Podcasts about Industrial relations

In 1845, European potato fields from Spain to Scandinavia were attacked by a novel pathogen. But it was only in Ireland, then part of the United Kingdom, that the blight's devastation reached apocalyptic levels, leaving more than a million people dead and forcing millions more to emigrate.  In Rot, historian Padraic X. Scanlan offers the definitive account of the Great Famine, showing how Ireland's place in the United Kingdom and the British Empire made it uniquely vulnerable to starvation. Ireland's overreliance on the potato was a desperate adaptation to an unstable and unequal marketplace created by British colonialism. The empire's laissez-faire economic policies saw Ireland exporting livestock and grain even as its people starved. When famine struck, relief efforts were premised on the idea that only free markets and wage labor could save the Irish. Ireland's wretchedness, before and during the Great Famine, was often blamed on Irish backwardness, but in fact, it resulted from the British Empire's embrace of modern capitalism. Uncovering the disaster's roots in Britain's deep imperial faith in markets, commerce, and capitalism, Rot reshapes our understanding of the Great Famine and its tragic legacy. Our guest is: Dr. Padraic X. Scanlan, who is an associate professor at the Centre for Industrial Relations and Human Resources and the Centre for Diaspora & Transnational Studies at the University of Toronto. His writing has appeared in the Washington Post, the Guardian, the Times Literary Supplement, and the New Inquiry. The author of two previous books, he lives in Toronto. Our host is: Dr. Christina Gessler, who is a freelance editor. She the producer and show host of the Academic Life podcast. Playlist for listeners: The Social Construction of Race Climate Change We Refuse Where Does Research Really Begin? The First and Last King of Haiti Finishing Your Book When Life Is A Disaster Teaching About Race and Racism in the College Classroom Welcome to Academic Life, the podcast for your academic journey—and beyond! You can support the show by downloading and sharing episodes. Join us again to learn from more experts inside and outside the academy, and around the world. Missed any of the 250+ Academic Life episodes? Find them here. And thank you for listening! Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Authors: Emily Haar, Andrew Stewart In this special election episode of Employment Law for the Time Poor, just in time for your second April-long weekend, Professor Andrew Stewart, Consultant, and Emily Haar, Partner, discuss the various policy announcements from the major (and minor) political parties, stakeholders' wish lists for reform, and other “things to watch out for” ahead of the Federal Election on 3 May 2025. Following the election result becoming known, Piper Alderman will be hosting a national roadshow of in-person events where Professor Andrew Stewart will provide further insights about what to expect over the next Parliamentary term.  Subscribe here to ensure you never miss an invite to one of our events.  

Recorded 31 March 2025 This election special of Inside IR looks at the upcoming 2025 Australian Federal Election through an industrial relations and employment lens. Given the vast amount of reform over the last 3 years, what does the next term of federal politics look like? Our team explores how the major parties are approaching their election campaigns, as well as the key roles that the independents are once again expected to play. Drew Pearson (Partner) and Natalie Gaspar (Partner) first set the scene with a brief history on IR reform over the last couple of decades and how we arrived where we are today, and discuss the potentially crucial role of the independents in the next Parliament. Wendy Fauvel (Partner) and Rommo Pandit (Executive Counsel) then touch on the ALP's agenda, and the ACTU's proposals that we may see the ALP adopt, including in relation to bargaining, superannuation, consultation and AI, and whistleblowing.

Given the recent commencement of criminal wage thefts laws, increase in the maximum civil penalties that can be awarded for wage non-compliance, and focus of the Fair Work Ombudsman on prosecuting wage non-compliance, it is more important than ever to get wage compliance right. But there is a feature of our industrial relations system that can sometimes make achieving compliance a rather difficult exercise…. We are of course talking about long, complex and ambiguous enterprise agreements. Many employers are saddled with enterprise agreements that are, at best, confusing, and at worst, internally inconsistent. They are a product of decades of enterprise bargaining – where words that were crafted 30 or so years ago have either been left as they were and considered too difficult to modernise, or been added to over time resulting in an unwieldly hodgepodge of obligations, entitlements, exceptions, and conditions. The cost and risk to business of managing compliance with these types of instruments is significant yet attempts to modernise terms during enterprise bargaining processes are often met with resistance. In our latest episode of our market-leading industrial relations podcast Inside IR, Partner Rohan Doyle and Senior Associate Mitchell Brennan grapple with this problem and explore potential solutions. Rohan and Mitchell: • provide a refresher on the potential consequences of long, complex, and ambiguous enterprise agreements, including in light of recent IR reform; • reflect on the reasons as to why some enterprise agreements have become a source of a significant non-compliance risk, and compliance cost, for some employers; and • explore various paths that employers can take – both inside and outside of bargaining – to achieve clearer terms and conditions that are easier and more cost effective to comply with.

