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"Cover" -- "Half Title Page " -- "Title Page " -- "Copyright Page " -- "Original Title Page " -- "Original Copyright Page " -- "Contents" -- "List of Figures " -- "List of Tables" -- "Preface" -- "1 Background to Export Embargoes" -- "1.1 Introduction" -- "1.2 Purpose, Limitations and Plan" -- "1.3 Main Findings" -- "1.4 Definitions" -- "1.5 The History of Export Embargoes" -- "1.5 .1 Examples" -- "Notes" -- "2 Economics of the Export Embargo" -- "2.1 Export Embargoes and Voluntary Export Restraints" -- "2.2 Embargoes and Rents" -- "2.3 Embargo Policy for a Homogeneous Commodity" -- "2.4 Embargo Policy in the Presence of Substitutes" -- "2.5 Models of Embargo Threats and Stockpile Management" -- "Notes" -- "3 The US Grain Embargo: A Description and Short-term Evaluation " -- "3.1 Background" -- "3.2 The Rationale of the Embargo" -- "3.2.1 The economic situation in the USSR" -- "3.2.2 The situation in the USA" -- "3.3 Implementation of the Grain Embargo" -- "3.4 Effects within the USSR" -- "3.5 Short-term Analysis" -- "Notes" -- "Appendix A Data for the Short-term Model" -- "Notes" -- "Appendix B Eastern Bloc Grain Trade Flows" -- "4 Intertemporal Analysis of the Grain Embargo" -- "4.1 Introduction" -- "4.2 Global General Equilibrium Model" -- "4.3 The General Form of the Model" -- "4.4 Implementation of the Model" -- "4.5 Simulations" -- "4. 5 .1 Farmers' expectations" -- "4.5.2 Stock policies" -- "4.6 Results" -- "4.6.1 Effect of the embargo" -- "4.6.2 Effect of expectations" -- "4.6.3 Effect of storage policies" -- "4.6.4 Effect of sustained embargo" -- "4. 7 Conclusions" -- "Notes" -- "AppendixC" -- "C.1 The Specified form of the Model" -- "C.2 Data for the Model" -- "C.2.1 Data for production" -- "C.2.2 Input-output coefficients" -- "C.2.3 Initial factor endowments" -- "C.2.4 Growth rate of labour

This paper discusses free immigration to regulated labour markets (as in Europe) and to unregulated labour markets (as in the US), and explores the implications for migration flows of collective agreements, employment protection laws, product market regulations etc. It is argued that the European type of labour market institutions prevent wage dumping and restrict major immigration flows to periods of business peaks in the immigration country. Based on the empirical evidence on the differences in institutions, it is argued for instance that the UK and Ireland are likely to be exposed to larger wage effects than for instance Germany and Austria. Labour market institutions are likely to grow more similar across countries and stricter as a consequence of free mobility.

ResumenSobre la base de una encuesta a gran escala de empresas suecas, los autores identifican una heterogeneidad significativa en las actitudes de los empleadores hacia los refugiados, su contratación, la fijación de sus salarios y la discriminación, aunque la experiencia de tener refugiados en plantilla reduce las actitudes negativas. Las razones de las empresas para dejar de contratar refugiados no tienen que ver con la discriminación por parte del personal nativo o los clientes, sino con su rendimiento. Si bien la mayoría de las empresas no considera el salario mínimo estipulado por convenio como un obstáculo importante a la contratación de refugiados, las empresas con un gran porcentaje de refugiados en plantilla declaran que reducirlo mejoraría sustancialmente el empleo.

RésuméEn se fondant sur une enquête auprès des entreprises, menée à grande échelle en Suède, les auteurs concluent à une hétérogénéité importante des attitudes par rapport à la main‐d'œuvre immigrée d'origine réfugiée, au comportement professionnel de ces travailleurs, à leur niveau de salaire et à la discrimination à leur égard, même si une expérience préalable en la matière limite les attitudes négatives. Pour la majorité des entreprises, les salaires minima conventionnels ne constituent pas un obstacle majeur au recrutement de réfugiés. Cependant, celles qui emploient beaucoup de réfugiés estiment que la réduction de ces seuils serait très bénéfique à l'emploi.

AbstractBased on a large‐scale survey of Swedish firms, the authors identify significant heterogeneity in their attitudes towards refugee hiring, job performance, wage setting and discrimination, though experience of employing refugees reduces negative attitudes. Firms' reasons for discontinuing their employment of refugees are not related to discrimination by staff or customers, but rather to refugees' suboptimal job performance. While the majority of firms do not regard the collectively agreed minimum wages as an important obstacle to the hiring of refugees, firms with a large share of refugees on the payroll report that reducing those wage rates would enhance employment substantially.