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This article analyses the skills and competence acquisition of migration entrepreneurs in the H-2 visa programme, a U.S. temporary worker scheme. This programme, which nowadays largely recruits Mexicans, is managed by a migration industry of labour contracting agencies, recruiters, document processors, and transporters. This article focuses on recruiters, in charge of selecting workers, and document processors, responsible for completing visa application forms. Hailing mostly from the rural working class, recruiters derive expertise from membership in the social world of the migrant. The competences of document processors closely track their belonging in the urban middle class, reflecting experiences of formal education which prepare them to deal with the bureaucratic interface of the programme. These migration entrepreneurs also acquire skills by cooperating and competing with colleagues, migrants, contracting firms, employers, advocates, and government officials – interactions that expose them the risks and benefits of a more expansive role in the brokerage apparatus. [ABSTRACT FROM AUTHOR]

Much recent labor research has highlighted the increasing reliance on contingent employment. We apply intersectionality theory and Collins's concept of the "matrix of domination" to data from focus groups with immigrant Latina "perma-temp" warehouse workers (n = 40), finding that the structural (dis-)organization of perma-temping serves as an instrument of domination and is crucial to our respondents' experiences of work. However, the instability of these women's contingent jobs entwines complexly with, and is compounded by, the subordination and decreased agency attached to their other minority statuses. We conclude by discussing the implications of our findings for theory, future scholarship, and policy. [ABSTRACT FROM AUTHOR]

Background: Research has documented occupational health disparities, including higher rates of work-related injuries, among temporary workers compared with workers in standard employment arrangements. According to guidance from the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH), both staffing companies and host employers are responsible for protecting the occupational safety and health (OSH) of temporary workers. To date, there has been little qualitative research on temporary worker OSH in the United States and a lack of evidence-based OSH programs designed to meet the needs of temporary workers. The aim of this study was to better understand the barriers to and facilitators of temporary worker OSH from the perspective of US staffing companies., Methods: In-depth interviews were conducted with a convenience sample of representatives from 15 US staffing companies. Interviews were audio recorded, transcribed verbatim, and analyzed through a three-step process., Results: Commonly mentioned barriers to temporary worker OSH include differential treatment of temporary workers by host employers; lack of understanding among host employers and staffing companies of joint OSH responsibilities; and workers' fear of job loss or other negative repercussions if they report an injury or illness or voice OSH concerns. Commonly mentioned facilitators of temporary worker OSH include conducting client assessments and site visits and fostering strong communication and relationships with both host employers and temporary workers., Conclusions: These findings can help inform the tailoring of OSH programs to promote health equity in temporary workers., (© 2023 The Authors. American Journal of Industrial Medicine published by Wiley Periodicals LLC.)

Since 2008, Warehouse Workers United (WWU) has organized thousands of low-wage warehouse workers in Southern California’s Riverside and San Bernardino Counties, many of whom are temporary, subcontracted, and immigrant workers. Warehouse Workers Resource Center (WWRC), formed in 2011, has provided additional legal services and other resources to warehouse workers. Combining protest tactics, a legal and media strategy, and a commodity chain organizing strategy, WWU and WWRC helped warehouse workers to win back millions of dollars of stolen wages and to pass new regulatory legislation for employers of warehouse workers. In coalition with other labor organizations, they also obtained an agreement by Walmart to improve its workplace safety standards. This case study, based on field research and interviews with key informants, provides important lessons for those seeking to organize marginalized workers in other industries and regions. [ABSTRACT FROM AUTHOR]

The H-2A temporary agricultural worker program is a large-scale governmental program that is touted as a legal and documented avenue for nonimmigrant foreign workers to gain temporary employment in the USA. This paper historically situates the H-2A program within the larger history of American temporary work programs and argues that the H-2A program has inadequately curtailed the exploitation of temporary agricultural workers by focusing on documenting immigration through a lengthy application process and complex classification system, while failing to properly document the employment conditions of temporary agricultural workers once they have arrived in the USA. The analysis of the federal government's documentation and classification practices exposes how discursive practices are legitimized through the legal codes of two statutory regimes, labor and immigration law, and exposes how these discursive practices create rigid worker classifications that largely structure the debate on immigration and the rights of documented and undocumented workers. [ABSTRACT FROM AUTHOR]

Nationwide in the United States, 70% of faculty members in higher education are employed off the tenure-track. Nearly all of these non-tenure-track (NTT) appointments share a quality that may produce stress for those who hold them: contingency, Most NTT appointments are contingent on budget, enrollment, or both, and the majority of contingent faculty members are hired for one quarter or semester at a time. Significant research has investigated the effects of contingency on teaching, students, departments, colleges, and universities; however, little research has focused on the psychological experiences of NTT faculty. The current study examined perceptions of workplace stressors and harm, organizational commitment, common coping mechanisms, and depression, anxiety and stress among NTT faculty using a longitudinal design that spanned two to four months. Results indicate that NTT faculty perceive unique stressors at work that are related to their contingent positions. Specific demographic characteristics and coping strategies, inability to find a permanent faculty position, and commitment to one's organization predispose NTT faculty to perceive greater harm and more sources of stress in their workplaces. Demographic characteristics, lower income, inability to find a permanent faculty position, disengagement coping mechanisms (e.g., giving up, denial), and organizational commitment were associated with the potential for negative outcomes, particularly depression, anxiety, and stress. Our findings suggest possibilities for institutional intervention. Overall, we argue that universities would be well-served by attending to the needs of NTT faculty on campus in order to mitigate negative outcomes for institutions, students, and faculty. [ABSTRACT FROM AUTHOR]