ALNA Business Boost Live webinar focusing on critical industrial relations issues facing small business owners in 2025. ALNA CEO Ben Kearney hosts special guestTania Harris, who brings expertise on employment matters impacting smallbusinesses today. The webinar covered crucial developments including the newCommonwealth laws on wage underpayment. Key Topic: Criminal Penalties for Intentional Underpayment It's now illegal to intentionally underpay employees.Under new Commonwealth legislation, deliberately underpaying wages and other entitlements can constitute a criminal offense. While honest mistakes aren't criminalised, business owners must understand their obligations. The discussion covered new resources available through the Fair Work Ombudsman's website, including details on the Voluntary Small Business Wage Compliance Code andguidance materials designed specifically for small business employers

By founding Lean Institute Brasil in 1999 to disseminate the principles and practices of lean thinking to Brazilian companies, Ferro helped catalyze a global movement to establish lean institutes in other countries, which ultimately grew into the Lean Global Network, chartered in 2007.In the late eighties, he was a visiting scholar in MIT's International Motor Vehicle Research Program (IMVP), which introduced the term “lean” to describe Toyota's revolutionary management system. In the nineties, Ferro authored chapters for the Brazilian edition of several books, all published by Editora Campus, Rio de Janeiro: The Machine That Changed the World, A máquina que mudou o mundo, by James Womack, Dan Jones and Daniel Roos, 1992; Collision, Colisão – GM, VW e Toyota, by Maryann Keller, 1994; and Lean Thinking, Mentalidade Enxuta nas empresas, by James Womack and Dan Jones, 1998. Also, he is coauthor of “Brazil: A New Pattern of Industrial Relations” in After Lean Production, coordinated by MacDuffie, Kochan and Lansbury (Cornell University Press, 1998).Ferro has worked with Autosector, an association of labor, industry, and government that aided the auto industry in Brazil. He has also worked with the National Association of Automotive Manufacturers, the Brazilian Association of Vehicle Importers, the Union of Metallurgy Companies, and the State of Bahia government. Ferro received PhD and master's degrees in business administration, Getulio Vargas Foundation, and production engineering from the University of São Paulo in São Carlos. Since 1992, he has been a professor in the economics department at the School of Business Administration at São Paulo, Getulio Vargas Foundation. Ferro has also been a professor at the University of Campinas, Statistics and Computer Science Institute.Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3CME credit is available for up to 3 years after the stated release dateContact CEOD@bmhcc.org if you have any questions about claiming credit.

In 1845 a water mold named Phytophthora Infestans which afflicts potato and tomato plants began to spread across Europe, killing potatoes from Sweden to Spain. “The potato blight caused crisis everywhere it appeared in Europe,” writes my guest Padraic X. Scanlan; “in Ireland, it caused an apocalypse.” In 1845, a third of the United Kingdom's population lived in Ireland; an 1841 census had counted a population of 8.2 million. In the next six years, 1 million of them would die from famine related causes; another 1.5 million had emigrated. The 1851 census totaled the Irish population at 6.5 million, and the population of Ireland would continue to decline for another 100 years. “Although the labouring poor ate potatoes throughout northern and western Europe, only Ireland experienced demographic collapse during and after the blight pandemic.” And the consequences of the famine were more than demographic. It frayed or destroyed communal and familial relationships, and must have led to long-lasting psychological trauma. Padraic X. Scanlan is an associate professor at the Centre for Industrial Relations and Human Resources and the Centre for Diaspora & Transnational Studies at the University of Toronto. The author of two previous books, his latest is Rot: An Imperial History of the Irish Famine, and it is the subject of our conversation today.

Imagine John Wick. Only instead of losing his puppy, he's lost his entire family because the British let them freeze to death. And imagine now that they're all in Ireland and it's the middle of the Famine. Ladies and Gentlemen, I give you Black '47. Joining us to talk about this film and the misconceptions around the Irish Potato Famine is Padraic Scanlan, author of the new book Rot: An Imperial History of the Irish Famine. This movie is bonkers and actually has a lot to say on Irish history. And this conversation won't leave you hungry. About our guest:Padraic Scanlan is an Associate Professor at the Centre for Industrial Relations and Human Resources, cross-appointed to the Centre for Diaspora & Transnational Studies. He is also a Research Associate at the Center for History and Economics at Harvard University and the University of Cambridge, and a Fellow of St. Michael's College.His research focuses on the history of labour, enslaved and free, in Britain and the British empire during the eighteenth and nineteenth centuries. He is currently in the early stages of research on a new project, on the transformation of the line between ‘home' and ‘work' in the industrial era. His most recent book, Rot: An Imperial History of the Irish Famine, out now from Robinson Books and Basic Books, reinterprets the history of the Irish Great Famine (1845-1851). In the first half of the nineteenth century, nowhere in Europe – or the world – did the working poor depend as completely on potatoes as in Ireland. To many British observers, potatoes were evidence of a lack of modernity and ‘civilization' among the Irish. Ireland before the Famine, however, more closely resembled capitalism's future than its past. Irish labourers were paid some of the lowest wages in the British empire, and relied on the abundance of the potato to survive. He shows how the staggering inequality, pervasive debt, outrageous rent-gouging, precarious employment, and vulnerability to changes in commodity prices that torment so many in the twenty-first century were rehearsed in the Irish countryside before the potatoes failed.

