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Economists have debated the costs and benefits associated with anti-sweatshop activism for more than twenty years. The modern anti-sweatshop movement dates to the early 1990s and began garnering more attention [...]

Institution Type Enrollment Palo Alto College HSI 10,000-14,999 Hudson County Community College HSI 5,000-9,999 Olive-Harvey College PBI 1,000-4,999 Prince George's Community College PBI 10,000-14,999 Montgomery County Community College PWI 10,000-14,999 [...]

ARAPAHOE COMMUNITY COLLEGE Arapahoe Community College grew out of a grassroots effort by Littleton, Colorado, residents to provide post-high school education. The two-year college was founded in 1965 and, today, [...]

Understanding workforce demographics is important to ensure equitable recruitment, training, and retention. Previous studies have reported demographics of the environmental public health workforce; however, demographic data on professionals who conduct retail food regulatory duties are lacking. We conducted a workforce training needs assessment that examined demographic frequencies and associations between demographic factors and job levels. Findings indicate an educated workforce, and a high percentage of respondents self-reported that they were >40 years, White, and female. We also found, however, that female respondents were significantly less likely than male respondents to hold leadership positions, even when accounting for age, years of experience, and education. Our study also shows an underrepresentation of retail food regulatory professionals from diverse racial and ethnic backgrounds. Future training should account for the need to fill experience gaps in the field when current employees retire. Additionally, there is a need to increase the recruitment of diverse professionals while supporting equitable retention and advancement in the field. Keywords: diversity, environmental public health, equity, leadership, retail food, workforce development, Introduction Environmental public health (EPH) professionals are responsible for ensuring that people are safe from environmental hazards such as disease vectors, potential contaminants in food and water, and exposure to [...]

This article contributes to understanding the relationship between mobilities and labour control. Focusing on the expansion of the Chinese/Asian restaurant industry in the United States during the last two decades and drawing from a multi-sited, multi- scalar ethnography, the concept of spatial labour control is employed to explicate the various forms of labour control and the mechanisms that contribute to the autogenous reproduction of the industry's out-of-state work arrangement. Specifically, a spatial lens reveals paternalistic control over workers' food and housing, spatial control over workers' morals and affect, and control over workers' mobilities. Moreover, workers' constant relocation to new work destinations to combat social isolation and feelings of restlessness unintentionally reproduces the circulation of atomized labour for the industry. Such conditions are inconducive to collectively addressing labour discontent. Keywords: labour control, Chinese immigrants, food workers, mobilities, multi- sited ethnography, space, labour process Cet article contribue à comprendre la relation entre mobilités et contrôle du travail. En se concentrant sur l'expansion de l'industrie de la restauration sino- asiatique aux États-Unis au cours des deux dernières décennies et en s'appuyant sur une ethnographie multi-sites et multi-échelles, le concept de contrôle spatial du travail est utilisé pour expliquer les différentes formes de contrôle du travail et les mécanismes qui contribuent à la reproduction autogène des modalités de travail hors de l'État de l'industrie. Plus précisément, une perspective spatiale révèle un contrôle paternaliste sur la nourriture et le logement des travailleurs, un contrôle spatial sur la moralité et l'affect des travailleurs, ainsi qu'un contrôle sur la mobilité des travailleurs. De plus, la délocalisation constante des travailleurs vers de nouvelles destinations de travail pour lutter contre l'isolement social et les sentiments d'agitation reproduit involontairement la circulation d'une main-d'oeuvre atomisée pour l'industrie. De telles conditions ne sont pas propices à une résolution collective du mécontentement du travail. Mots clefs : contrôle du travail, immigrant es chinois es, travailleurs et travailleuses de l'alimentation, mobilités, ethnographie multisites, espace, procès de travail, Jason is a 25-year-old Chinese immigrant who works as a sushi chef for Samurai, a 250-seat sushi and hibachi restaurant in a suburb of Minneapolis, Minnesota. Three months ago, Jason [...]

