences of State and Federal Antidiscrimination and Family Medical Leave Legislation on the Employment Rates of Persons with Disabilities

ERIC Educational Resources Information Center

Lehmann, Ilana; Crimando, William

2008-01-01

Although some writers have suggested that the Americans With Disabilities Act (ADA), contrary to its intent, was responsible for a decline in employment for persons with disabilities, there is little strong empirical support for such an assertion. This study is an attempt to demonstrate that, in fact, the dismal labor market experience following…

How manageable a person feels the place to be: self-efficacy in supporting tourism

NASA Astrophysics Data System (ADS)

Ginting, N.; Rahman, N. V.; Nasution, A. D.; Widya, A. T.

2018-02-01

How manageable a person feels the place exceedingly influences people’s satisfaction toward supporting tourism development with the respect of self-efficacy. Individuals with self-efficacious can perform or complete a task as a measure of personal agency. This research aims to investigate the influences of self-efficacy principle in defining place identity on tourism environment in Karo Regency, North Sumatera, Indonesia. A mixed-method was employed to obtain local people’ and tourists’ perception of comfort, safety, accessibility, and confidence. The result shows that confidence contributes in maintaining self-efficacy in Karo Regency. Meanwhile, the absence of public facilities constitutes the feeling of self-efficacy and threatens the place identity.

75 FR 55392 - Employment Network Report Card

Federal Register 2010, 2011, 2012, 2013, 2014

2010-09-10

... SOCIAL SECURITY ADMINISTRATION [Docket No. SSA-2010-0046] Employment Network Report Card AGENCY... quality assurance, including a ticket consumer Employment Network Report Card. SUMMARY: We are soliciting... this goal by combining a user-friendly EN Report Card, which contains customer satisfaction feedback...

Graduates' Employability: What Do Graduates and Employers Think?

ERIC Educational Resources Information Center

Matsouka, Kyriaki; Mihail, Dimitrios M.

2016-01-01

The purpose of this article is to investigate the views of university graduates and human resource managers (HRMs) on graduates' employability in terms of the soft skills required by the labour market. Soft skills (personal attributes that enhance an individual's interactions, job performance and career prospects) are necessary in the labour…

25 CFR 15.101 - When should I notify the agency of the death of a person owning trust or restricted property?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false When should I notify the agency of the death of a person owning trust or restricted property? 15.101 Section 15.101 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR PROBATE PROBATE OF INDIAN ESTATES, EXCEPT FOR MEMBERS OF THE OSAGE NATION AND THE FIVE CIVILIZED TRIBES Starting the Probate...

Survey of Employers.

ERIC Educational Resources Information Center

European Social Fund, Dublin (Ireland).

A study examined attitudes of Irish employers toward vocational training (VT) activities, state agencies responsible for administering VT, and the skills that employees would need in the future. Of a sample of 500 firms that were selected as being representative from the standpoints of size, sector, location, and form of ownership, 219 were…

Equal Employment Opportunity

Science.gov Websites

personnel decisions be made free of discrimination on the basis of race, color, religion, sex, national to take appropriate steps to ensure that all employment decisions are free from discrimination. It Rehabilitation Act programs, which include periodic agency self-assessments and the removal of barriers to free

Building capacity in social service agencies to employ peer providers.

PubMed

Gates, Lauren B; Mandiberg, James M; Akabas, Sheila H

2010-01-01

While there is evidence that peer providers are valuable to service delivery teams, the agencies where they work face difficulties in fulfilling the potential of including peers on staff effectively. The purpose of this article is to report findings of a pilot test of a workplace strategy that promoted inclusion of peer providers at social service agencies by building organizational capacity to support people with mental health conditions in peer provider roles. The strategy included training, goal setting and ongoing consultation. Seventy-one peer, non-peer and supervisory staff participated from 6 agencies over a one year period. Goal attainment scaling and data from in-depth interviews about perceptions of differences in the ways in which staff are supported, administered prior to and after the consultation period, were used to assess strategy impact. Most frequently staff set goals to respond to role conflict or a lack of support. Staff that met or exceeded their goals utilized the formal structure of consultation to improve communication among themselves, had leadership that sanctioned changes and felt that their participation was of value to the organization and contributed to their individual development. Strategy participation promoted inclusion by initiating changes to policies and practices that devalued the peer provider role, increased skill sets, and formalized lines of communication for sharing information and understanding related to peer providers. Findings demonstrate that a strategy of training, goal setting and consultation can positively affect perceptions of inclusion, and promote implementation of practices associated with inclusive workplaces.

