Suchergebnisse

Draws on Office of Personal Management survey data to describe US federal government efforts to create a flexible work environment centered on providing work-life balance, which, ultimately, leads to better retention. Focus is on the state of affairs for women, particularly working mothers, in the federal government. Flexibilities include telework, part-time work, & job sharing. Other steps taken to improve the work environment & provide more flexibility are cited. References. Adapted from the source document.

Picture a county clerk who refuses to issue a marriage license to an LGBT couple or a city bus driver who insists on wearing a hijab. The clerk is fired for failing to fulfill job responsibilities and the bus driver for violating official dress codes. Both claim that their termination violates the First Amendment speech and religion clauses. There is a well-developed First Amendment government employee speech jurisprudence. Less developed is the doctrine and literature for First Amendment government employee religion. The existing Free Exercise Clause jurisprudence usually does not specifically account for the government employee context. This Article attempts to fill that gap by developing a government employee religion doctrine based on the existing government employee speech doctrine. Part I summarizes government employee speech doctrine. Part II imagines a parallel government employee religion doctrine and applies it to the opening hypotheticals. It concludes that government employees who are religiously opposed to an aspect of their job would lose their religion claims for multiple reasons. In contrast, employees who wish to wear religious garb have much stronger claims. Part III addresses two concerns with my proposed government employee religion doctrine. One criticism is that government employee speech doctrine is too flawed to serve as a model. Another is that speech and religion are too dissimilar to base one on the other.

This study aimed to determine and analyze the extent of practice of work values and level of career aspirations of women-employees in selected government hospitals in the fifth and sixth congressional districts of Pangasinan, Philippines. The study made use of quantitative and qualitative data and descriptive correlation that looked into the relationship between the extent of practice of work values, level of aspirations and profile characteristics. Sixty nine regular women-employees with different positions were purposively selected. Data were gathered through questionnaire and analyzed using frequency counts and percentage, average weighted mean, Wilk's A and Pearson r. It was found in the study that women-employees a) have ages within the legal age range of government employees; attended trainings/seminars relative to their work; and have monthly income commensurate to their positions; b) always practiced the work values of punctuality, honesty, respect, cooperation and industriousness; and have high level of career aspiration; c) extent of practice of work values and level of career aspiration were comparable across age, civil status, highest educational attainment, position and monthly income' d) encountered problems with varying degrees of seriousness in the practice of work values in their respective work places; e) that significant positive correlation existed between the women-employees' extent of practice of work values and level of career aspiration. Generally, the work values of punctuality, honesty, respect, cooperation and industry practiced by women-employees in the performance of their job have contributed to their high level of career aspiration in their present and future career status.

In light of the recent U.S. Supreme Court decision overturning Roe v. Wade, it should come as no surprise that many female workers are concerned about their futures. On the direct issue of abortion services, many companies have already announced employee benefits to assist female employees in traveling to states where abortion remains legal. However, the depth of uncertainty extends beyond changes in abortion access. Women are considering such questions as what will happen to their career if they become pregnant? Will they have a leave of absence after giving birth? How secure is their job going forward if they take maternity leave? What right they believed was theirs will be next to be taken from them? Such questions may invite soothing assurances from a union organizer, who can promise that all will be taken care of. It should come as no surprise then that many labor professionals expect a renewed emphasis on organizing female employees in the workplace following the loss of abortion access.

It has been the purpose of this Note to examine the various principles and arguments involved in the development of a policy for court or legislative action with regard to strikes by government employees. It is suggested that the following principles should be controlling in the determination of that policy: (1) the general policies of the law towards striking private employees are applicable to striking government employees; (2) strikes by government employees are not all necessarily unlawful; (3) the legality of a strike by government employees depends upon its objects and upon the means used to attain them; (4) the public interest in the continuity of those government services deemed essential to the public welfare is such that the disruption of those services by strike is outside the scope of legitimate labor activity.

For many years, government employment was considered a privilege rather than a right, and, as a result, the government could place restrictions on employee speech that would be unconstitutional if applied to citizens.