This article analyzes nail technicians' occupational health experiences using body and hazard mapping--a visual, low-cost, and worker-centred approach. Thirty- seven Toronto-based nail technicians from predominantly Vietnamese, Chinese, and Korean communities identified various occupational illnesses, injuries, and symptoms on visual representations of human bodies (body mapping) and linked these to their hazard sources in the nail salon (hazard mapping). The impacts identified include musculoskeletal aches and pains, stress and mental health concerns, various symptoms linked to chemical exposure, and concerns about cancer and reproductive health. Rather than a conventional occupational health approach, this work draws on Vanessa Agard-Jones' expansion of the 'body burden' as more than the bioaccumulation of chemical agents. As such, this article asserts that nail technicians' body burden encompasses various types of occupational illnesses and injuries. In addition, nail technicians are exposed to broader 'toxic' systemic inequities and structural conditions that allow these workplace exposures to occur and persist. By illustrating the embodied and experiential knowledges of nail technicians and contextualizing this lived experience, the body and hazard maps illuminate vast layers of harm--or multiscalar toxicities--borne by nail technicians. Moreover, as a group-based method, body and hazard mapping allow collective reflection and can spur worker mobilization toward safer and fairer nail salons. Keywords: body mapping, hazard mapping, nail salon, multiscalar toxicities, occupational health Cet article analyse les expériences de santé au travail des prothésistes des ongles à l'aide d'une cartographie du corps et des risques--une approche visuelle, peu coûteuse et centrée sur le travailleurs/euses. Trente-sept prothésistes des ongles basés à Toronto, issus principalement de communautés vietnamiennes, chinoises et coréennes, ont identifié diverses maladies, blessures et symptômes professionnels sur des représentations visuelles de corps humains (cartographie corporelle) et les ont reliés à leurs sources de danger dans le salon de manucure (cartographie des risques). Les impacts identifiés comprennent les douleurs musculo-squelettiques, le stress et les problèmes de santé mentale, divers symptômes liés à l'exposition à des produits chimiques et les préoccupations concernant le cancer et la santé reproductive. Plutôt qu'une approche conventionnelle de santé au travail, ce travail s'appuie sur l'expansion de Vanessa Agard-Jones de la << charge corporelle >> comme allant au-delà de la bioaccumulation d'agents chimiques. Ainsi, cet article affirme que la charge corporelle des prothésistes des ongles englobe divers types de maladies et de blessures professionnelles. De plus, les prothésistes des ongles sont exposés à des inégalités systémiques << toxiques >> plus larges et à des conditions structurelles qui permettent à ces expositions sur le lieu de travail de se produire et de persister. En illustrant les connaissances incarnées et expérientielles des prothésistes des ongles et en contextualisant cette expérience vécue, les cartes du corps et des risques mettent en lumière de vastes couches de dommages--ou de toxicités multiscalaires --supportées par les prothésistes des ongles. De plus, en tant que méthode de groupe, la cartographie du corps et des risques permet une réflexion collective et peut stimuler la mobilisation des travailleurs vers des salons de manucure plus sûrs et plus équitables. Mots clefs : cartographie corporelle, cartographie des risques, salon de manucure, toxicités multiniveaux, santé du travail, Nobody wants to come to Canada to accept this, being exploited in nail salons. Pregnant, thinking you have to leave this job. --Jackie Liang, Nail Technicians' Network In 2013, staff [...]

Agricultural extension in developing countries faces many challenges. The main challenge for public institutions, the implementers of agricultural extension services, is that they have weak implementation systems to support farmers. On the other hand, the main challenge faced by beneficiary farmers is low agricultural productivity and income. Against this backdrop, the Japan International Cooperation Agency (JICA) launched an initiative to promote 'agriculture as a business' by strengthening the agricultural extension systems of developing country governments, beginning with a technical cooperation project implemented in Kenya from 2006 to 2009. The agricultural extension method developed in this project is the Smallholder Horticulture Empowerment and Promotion (SHEP) approach. The SHEP approach is supported by two theoretical pillars: promoting farming as a business (economics) and empowering and motivating people (psychology). A series of activities fulfilling these two pillars is the innovative originality of the SHEP approach. These activities are practiced according to four steps to promote market-oriented agriculture while motivating smallholders to improve their farming operations. In Kenya, horticultural income of target farmers increased through the practice of 'grow to sell.' Following this result, the SHEP approach has spread across Africa through the Tokyo International Conference on African Development (TICAD), benefitting 256,546 small-scale farmers in 30 countries to date. In countries where the SHEP approach was implemented, in addition to the outcomes of increased horticultural productivity and income, many impacts were identified that contributed to improved farmers' livelihoods, including repairing or building houses, purchasing mobile phones and vehicles, installing electricity in homes and funding children's education. Since TICAD VII in 2019, JICA has been working with African governments, development partners, private companies and relevant organizations to promote the transition to profitable agriculture through the SHEP approach with the goal of achieving better lives for one million smallholders by 2030. This has led to the utilization of the SHEP approach in various forms, and its effectiveness and versatility has been recognized. However, inadequate government agricultural extension budgets and farmers' high expectations for the provision of agricultural inputs raise the bar for intervention in the SHEP approach. The SHEP approach, however, is not a 'panacea' that can solve all agricultural extension challenges in developing countries. Nevertheless, in order to continue agricultural and rural development programs/projects that promote farmers' self-reliance, it is essential to continue to extract the outcomes and impacts of the SHEP approach at the field level and disseminate the effectiveness of the approach widely. Key words: agricultural extension, market-oriented, SHEP approach, smallholder, JICA, technical cooperation, Kenya, income, INTRODUCTION The challenges of agricultural extension in developing countries can be broadly categorized into those faced by the implementers and beneficiaries of agricultural extension services. First, the implementers of agricultural [...]

