LABOR MARKET. The Company shall be entitled to hire employees from the ------------- labor market by placing advertisements or using other direct methods for recruiting employees, either from China or from abroad, as it deems fit. Salaries and benefits payable to any management level employee from China shall be based on standards prevailing in the Chinese labor market for such kind of employee, and salaries and benefits payable to any employee from outside of China shall be based on standards prevailing in the international market for such kind of employee. Such employees, the Company and the parties hereto shall be required to keep confidential all the terms of the engagement of such employees.
LABOR MARKET. Normal Construction Labor Market" is defined to mean the following geographical area: All in the State of Illinois consisting of: Sangamon County South Palmyra Township Xxxxx County South Otter Township Xxxxxx County Nilwood Township in Macoupin County Cass County Townships of Bois D'Arc Xxxxxx County Xxxxxx & Harvel in Xxxxx County Xxxxxxxxxx County Scottville Township North Palmyra Township Townships of Lynchburg, North Otter Township Bath, Xxxxxxxxx, Xxxxxx Township Crane Creek, Salt Xxxxxx Township Creek and Xxxxx in Xxxx Township Xxxxx County The above geographical area is agreed upon by the parties to include the areas defined by the Secretary of Labor to be the appropriate prevailing wage areas under the Xxxxx-Xxxxx Act to which this Agreement applies, plus the commuting distance adjacent thereto, which includes the area from which the normal labor supply is secured.
LABOR MARKET. 1. The Local Board carries out labor market analysis by having access to the Arizona State labor market information, the labor market information provided by Cochise Economic Research Center, and APS reports for Xxxxxxxx and Xxxxxx Counties. The Local Board is made up of 51% business and they bring their information and expertise to supplement local information.
2. All partners meet several times with each partner writing their part of the plan. Staff of the Local Board took all the pieces and put them into a coherent document. Drafts were presented and everyone’s concerns were address and incorporated into the plan.
3. Business Representatives continuously meet with businesses in all three counties to promote business representation, develop effective linkages, ensure that activities meet the needs of employers and support economic growth in the three counties using developed strategies to meet the needs of businesses and job seekers.
4. Representatives from secondary and postsecondary education sit on the Local Board, SAWD will lead efforts to develop and implement career pathways that are needed by adults, dislocated workers and youth by aligning the employment, training, education and supportive services in the local area. Staff and board members sit on several boards representing the Local Board’s interests and provide information to members of those boards. The educational entities sit on the Local Board, and bring a lot of information about how the partnerships develop and implement career pathways.
5. The Local Board leads efforts in our three counties to identify and promote proven and promising strategies and initiatives to meet the needs of employers, workers and job seekers by taking the message and delivering information to local service agencies and sitting on various boards and attending meetings. A report will be brought back to the full board.
6. The use of social media and various other technology methods are used to meet the required accessibility of the system for employers and job seekers. All one- stop centers have computers and software that is available for both businesses and jobseekers. In each one-stop, there are also staff available to provide services and resources. SAWD will work with partners in the local workforce development area to provide a one door approach to prevent a duplication of
LABOR MARKET. According to NAFTA proponents, the treaty would lead to thousands of new jobs in the US resulting from trade surplus with Mexico. In addition to that, the US imports from Mexico and the incentives to invest in that country would help Mexico´s economy to grow, creating more jobs in equality of conditions, reducing immigration incentives and wage inequali- ties. However, the general thought is that evidence does not satisfy expectations. Even though there exist a great deal of controver- sies about the adequacy of maquilas to contribute to the economic development of the region where they are placed, it is true that after more than 20 years Mexico has become a pillar of the manufactu- ring industry for exporting purposes. An advantage of the maquilas is that they are a direct source of employment. According to Xxxxxx (2003) NAFTA generated positive changes in the Mexican labor market by creating more employment and reducing informa- lity. Particularly in the automotive industry 30,400 jobs were created in Mexico in 2010, compared to 24,700 in the US (Xxxxx, 2011). Between 1990 and 2000, export oriented maquilas created 1,250,000 new jobs in Mexico to produce 47.7% of the Nation´s total exports. 83% of these jobs were in Border States where 73% of the maquilas were located: Baja California, Sonora, Chihuahua, Coahuila and Tamaulipas (Grijalba, 2004). Women entered the labor market at a rate higher than men (8% compared to 3.9%), especially in trading, manufacturing and public administration activities. 70,000 of the jobs created by maquilas were in the apparel industry. In this way, Mexico´s northern Border States be- neficiated differently from the rest of the country, creating a reallocation of productive capacities. But not all the effects were positive. Just the peso crisis, attributable to NAFTA according to some, destroyed millions of jobs in Mexico. Maquilas and competition with US farming products reallocated resources away from the primary sector were most men were employed. In spite of the increasing production of corn, Mexico lost 1.3 million jobs in the agricultural sector as the result of cheap and subsidized corn from the US and the introduction of new technology. After year 2000 many maquilas left Mexico and moved to emerging countries, negatively affec- ting the employment in the region, aggravated by the fact that they never helped to promote other sectors. According to Xxxx (2007) jobs created in Mexico as the result of the increase in expor...
