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Employment Considerations for People who have Diabetes

This brochure on Diabetes and the Americans with Disabilities Act (ADA) is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, SPHR, Director, Program on Employment and Disability, School of Industrial and Labor Relations – Extension Division, Cornell University. It was extenstively revised and updated in 2001 by Shereen Arent, National Director of Legal Advocacy, American Diabetes Association from the original, which was written in 1993 by Mary B. Dickson. It was reviewed for accuracy and timeliness in 2009 by Brian Dimick, Associate Director, Government Affairs and Advocacy, American Diabetes Association

Employee Control and Discipline: Patterns and Priorities

L'exercice de l'autorité et de la discipline montre un aspect des préoccupations des employeurs au sujet de la conduite des employés. L'autre côté, qui consiste dans le rendement au travail, a fait l'objet d'études approfondies. On a cependant accordé beaucoup moins d'attention aux questions d'autorité et de discipline. Dans nombre d'entreprises, on a utilisé diverses mesures pour apprécier le rendement de l'employé: bonis, majorations de salaire, avancement, etc.La conduite répréhensible entraîne aussi diverses sanctions: avertissements, réprimandes, suspension, renvoi. Certaines de ces sanctions ont été utilisées pour accroître le taux de rendement, mais elles ont donné de piètres résultats.Dans son article, l'auteur se limite à l'étude des moyens susceptibles de corriger les écarts de conduite. Différentes méthodes sont utilisées pour assurer l'ordre et la discipline. Parfois, on se contentera d'avoir recours à des remarques verbales. Dans d'autres entreprises, on trouvera des règlements écrits.L'auteur a poursuivi son enquête auprès des cadres et de la direction de vingt entreprises employant de 500 à 50,000 salariés et qui appartiennent à tous les secteurs de l'activité économique.Le résultat de cette enquête démontre que 19 d'entre elles possèdent des règlements écrits concernant l'absentéisme et, respectivement, 17, 12 et 9 concernant les retards, le prolongement de la pause-café et l'abandon du lieu du travail. La consommation d'alcool et de drogue est aussi souvent l'objet de règlements écrits, surtout lorsqu'elle est de nature à affecter le rendement de l'employé. Les contraventions aux règles de sécurité et le jeu (horseplay) sont sanctionnées dans à peu près la moitié des entreprises, principalement celles où l'activité professionnelle comporte des dangers d'accidents. L'insubordination proprement dite faisait l'objet de règlements formels dans 13 entreprises et les sociétés où l'on ne trouvait pas de tels règlements appartenaient généralement au secteur tertiaire. D'autres points faisaient aussi l'objet de règlements dans quelques cas comme la conversation pendant les séances de travail, la tenue ou l'apparence physique, l'usage du téléphone à des fins personnelles.De ce qui précède, l'auteur constate qu'il peut y avoir confusion entre l'existence d'un règlement et son application, car les règles existent souvent pour éviter l'arbitraire. Les règlements peuvent être appliqués d'une façon très souple, d'une manière modérée et, ailleurs, d'une manière sévère ou très stricte. D'une façon générale, on peut dire que les sanctions sont très sévères lorsqu'il y a opposition à l'autorité constituée ou que les normes de sécurité ne sont pas observées. On les applique avec moins de rigueur lorsqu'il s'agit d'assiduité et de la présence au travail.Outre les sujets précédents, lorsqu'il a été question d'autres sections susceptibles de sanctions, les intéressés ont fait référence à l'honnêteté de l'employé.En bref, l'auteur en vient à la conclusion que l'attitude des entreprises varie beaucoup de l'une à l'autre. Certaines imposent des règlements plus nombreux que les autres et les unes se montrent plus rigoureuses que d'autres dans leur application.On peut aussi ajouter que la grande entreprise est plus portée à avoir des règlements formels que la société de moindre importance. On remarque que les entreprises, qui ont les règlements les plus détaillés et les plus sévères, sont, en règle générale, plus anciennes, et possèdent une main-d'oeuvre principalement formée de cols bleus. La raison peut en être que le processus de fabrication requiert une plus grande interdépendance, qu'il s'agit là d'attitudes traditionnelles et que les cols bleus se sentent plus aliénés que les autres catégories de travailleurs. Là où il existe des syndicats, les règlements écrits sont plus courants, ce qui provient peut-être de la tendance des syndicats à institutionnaliser les règlements par le biais des conventions collectives. D'une façon générale, on peut retenir que les règlements écrits sont nécessaires là où des méthodes moins formelles ne sont pas aussi efficaces. Un autre fait à souligner, c'est que plus la proportion des hommes est forte au sein du personnel, plus les sanctions sont rigoureuses. On remarque aussi que là où les techniques de travail sont le plus développées, les sanctions sont moins strictes, possiblement parce que les employés ont une meilleure formation.Dans l'ensemble, on peut dire que la sévérité des sanctions imposées indique que l'insubordination et l'inobservance des règles de sécurité sont les actes qu'on considère comme les plus répréhensibles tandis qu'on ne sévira contre le manque d'assiduité et la consommation d'alcool et de drogues que ceux-ci ont tendance à devenir chroniques.This study is directed to the issue of what determines the importance of an offence. Two types of characteristics were examined: the offence itself and several aspects of the organizations involved. It is possible to compare some of the results obtained here with a survey of U.S. compares (BNA, 1973)

Probable Displacement of Riffle-Dwelling Invertebrates by the Introduced Rusty Crayfish, \u3ci\u3eOrconectes Rusticus\u3c/i\u3e (Decapoda: Cambaridae) in a North-Central Wisconsin Stream