This survey aimed to establish nutrition-related knowledge, attitudes and practices, and to observe how gender influences household food-related decision-making processes in the Sasakawa Africa Association (SAA) intervention areas in the Oromia and Southern Nation Nationalities and People regions of Ethiopia. The findings would inform implementation of communication for nutrition social and behaviour change among small-holder farmers as part of the SAA corporate strategy on nutrition-sensitive agriculture. The study population was smallholder farmers supported by SAA from which 311 respondents were selected through multistage sampling. Data were collected via a mixed methods approach consisting of a household survey, focus group discussions (FGDs) and key informant interviews (KIIs). Quantitative data were analysed using descriptive statistics while qualitative data was analysed using a narrative and content approach. The study focused on knowledge, attitudes and practices related to production and consumption of micronutrient-rich foods. Majority (59.5%) of the respondents were male. Men were the main decision makers on staple or commercial food crop production and proportion of produced crops to be consumed at home or sold in the market. Women mainly made decisions regarding production and consumption of fruits and vegetables, intra-household food distribution, preservation and storage. There was a lack of knowledge on iron and vitamin A fortified or biofortified sources of food. Nearly three quarters (72%) of women did not meet the minimum dietary diversity for women, a proxy indicator of adequacy of micronutrient intake and diet quality. The mean dietary diversity score was 3.8 with animal source foods being the least consumed. Not having sufficient money to buy food, unavailability of different food groups and poor intra-household food distribution were among the key reasons for lack of diverse diets. Majority of the respondents were aware of the importance of production and consumption of micronutrient-rich foods. However, there was a gap in practice and awareness about biofortified and fortified foods. While most of the respondents had produced fruits and vegetables in home gardens in the three months prior to this survey, more than half (54%) of the respondents thought it was not likely that they would produce fruits and vegetables for home consumption. More targeted nutrition campaigns are required to increase the ability of small-holder farmers to adopt best practices while reducing the barriers associated with access and consumption. Promotion of fruit and vegetable production in home gardens could be considered as option for improving household dietary quality as well as empowering women to make more decisions. Key words: Sasakawa Africa Association, Small-holder farmers, Nutrition, Knowledge, Practices, INTRODUCTION Malnutrition in all its forms is a global burden that leads to serious public health risks and incurs high economic costs. Improvements in nutrition contributes significantly to stimulating economic [...]

Joint inspections, field observations, flowcharts, and forms--these are a few of the practices we are hearing about from jurisdictions from around the country through our Retail Food Safety Regulatory Workforce [...]

Amazon vans and Uber drivers frequently crash into other cars. Despite the many injuries and deaths that result from these accidents, Amazon and Uber deny responsibility for such claims because they categorize their drivers as 'independent contractors.' But this contractor defense distorts the basic rules of agency law. Over a century ago, courts crafted agency standards that forced businesses to pay for the harms that their workers caused. Since that time, American firms have attempted to skirt this rule by labeling their workers as 'contractors' rather than as 'employees.' Aware of this age-old tactic to avoid liability, courts historically built sufficient flexibility into agency standards to hold companies responsible for injuries to others, even when ostensible 'contractors'committed those torts. In the years to come, a growing number of drivers for Amazon, Uber, and other on-demand firms will hit the road, make mistakes, and harm members of the public. Applying agency standards to this emerging problem, this Article develops a legal framework for determining when to hold on-demand firms accountable for the accidents that their contractors cause., TABLE OF CONTENTS INTRODUCTION 584 I. AMAZON ACCIDENTS, UBER CRASHES, AND THE RISE OF 593 CONTRACTING A. The Expansion of On-Demand Work and Independent Contracting 594 1. Uber Growth and [...]