We examine temporary workers' differential extra-role behaviors (ERBs) towards their client and employer; if this varied with the motivation of the worker for being temporary, whether these ERBs are affected by firms' relationship management practices; and whether the ERBs aimed at the client and the employer impact subsequent outcomes. Results showed that temporary workers' motivations are differentially related to agency and client directed ERBs. Agency ERBs were related to longer tenure with the agency, while client ERBs were associated with faster wage growth and more hours worked per week. Organizational relationship management practices elicit different client and agency directed ERBs. [ABSTRACT FROM AUTHOR]

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Copyright of European Journal of Social Work is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article focuses on temporary workers rights and the responsibilities of employers in the United States. The growth of the temporary work force in the United States over the past ten years has been remarkable. Temporary employment may have considerable negative economic consequences for workers themselves and for organizations. Most of the litigation has focused on the five sues including discrimination, pay and fringe benefits, worker's compensation, occupational safety and health, and union activity. In the area of fringe benefits, temporary workers often fall through the cracks. Unless there are major changes in health care reform, many temporary employees will continue to be uninsured either by their temporary agencies or their organizational employers. in theory but have fewer protections in reality. While temporary workers may organize a union within their temporary agency, the practical reality is that most temporary workers have virtually no contact with other temporary employees in their agency and have a much greater community of interest with their colleagues at their job sites.

Background: With high rates of temporary workers and a transient worker population, the U.S. construction workforce presents a challenge for long-term research and outreach activities. Increasing availability of affordable cell phone technologies may provide an opportunity for research follow-up among construction workers once they leave the worksite. Using pilot study survey data we characterize and examine the association of cell phone technology ownership and cellular text/email services among a non-probabilistic sample of payroll and temporary construction workers. Methods: A cross-sectional study design was used to administer a one-time paper-based anonymous survey to construction workers working at construction sites in Florida, USA. The survey featured questions on sociodemographic characteristics, occupational history, cell phone technology ownership, and cellular text/email services capabilities. Results: Among the 223 construction worker survey respondents, 31.4% identified as temporary workers and 68.6% were on payroll and 87.4% owned a cell phone. Construction workers who own a cell phone had greater than a high school education (28.9% vs. 25.0%; p = 0.019), made >$30,000/year (27.1% vs. 14.8%; p = 0.011), had same cell phone number for >1 year (74.4% vs. 40.7%; p = 0.001), and were employed as a payroll worker (71.0% vs. 50.0%; p = 0.037). Temporary construction workers compared to their payroll counterparts were significantly less likely to have email services on their cell phone [unadjusted-odds ratio 0.41 (95% CI: 0.17-0.97)]. Conclusion: Cell phone ownership and smartphone-enabled technologies such as email/texting capabilities are higher among payroll than temporary construction workers. Further research on frequency of cell phone use and types of email/texting services used by construction workers are needed., (Copyright © 2020 Caban-Martinez, Moore, Chalmers, Santiago, Baniak and Jordan.)

Background: A small but increasing number of studies have examined the risk of injury among temporary workers compared to that among workers in permanent employer arrangements. The purpose of this study was to conduct a comparative analysis of injury risk among temporary and permanent employer workers using a large dataset of workers' compensation (WC) claims of injury., Methods: Over 1.3 million accepted WC claims in Ohio during the years 2001 to 2013 were analyzed, including 45 046 claims from workers employed by temporary services agencies. General descriptive statistics, injury rates and rate ratios (temporary to permanent workers) were calculated by injury type and event, industry group, and industry manual classes., Results: Injured temporary workers were younger and had less tenure compared to injured permanent workers. Temporary workers had higher injury rates, and lower lost-time and medical costs. Differences in injury rates between temporary and permanent workers varied by injury event, industry, and manual class., Conclusion: Temporary workers had higher overall injury rates than permanent workers, controlling for industry manual class. These differences were pronounced for certain industries and injury events. We were not able to control for age and tenure of the worker, so it is not clear how these factors affected observed results. These findings were mostly similar to those from other studies using WC data from the states of Washington and Illinois. Together, these studies provide insights to improve injury prevention among temporary workers, however, additional research is still needed to improve safety and health programming for this group of workers., (© 2019 Wiley Periodicals, Inc.)

The growth of the contingent workforce presents many challenges in the occupational safety and health arena. State and federal laws impose obligations and rights on employees and employers, but contingent work raises issues regarding responsibilities to maintain a safe workplace and difficulties in collecting and reporting data on injuries and illnesses. Contingent work may involve uncertainty about the length of employment, control over the labor process, degree of regulatory, or statutory protections, and access to benefits under workers' compensation. The paper highlights differences in regulatory protections and benefits among various types of contingent workers and how these different arrangements affect safety incentives. It discusses challenges caused by contingent work for accurate data reporting in existing injury and illness surveillance and benefit programs, differences between categories of contingent work in their coverage in various data sources, and opportunities for overcoming obstacles to effectively using workers' compensation data., (© 2014 Wiley Periodicals, Inc.)