The rapid northward range expansion of the rusty crayfish, Orconectes rusticus, and its negative effects on Wisconsin lakes have been the subjects of intense study throughout the last fifteen years. In this study, we investigated the possible impact of rusty crayfish on the benthic macroinvertebrate community structure of the Prairie River in north-central Wisconsin. Rusty crayfish and other invertebrates were collected during August and September, 1994, from three sections of the Prairie River. Rusty crayfish relative abundance increased significantly from the upper to middle, and middle to lower sections; and correlated negatively with a significant 77% decrease in total density of aquatic invertebrates between sections. Mean density of all important invertebrate families and trophic guilds decreased significantly between the upper and lower sections. Due to the similarity of most environmental conditions between river sections, decrease of invertebrates is attributed to the increased abundance of rusty crayfish and its interactions with the native rouna. Our results suggest that a high abundance of rusty crayfish may negatively impact Wisconsin lotic systems

First Report of the Neoephemeridae (Ephemeroptera) in Wisconsin

The mayfly family Neoephemeridae was discovered in Wisconsin for the first time and is represented by the species Neoephemera bicolor. Nymphs were collected from three sites in two rivers in northern Wisconsin. Adults were reared from nymphs. Some physical and chemical characteristics of the sample locations are discussed

Analysis of Non-volatile Organic Acids in Fermented and Dried Cocoa Beans by High Performance Liquid Chromatography

A high peiformance liquid chromatographic methodfor analysis of non-volatile acids (oxalic, citric, tartaric, succinic, malic and lactic) in fermented and dried cocoa beans is described. Bean samples were pulverized in dionized water using a Polytron Homogenizer (Brinkman)for 20 sec and centrifuged at 14000 rpm for 45 min at 25°C. The extract was alkalized to pH between 8-9 and passed through intermediate base anion exchange resin; the acidic fraction was eluted after adding 10lt/o sulphuric acid to the column. Polyphenols in the fraction were then eliminated by passing the acidic fraction through a reverse phase SEP-PAK that had been pre-wet with methanol. The eluate was analyzedfor non-volatile acids using Organic Acid Column (Bio-Rad) with O.lN H SO as a mobile phase at 65°C. The acids were detected at 214nm and quantified by comparing peak 2hezght of sample to those of standards. The method demonstrated excellent reproducibility and recoveries of the added acids

Lords and Order: Credible Rulers and State Failure

Why do states fail? Why do failed states persist without collapsing into complete anarchy? This paper argues that given insurgency or weakened state capacity, rulers may find it best, paradoxically, to reduce the amount of political good it provides as a means of sustaining some amount of their rule. Moreover, although the consequence is political fragmentation and increasing levels of violence, this is not inconsistent with the continuation of attenuated central governance. To evaluate this argument, I select the case of King Stephen’s reign in medieval England. Although far removed historically from contemporary cases of state failure, the reign of King Stephen exhibits just those characteristics of modern, failed states: insurgency, civil war, territorial fragmentation, increasing disorder and violence (even between adherents to the same side of the civil conflict), and yet the persistence of some amount of centralized rule

Labor Law, New Governance, and the Ghent System

The Employee Free Choice Act (EFCA) was the most significant legislation proposed for reforming the National Labor Relations Act (NLRA) in over a generation and the centerpiece of the American labor movement’s revitalization strategy. Yet EFCA hews closely to the particular regulatory model established by the NLRA at the peak of the New Deal, now over seventy-five years ago. Further, recent scholarship suggests that traditional regulatory approaches are giving way to new kinds of governance methods for addressing social problems. Rather than reviving an old regulatory model, should “New Governance” approaches instead be sought for addressing problems in employment representation? Through a comparative legal and institutional analysis, this Article offers a novel study of an alternative governance approach in labor-and-employment law by exploring the Ghent system. The Ghent system is a voluntary system of unemployment insurance in which labor unions administer publicly-subsidized insurance funds and, along with employers and the state, participate in unemployment-insurance policymaking. The Ghent system helps overcome three separate problems in collective employment relations that labor law in the U.S. attempts to resolve, in evidently ineffective ways, and that EFCA would seek to reform. First, the Ghent system encourages employers to recognize and bargain with unions by providing workers with incentives to join labor unions prior to and independent of the employer’s recognition of the union. Second, voluntary, union-administered unemployment insurance also provides an alternative “selective incentive” that reduces free-riding on collective union goods. Finally, union and employer collaboration in unemployment-insurance policy generates efficiency gains that underwrite cooperative labor relations and reduce employer resistance and workplace adversarialism. In exchange for generous unemployment benefits, unions cede on employment-protection rules, giving employers more flexibility in the workplace - a bargain referred to as “flexicurity.” The Article concludes by drawing policy lessons from the Ghent-system analysis. A “progressive-federalist” strategy of unemployment-insurance reform at the state level may be more possible than federal labor-law reform because of the broad deference states enjoy under the federal Social Security Act. But non-legislative lessons can also be applied, as several contemporary and domestic U.S. examples illustrate

Productive Unionism

Do labor unions have a future? This Article considers the role and importance of labor union structures, in particular the degree of centralization in collective bargaining, to the future of labor unions. Centralization refers primarily to the level at which collective bargaining takes place: whether at the plant, firm, industry, or national level. The Article examines the historical origins of different structures of bargaining in the United States and Europe, the important implications that centralization has for economic productivity, and the ways that various labor law rules reinforce or reflect different bargaining structures. Most critically, the Article contends that greater centralization of collective bargaining entails a broader, more universal representation of worker interests, has a stronger impact on unions\u27 ability to lower income inequality, and, through its positive effects on economic productivity, reduces employer opposition to unionization in the long run. Although centralized bargaining is a medium- to long-term goal, the Article proposes ways that unions can change their own organizational structures, bargaining objectives, and organizing tactics to position themselves for future changes in bargaining structure and to avoid the pitfalls of the decentralized bargaining structures of the past