Thank you, Dean
Originally posted on Real-World Economics Review Blog:
from Dean Baker
A review of French economist Thomas Piketty’s best-selling book “Capital in the 21st Century” by the world’s richest man is too delicious to ignore. The main takeaway from Piketty’s book, of course, is that we need to worry about the growing concentration of capital, in which people like Microsoft co-founder turned megaphilanthropist Bill Gates and his children will control the bulk of society’s wealth. Gates, however, doesn’t quite see it this way.
From his evidence, he actually has a good case. If the issue is the superrich passing their wealth to their children, who will become the next generation’s superrich, he is right to point out that the biographies of the Fortune 400 — the richest 400 Americans — don’t seem to support this concern. We find many people like Gates, who started life as the merely wealthy (his father was a prosperous corporate lawyer), who parlayed…
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Originally posted on occasional links & commentary:
There is no federal protection for women workers who are pregnant. Such as Angelica Valencia [ht: sm], who was fired after she requested permission from her employer not to be forced to work overtime.
The United States did pass The Pregnancy Discrimination Act of 1978, which prohibits discrimination “on the basis of pregnancy, childbirth, or related medical conditions.” But the Act does not require employers to do anything to accommodate the needs of pregnant workers (although the Supreme Court is set to hear a case, Young v. United Parcel Service, on “whether, and in what circumstances, the Pregnancy Discrimination Act. . .requires an employer that provides work accommodations to non-pregnant employees with work limitations to provide work accommodations to pregnant employees who are ‘similar in their ability or inability to work’”). And the Pregnant Women’s Fairness Act, H.R. 1975 and S. 942 [pdf], which was referred to Committee on…
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Originally posted on AKempor - Arbeitskreis Empirische Personal- und Organisationsforschung:
“Unter Ökonomen setzt sich verstärkt die Erkenntnis durch, dass für die Erklärung ökonomischen sowie generellen Verhaltens neben kognitiven Fähigkeiten auch Faktoren wie soziale Fertigkeiten und Wertvorstellungen eine wichtige Rolle spielen. Entsprechend wird in ökonomischen Entscheidungsmodellen zunehmend auch die Rolle von Persönlichkeitseigenschaften berücksichtigt. Insbesondere bei Studien zum Arbeitsmarktverhalten oder Bildungsentscheidungen werden oftmals Eigenschaften wie z.B. Risikoneigung, Kontrollüberzeugung oder auch Persönlichkeitseigenschaften miteinbezogen. Dabei zeigt sich, wie wichtig es ist, neben den kognitiven Fähigkeiten auch die nicht-kognitiven Fähigkeiten bei der Untersuchung von Entscheidungssituationen zu berücksichtigen. Im Folgenden werden aktuelle Ergebnisse zu dem Zusammenhang zwischen Persönlichkeitseigenschaften und Bildungsentscheidungen dargestellt.”
Nicht, dass ich hier Zweifel an diesem Ansatz anbringen wollte, aber was ist dann noch Ökonomik? Die Analyse des Ökonomischen (was auch immer dann genau das Ökonomische ist)? Dabei sollten wir aber nicht übersehen, dass die meisten Ökonomen nach wie vor die Annahmen für brauchbar halten…
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Ich erlaube mir, den folgenden Blog-Beitrag vollständig (mit kleinen Änderungen in der Foprmatierung) zu übernehmen.
Der Begriff “iSlave 6″ macht klar, worum es geht.
“[Statement] iSlave 6 : Harsher than Harsher! Still Made in Sweatshops! 19th September, 2014, Hong KongToday
19th September is the official launch day of the pre-reserved iPhone 6 and iPhone 6 plus which are remarkably configured with bigger size of touch screen. Although some customers may be impressed by the new product, SACOM discloses the unacceptable slavery working condition in Pegatron Corporation, which is one of the key Apple’s suppliers producing about 50% of iPhone 6.According to our newly investigative report entitled “The Lives of Apple’s iSlave in its Pegatron Sweatshops in China”, the dark side of Apple’s success and its failure to closely monitor suppliers’ corporate behavior have been disclosed. SACOM researchers have found that there are a number of practices in the factory violating workers’ rights and labour laws, key problems including:
- No single day off for 2.5 months: Workers work up to 10 weeks without any rest day during peak season and they often work for 12-15 hours a day and sometimes up to 17-18 hours;
- No protective equipment: Workers in hazardous positions are not provided with adequate and effective protective measures. There are cases of worker fainting in the production lines;
- Illegal charges for health checks: Workers have to pay their own health checks during recruitment which should be paid by employer;
- Difficult resignation: If workers would like to resign, they have to wait for a long time in order to get the approval which push them to leave without official documentation and losing at least 15 days of wages; and
- High Proportion of Dispatch workers: who form the majority in the workforce which violates the regulation that dispatch workers should not exceed 10 percent of the total workforce. Pegatron avoids regular employment benefits such as social insurance and potential legal responsibility if there is any labour dispute by hiring large amount of dispatch workers.