5 CFR 720.205 - Agency plans.

Code of Federal Regulations, 2011 CFR

2011-01-01

... the Federal civil service system and a description of recruitment programs developed to increase... program plans and should be developed with full consideration of the agency's overall recruiting and...) AFFIRMATIVE EMPLOYMENT PROGRAMS Federal Equal Opportunity Recruitment Program § 720.205 Agency plans. (a) Each...

28 CFR 42.403 - Agency regulations.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 1 2014-07-01 2014-07-01 false Agency regulations. 42.403 Section 42.403 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY; POLICIES AND PROCEDURES Coordination of Enforcement of Non-discrimination in Federally Assisted Programs § 42.403 Agency...

5 CFR 2638.202 - Responsibilities of agency head.

Code of Federal Regulations, 2011 CFR

2011-01-01

... and shall exercise personal leadership in establishing, maintaining, and carrying out the agency's... program in a positive and effective manner. (b) Selection of a designated agency ethics official. The head...

Affective valence signals agency within and between individuals.

PubMed

Chang, Yen-Ping; Algoe, Sara B; Chen, Lung Hung

2017-03-01

Affective valence is a core component of all emotional experiences. Building on recent evidence and theory, we reason that valence informs individuals about their agency-the mental capability of doing and intending. Expressed affect may also lead to perceptions of agency by others. Supporting the hypothesis that valence influences self- and other-perception of agency, across 5 studies, we showed that participants perceived more agency in themselves in positive versus neutral and negative personal (Study 1) and interpersonal (Study 2) events. Participants also perceived more agency in fictional characters showing positive versus negative affect, regardless of how acceptable the characters' behavior was (Studies 3 and 4). Finally, we had participants personify 24 specific emotions across the valence dimension, and found that the more positive and less negative an emotion was, the more agency participants ascribed to the "person" (Study 5). We discuss the results in terms of how valence may help with human self- and social regulation. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The long-term impact of employment on mental health service use and costs for persons with severe mental illness.

PubMed

Bush, Philip W; Drake, Robert E; Xie, Haiyi; McHugo, Gregory J; Haslett, William R

2009-08-01

Stable employment promotes recovery for persons with severe mental illness by enhancing income and quality of life, but its impact on mental health costs has been unclear. This study examined service cost over ten years among participants in a co-occurring disorders study. Latent-class growth analysis of competitive employment identified trajectory groups. The authors calculated annual costs of outpatient services and institutional stays for 187 participants and examined group differences in ten-year utilization and cost. A steady-work group (N=51) included individuals whose work hours increased rapidly and then stabilized to average 5,060 hours per person over ten years. A late-work group (N=57) and a no-work group (N=79) did not differ significantly in utilization or cost outcomes, so they were combined into a minimum-work group (N=136). More education, a bipolar disorder diagnosis (versus schizophrenia or schizoaffective disorder), work in the past year, and lower scores on the expanded Brief Psychiatric Rating Scale predicted membership in the steady-work group. These variables were controlled for in the outcomes analysis. Use of outpatient services for the steady-work group declined at a significantly greater rate than it did for the minimum-work group, while institutional (hospital, jail, or prison) stays declined for both groups without a significant difference. The average cost per participant for outpatient services and institutional stays for the minimum-work group exceeded that of the steady-work group by $166,350 over ten years. Highly significant reductions in service use were associated with steady employment. Given supported employment's well-established contributions to recovery, evidence of long-term reductions in the cost of mental health services should lead policy makers and insurers to promote wider implementation.

Employment Patterns Affecting Parents. Staff Brief 86-17.

ERIC Educational Resources Information Center

Sweet, Richard

Prepared in 1986 for the Wisconsin Legislative Council's Special Committee on Employment Disincentives, this staff brief describes employment patterns which affect participation in the work force by persons with children. Part I summarizes the participation of persons with children in the work force, primarily women who are heads of households and…

45 CFR 84.13 - Employment criteria.

Code of Federal Regulations, 2012 CFR

2012-10-01

... HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Employment Practices § 84.13... that screens out or tends to screen out handicapped persons or any class of handicapped persons unless... or tend to screen out as many handicapped persons are not shown by the Director to be available. (b...

