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The study presents a framework to determine black-white labor inequality with regard to factors, such as threat, urban decline assumptions and spatial mismatch. Findings show that black-white inequality is affected by job queues and that employers discriminate more against blacks in metropolitan statistical areas with more blacks workers.

Much of the debate over the underlying causes of discrimination centers on file rationality of employer decision making. Economic models of statistical discrimination emphasize the cognitive utility of group estimates as a means of dealing with the problems of uncertainty. Sociological and social-psychological models, by contrast, question the accuracy of group-level attributions. Although mean differences may exist between groups on productivity-related characteristics, these differences are often inflated in their application, leading to much larger differences in individual evaluations than would be warranted by actual group-level trait distributions. In this study, the authors examine the nature of employer attitudes about black and white workers and the extent to which these views are calibrated against their direct experiences with workers from each group. They use data from fifty-five in-depth interviews with hiring managers to explore employers' group-level attributions and their direct observations to develop a model of attitude formation and employer learning. Keywords: racial discrimination; employment; employer interviews; African Americans; stereotypes

Time-use surveys are used from 1986 and 199 French data on the effect of off-scheduling on family time, including parents-child time, conjugal time and father- and mother-child time. Findings show that off-scheduling is an unintentional result of employers' economic interests that contributes negatively on family bonding.

Unemployment of individuals with disabilities has historically been, and remains, a significant problem. In this article we introduce the Consortium for Employment Success (CES) Model, a new strategy designed to increase collaboration among rehabilitation agencies (CES partners) to enhance employment opportunities for consumers. Most cooperation among rehabilitation agencies has operated at relatively low levels of operational collaboration. The CES model strives to produce a deeper level of collaboration by requiring CES partners to share employer development, job placement activities, and resources, thus becoming a collective resource for consumers and employers in the community. This article reviews literature related to collaboration, presents the conceptual framework of the CES model, and discusses some of the benefits and challenges in creating this type of collaboration., The data concerning the high unemployment of people with disabilities is stark and stubbornly consistent. People with disabilities have much higher unemployment rates then people without disabilities (Burkhanser & Houtenville, [...]

A study on the impact of minimum wage laws on employers' attitude towards workers and change in wages is discussed.

Byline: Aharon Tziner (1), Kevin R. Murphy (2) Abstract: The attitudes of twenty-nine managers toward performance appraisal and toward their organization were used to predict differences in mean ratings and measures of discrimination among ratees and performance dimensions. Substantial multiple correlations were obtained for all three dependent variables (between 32 and 46% of the variance in each measure was explained), and several individual correlations were statistically significant. Raters who showed low levels of confidence in the appraisal system, high levels of discomfort, or high levels of instrumental commitment were more likely to provide ratings that were unusually high or that did not discriminate well among ratees and/or dimensions. Raters who showed higher levels of attitudinal commitment or who perceived more risks associated with distorting ratings tended to provide lower ratings and to discriminate among ratees and/or dimensions. Author Affiliation: (1) Universite de Montreal, USA (2) Department of Psychology, Colorado State University, Fort Collins, Colorado, 80523-1876 Article History: Registration Date: 28/09/2004

Permissible employer aid and influence in the decertification process of incumbent unions under the National Labor Relations Act is discussed. The author focuses upon National Labor Relations Board policy and practice, and concludes that a standard limiting all but nontrivial assistance should be instituted.