We are deeply disappointed of the findings. Today, we are here again to stage a protest in front of Apple retail store in IFC mall to urge Apple and its supplier to:
- provide at least one rest day every week for workers and limit the maximum overtime work to 36 hours a month;
- provide adequate training, protection and health examination to workers on occupational health and safety;
- pay for workers’ health checks fee and inform the results to workers;
- stop the improper use of dispatch workers in production for avoiding the provision of regular employment benefits and;
- enable workers to elect their representatives in accordance with the Trade Union Law.
Students & Scholars Against Corporate Misbehaviour”
Den vollständigen Bericht kann man hier herunterladen.
“Students and Scholars Against Corporate Misbehavior SACOM is a new nonprofit organization founded in Hong Kong in June 2005. SACOM originated from a students’ movement devoted to improving the labor conditions of cleaning workers and security guards under the outsourcing policy. The movement attained relative success and created an opportunity for students to engage in local and global labor issues. SACOM aims at bringing concerned students, scholars, labor activists, and consumers together to monitor corporate behavior and to advocate for workers’ rights.We believe that the most effective means of monitoring is to collaborate closely with workers at the workplace level. We team up with labor NGOs to provide in-factory training to workers in South China. Through democratic elections, we support worker-based committees that can represent the voices of the majority of workers.
Advocacy for Workers’ Rights
Many students and scholars are deeply concerned about the dark side of corporate-led globalization. Corporations should commit to ensuring that working conditions in their supply chains are safe, workers are treated with respect and dignity, and manufacturing processes are environmentally responsible.Most corporate codes of conduct, however, are not effectively implemented. Their ability to protect the workers is drastically compromised by the loop-holes built into the existing monitoring model. The fact is that only a certain proportion of the supplier factories are audited every year, and the large number, if not all of these audited factories, receive prior notification before the actual date of the audit. Since the management can have time to prepare fake reports, this monitoring program fails to systematically ensure factory compliance with codes of conduct. Moreover, the audit reports are neither made available to the workers nor the consumers. The right to know about the corrective action plan proposed by the audits is denied.To rectify the above-mentioned problems, we believe that a successful monitoring program must include, as a central feature, the participation of the workers. The workers should be able to take part in the company decision-making process in relation to their rights and welfare. We advocate for a transparent and democratic mechanism as follows:First and foremost, corporations should disclose the names and locations of their supplier factories at different tiers;Second, corporations should invite independent NGOs to provide participatory training with the workers on labor rights, corporate social responsibility, and consumer campaigns;Third, the trained workers should be allowed to run factory-wide elections to select their own representatives for the workers’ committee.In sum, this proactive agenda will help create sustainable development wherein workers are benefited. Moreover, consumers will no longer be left in the dark regarding whether the products they buy are coming from exploitative conditions.”
Quelle: About Us | Sacom.
Die Zeitschrift “Luxemburg. Gesellschaftsanalyse und linke Praxis” gibt es nun kostenlos. Auch ältere Heft stehen zum freien Download bereit.
“Zeit für Veränderung – Lux goes Commons. Die LuXemburg war von Beginn an eine Zeitschrift für viele Linke, eine Zeitschrift, die sich um das Allgemeine, das Gemeinsame und den Weg dorthin kümmert. In diesem Jahr gehen wir einen Schritt weiter: Die LuXemburg wird gemeinschaftliches Gut, ab Heft 1/2014 sind die Abos kostenfrei.” (Quelle: Zeitschrift LuXemburg)