It is widely held that smart contracts on a blockchain possess several unique properties, including immutability, disintermediation, and enhanced security, that can be advantageous to organizations. In particular, having these properties can enable smart contracts to benefit human resources departments in a number of ways, including applicant verification, tracking employee skills and tasks, and facilitating compensation. However, it is also reported that effectively implementing smart contracts involves a number of challenges to HR managers. To address these challenges, it would be valuable to establish criteria to help HR managers employ smart contracts successfully. The purpose of this paper is to develop a set of such criteria. The paper first provides an overview of the nature of blockchain and smart contracts and then, based on a review of relevant literature, describes how implementation of blockchain-enabled smart contracts in an HR department may benefit an organization by producing transaction cost savings through expediting processes, enhancing security, and reducing intermediaries. The paper then focuses on various challenges that have been identified in the literature to the successful use of smart contracts. These include issues regarding smart contract integrity, immutability, and security, as well as potential problems associated with a variety of legal issues. Synthesizing this information, the paper develops a set of best practice guidelines to help HR managers determine whether and how to employ smart contracts successfully for HR-related processes. The guidelines emphasize the importance of initial understanding and testing of planned smart contracts, protecting security by ensuring that only permissioned people can access smart contract data, and guaranteeing the integrity of smart contracts by paying very close attention to the translation of natural to programming language and establishing robust reviews of programmed contracts. Policy implications of the guidelines include the importance of HR departments ensuring that all employees who are involved in implementing the technology have a good understanding of the nature and capabilities of smart contracts, that robust methods be implemented to guarantee that the contracts are correctly programmed, and that HR managers keep abreast of legislative environment related to legal issues that may affect their department's use of smart contracts. JEL classifications: M12, M5, O33, L20 Keywords: Smart Contract, HRM, Blockchain technology, INTRODUCTION Utilizing smart contracts on a blockchain can improve processes common to human resource management (HRM), including refining applicant verification; accurately and securely tracking individual employees' skills, talents, and tasks; [...]

Today, many women are excluded from the labor market despite having a good education. Perhaps the most obvious reason for this situation is the gender-based division of labor. Because of this division of labor, women are mostly considered to be responsible for domestic work and care work and it becomes difficult for them to go out of the house. Such women are not able to participate in the labor market due to their domestic responsibilities and are currently considered inactive. Economic inactivity, a huge problem for many European countries including Turkey, excludes a great potential human resource that will be productive for the economy if more women work. Many countries offer different solutions to solve the inactivity problem. The health crisis caused by the COVID-19 epidemic has also led people to work more flexibly and at home. The VirtualCall Project, which received grant support from the European Union, is one of these solution proposals. (2) This project aims to involve inactive women as home call center workers through simultaneous distance training in the listed countries with a consortium formed with the participation of partner institutions from Turkey, Spain, Romania, Poland, Lithuania, and Slovakia. The main purpose of this project is to diversify women's employment in line with the needs of the labor market and to create new employment opportunities for women within the scope of a comprehensive training program. The aims of this study are to draw attention to the economic inactivity problem of women, which is the result of the gender-based division of labor, and to introduce the VirtualCall Project as a solution proposal. In line with this purpose, economic inactivity will be defined, then the division of labor based on gender will be discussed, and suggestions for solutions will be put forward. Keywords: Gender-based division of labor, Economic inactivity of women, Turkey, VirtualCall Project, Feminist economics, Introduction Compared to 50 years ago, the current unemployment rate for women seems to have decreased considerably, but the employment rate of women is still below an adequate level. This [...]

Soon after completing a master's program in advanced manufacturing and design, Neha was hired as a process engineer at a semiconductor wafer-cutting plant. Not long after starting, she realized multiple [...]

The global average cost of a data breach leaped by 10% compared to the previous reporting period, hitting US$4.88 million, according to the 19th annual https://www.ibm.com/reports/data-breach from IBM, which covers [...]