LABOR MARKET. The following agencies comprise the designated labor market for the purpose of salary and benefit survey comparisons: Xxxxxx City, Fremont, Hayward, Livermore, Menlo Park, Milpitas, Pleasanton, Redwood City, San Leandro, and Union City.
V. SALARY INCREASE
LABOR MARKET. The following agencies comprise the designated labor market for the purpose of salary and benefit survey comparisons: Xxxxxx City, Fremont, Hayward, Livermore, Menlo Park, Milpitas, Pleasanton, Redwood City, San Leandro, and Union City. The survey is for purposes of study and negotiations and shall not trigger any automatic adjustments. "Total compensation" for survey purposes shall include: Top step base salary. That portion of the employee's PERS contribution that is paid by the employer (employee contributions to the employer’s PERS costs shall be reflected as a negative number). The amount of the highest premium the employer will pay for family coverage of medical, dental, and vision premiums. Any premiums paid by the employer for life insurance. Any premiums paid by the employer for long term and/or short term disability. For discussion purposes, the parties will prepare an alternative “Total compensation” survey that includes the items above and adds the following: The maximum amount paid by the employer for educational achievements or POST certificates. The maximum number of holiday hours or holiday pay provided by the employer.
LABOR MARKET. In the Merton model it is assumed that from a specific start age, a labor income Lt will be earned each year t until a preset retirement age (T ). Since the labor income will be constant over the life cycle, the subscript t could be omitted. This implies that we abstract from a career pattern and we have a guaranteed job and risk free salary. This setting of the labor market gives rise to the idea of human capital (Ht). The main motivation behind the idea of human capital will be that individuals will work during their active phase (from time 0 to time T) and therefore will receive labor income (L) in the future. After time T, one is not able to work anymore and therefore human capital is fully depleted. Human capital is by definition at a specific point in time the value of all future labor income. L .1 − e−r(T −t)Σ t ∈ [0, T ] 0 t ∈ [T, D]
LABOR MARKET. For living in a society to be healthy, the employment of the population should be secured. A swift and targeted effort to move people from between jobs to employment should be taken. An extraordinary effort should be taken for youths who have graduated elementary school but are neither employed nor currently enrolled in further educations. A profit law should be prepared. Trade with our neighboring countries should be strengthened. The focus should be turned to new markets for fish, seals, water etc.
LABOR MARKET. The Contractor shall research labor market information related to the participants’ professions and skills. Activities include:
(1) Networking to build employer relations and securing knowledge of opportunities for employment;
(2) Advising participants of hiring practices by employers in their field;
(3) When possible, develop work experience opportunities to increase the participant’s experience, qualifications, skills, confidence and employability; and
(4) Establish and maintain relationships with employers in a broad range of industries to develop job leads for program participants.
LABOR MARKET. To increase employees’ salaries in order to reduce turnover due to labor market or other conditions that may affect retention. Each of the following must be met:
i) The position duties are key to the accomplishment of the agency’s mission; and
ii) The knowledge, skills, and abilities required of an incumbent are clearly identified as difficult to recruit or the occupational group is acknowledged as having a critical labor shortage; and
iii) The use of established human resource policies/actions are not feasible alternatives to a special salary adjustment (promotion, position reclassification, salary range revision, or performance increase); and
iv) Other management alternatives are not feasible