Agency on the move: revisioning the route to social change.

PubMed

Frazier, Kathryn E

2013-09-01

Throughout the course of everyday life individuals enter into interactions in which an intricate relationship between agency and subordination can be observed: they sometimes act agentively and at other times-via discursive and/or interpersonal processes-their agency is reduced to objectness. Thus, theoretically we can think of constant dynamics of transfer of agency. It is argued that the transfer of agency between persons (or groups) is a fundamental quality of the societal discourses in which all persons are constituted. This transfer of agency occurs constantly throughout social interaction and at different levels of social functioning as individuals live and make meaning of their experiences. In light of this perspective, it is suggested that social change movements that aim to interrupt the transfer of agency and instead fix agency with one person (or one group of people) are inadequate. Rather, these movements can actually subvert their own agenda by producing problematic tensions in discourse and subjectivity. The self-defense movement, a component of the movement to end violence against women, is presented as a case study. The problematic and tension-filled positions and meanings the movement (re)produces for women are explored as an effect of denying any transfer of agency between women and men around issues of violence and gender oppression.

29 CFR 801.8 - Employment relationship.

Code of Federal Regulations, 2010 CFR

2010-07-01

... broadly defines “employer” to include “any person acting directly or indirectly in the interest of an... vocational trade schools with respect to persons who may be referred to potential employers. Such entities...

5 CFR 300.504 - Prohibition on employer-employee relationship

Code of Federal Regulations, 2010 CFR

2010-01-01

... REGULATIONS EMPLOYMENT (GENERAL) Use of Private Sector Temporaries § 300.504 Prohibition on employer-employee relationship No employer-employee relationship is created by an agency's use of private sector temporaries... appropriate procedures for interaction with private sector temporaries to assure that the supervisory...

Stakeholder Perspectives on Workplace Health Promotion: A Qualitative Study of Midsized Employers in Low-Wage Industries

PubMed Central

Hannon, Peggy A.; Hammerback, Kristen; Garson, Gayle; Harris, Jeffrey R.; Sopher, Carrie J.

2014-01-01

Purpose Study goals were to (1) describe stakeholder perceptions of workplace health promotion (WHP) appropriateness, (2) describe barriers and facilitators to implementing WHP, (3) learn the extent to which WHP programs are offered to workers’ spouses and partners and assess attitudes toward including partners in WHP programs, and (4) describe willingness to collaborate with nonprofit agencies to offer WHP. Design Five 1.5-hour focus groups. Setting The focus groups were conducted with representatives of midsized (100–999 workers) workplaces in the Seattle metropolitan area, Washington state. Subjects Thirty-four human resources professionals in charge of WHP programs and policies from five low-wage industries: accommodation/food services, manufacturing, health care/social assistance, education, and retail trade. Measures A semistructured discussion guide. Analysis Qualitative analysis of focus group transcripts using grounded theory to identify themes. Results Most participants viewed WHP as appropriate, but many expressed reservations about intruding in workers’ personal lives. Barriers to implementing WHP included cost, time, logistical challenges, and unsupportive culture. Participants saw value in extending WHP programs to workers’ partners, but were unsure how to do so. Most were willing to work with nonprofit agencies to offer WHP. Conclusion Midsized, low-wage employers face significant barriers to implementing WHP; to reach these employers and their workers, nonprofit agencies and WHP vendors need to offer WHP programs that are inexpensive, turnkey, and easy to adapt. PMID:23113780

Stakeholder perspectives on workplace health promotion: a qualitative study of midsized employers in low-wage industries.

PubMed

Hannon, Peggy A; Hammerback, Kristen; Garson, Gayle; Harris, Jeffrey R; Sopher, Carrie J

2012-01-01

Study goals were to (1) describe stakeholder perceptions of workplace health promotion (WHP) appropriateness, (2) describe barriers and facilitators to implementing WHP, (3) learn the extent to which WHP programs are offered to workers' spouses and partners and assess attitudes toward including partners in WHP programs, and (4) describe willingness to collaborate with nonprofit agencies to offer WHP. Five 1.5-hour focus groups. The focus groups were conducted with representatives of midsized (100-999 workers) workplaces in the Seattle metropolitan area, Washington state. Thirty-four human resources professionals in charge of WHP programs and policies from five low-wage industries: accommodation/food services, manufacturing, health care/social assistance, education, and retail trade. A semistructured discussion guide. Qualitative analysis of focus group transcripts using grounded theory to identify themes. Most participants viewed WHP as appropriate, but many expressed reservations about intruding in workers' personal lives. Barriers to implementing WHP included cost, time, logistical challenges, and unsupportive culture. Participants saw value in extending WHP programs to workers' partners, but were unsure how to do so. Most were willing to work with nonprofit agencies to offer WHP. Midsized, low-wage employers face significant barriers to implementing WHP; to reach these employers and their workers, nonprofit agencies and WHP vendors need to offer WHP programs that are inexpensive, turnkey, and easy to adapt.

48 CFR 37.104 - Personal services contracts.

Code of Federal Regulations, 2010 CFR

2010-10-01

...) Agencies shall not award personal services contracts unless specifically authorized by statute (e.g., 5 U.S... equipment furnished by the Government. (3) Services are applied directly to the integral effort of agencies... which apply in acquiring the personal services of experts or consultants in this manner (e.g., benefits...

48 CFR 37.104 - Personal services contracts.

Code of Federal Regulations, 2011 CFR

2011-10-01

...) Agencies shall not award personal services contracts unless specifically authorized by statute (e.g., 5 U.S... equipment furnished by the Government. (3) Services are applied directly to the integral effort of agencies... which apply in acquiring the personal services of experts or consultants in this manner (e.g., benefits...

The relationship between personality, dysfunctional parenting in childhood, and lifetime depression in a sample of employed Japanese adults.

PubMed

Sakado, K; Kuwabara, H; Sato, T; Uehara, T; Sakado, M; Someya, T

2000-10-01

Few studies have explored the relationship between personality, dysfunctional parenting in childhood, and adult depression. Parental rearing styles and personality scores as measured by the Parental Bonding Instrument (PBI) and the Interpersonal Sensitivity Measure (IPSM) were compared in a group of employed Japanese adults with and without a lifetime history of depression. The diagnosis was provided by the Inventory to Diagnose Depression, Lifetime version (IDDL). To estimate the effects of the PBI and the IPSM scores on lifetime depression, a multiple logistic regression analysis was performed. Subjects with lifetime depression were seen to have significantly lower scores on the PBI 'care' and higher scores on the IPSM than the subjects without lifetime depression. Lower levels of maternal care and higher levels of 'interpersonal sensitivity' each independently increased the risk for lifetime depression. The findings of the present study may not be conclusive since the data were retrospectively obtained. Dysfunctional parenting and personality seem to be correlated by lifetime depression, but it is uncertain whether they are independent risk factors

Trend of Occupational Injuries/Diseases in Pakistan: Index Value Analysis of Injured Employed Persons from 2001-02 to 2012-13.

PubMed

Abbas, Mohsin

2015-09-01

The present study aimed to analyze the index value trends of injured employed persons (IEPs) covered in Pakistan Labour Force Surveys from 2001-02 to 2012-13. The index value method based on reference years and reference groups was used to analyze the IEP trends in terms of different criteria such as gender, area, employment status, industry types, occupational groups, types of injury, injured body parts, and treatment received. The Pearson correlation coefficient analysis was also performed to investigate the inter-relationship of different occupational variables. The values of IEP increased at the end of the studied year in industry divisions such as agriculture, forestry, hunting, and fishing, followed by in manufacturing and construction industry divisions. People associated with major occupations (such as skilled agricultural and fishery workers) and elementary (unskilled) occupations were found to be at an increasing risk of occupational injuries/diseases with an increasing IEP trend. Types of occupational injuries such as sprain or strain, superficial injury, and dislocation increased during the studied years. Major injured parts of body such as upper limb and lower limb found with increasing trend. Types of treatment received, including hospitalization and no treatment, were found to decrease. Increased IEP can be justified due to inadequate health care facilities, especially in rural areas by increased IEP in terms of gender, areas, received treatment, occupational groups and employment status as results found after Pearson correlation coefficient analysis. The increasing trend in the IEP% of the total employed persons due to agrarian activities shows that there is a need to improve health care setups in rural areas of Pakistan.

Enhancing Individual Employability: The Perspective of Engineering Graduates