In this episode, Avanish and Dennis discuss:How Freshworks evolved from a single help desk product to a multi-product platform serving 74,000 customers globally, from small businesses to enterprises like Airbus and Nucor SteelThe importance of being "pulled" by customers into new markets rather than pushing—recognizing when customers you didn't expect are adopting your productsThe challenges of building and scaling a multi-product company where products are at different maturity levels and target slightly different ICPsWhy ecosystem strategy is critical at Freshworks, including both technology integrations with thousands of partners and a services ecosystem to source and implement solutionsFreshworks' differentiated approach of building "uncomplicated" solutions in a market dominated by complexity—particularly for mid-market and low-enterprise customers (up to 20,000 employees)Dennis's philosophy of customer-centricity: "When in doubt, go talk to a customer"Building an ecosystem strategy that includes both technology integrations with thousands of partners and a global services network, with direct sales in nine countries and partner-led expansion everywhere elseAbout the HostAvanish Sahai is a Tidemark Fellow and has served as a Board Member of Hubspot since April 2018 and of Birdie.ai since April 2022. Previously, Avanish served as the vice president, ISV and Apps partner ecosystem of Google from 2019 until 2021. From 2016 to 2019, he served as the global vice president, ISV and Technology alliances at ServiceNow.  From 2014 to 2015, he was the senior vice president and chief product officer at Demandbase.  Prior to Demandbase, Avanish built and led the Appexchange platform ecosystem team at Salesforce, and was an executive at Oracle and McKinsey & Company, as well as various early-to-mid stage startups in Silicon Valley.About Dennis WoodsideDennis Woodside is the CEO and President of Freshworks. He joined Freshworks as President in 2022. Dennis has spent more than two decades at innovative companies in Silicon Valley. Previous roles include Chief Operating Officer of Dropbox and sales and strategy leadership roles at Google for more than 10 years, including CEO of Motorola Mobility after Google acquired the company.Dennis serves on the board of the Boys & Girls Club of the Peninsula in California and previously served on the boards of the American Red Cross and ServiceNow. Dennis holds a B.S. in Industrial Relations from Cornell University and a J.D. from Stanford Law School.About FreshworksFreshworks Inc. (NASDAQ: FRSH) provides people-first AI service software that organizations use to deliver exceptional customer and employee experiences. More than 72,000 companies, including American Express, Bridgestone, Databricks, Fila, Nucor, and Sony choose Freshworks' uncomplicated solutions to increase efficiency and loyalty. For the latest company news and customer stories, visit www.freshworks.com and follow us on Facebook, LinkedIn, and X.About TidemarkTidemark is a venture capital firm, foundation, and community built to serve category-leading technology companies as they scale.  Tidemark was founded in 2021 by David Yuan, who has been investing, advising, and building technology companies for over 20 years.  Learn more at www.tidemarkcap.com.LinksFollow our guest, Dennis WoodsideFollow our host, Avanish SahaiLearn more about Tidemark

Guest: Padraic X. Scanlan is an associate professor at the Centre for Industrial Relations and Human Resources and the Centre for Diaspora & Transnational Studies at the University of Toronto. He is the author of Slave Empire, Freedom's Debtors, and his latest, Rot: An Imperial History of the Irish Famine. The post The Irish Potato Famine and Its Consequences appeared first on KPFA.

Journalist Antoinette Lattouf's unlawful termination claim against the ABC has been heard in the federal court over the past two weeks. The lawsuit has brought former chair Ita Buttrose and the outgoing managing director, David Anderson, into public view – to give testimony about what happened in the lead-up to Lattouf being pulled off air after she posted on social media about the Israel-Gaza war. Guardian Australia's media correspondent, Amanda Meade, and reporter Kate Lyons speak to Reged Ahmad about the key moments of the dramatic case You can support the Guardian at theguardian.com/fullstorysupport

Licensing began with medicine and law; now it extends to 20 percent of the U.S. workforce, including hair stylists and auctioneers. In a new book, the legal scholar Rebecca Allensworth calls licensing boards “a thicket of self-dealing and ineptitude” and says they keep bad workers in their jobs and good ones out — while failing to protect the public. SOURCES:Rebecca Allensworth, professor of law at Vanderbilt University. RESOURCES:"The Licensing Racket: How We Decide Who Is Allowed to Work, and Why It Goes Wrong" by Rebecca Allensworth (2025)."Licensed to Pill," by Rebecca Allensworth (The New York Review of Books, 2020)."Licensing Occupations: Ensuring Quality or Restricting Competition?" by Morris Kleiner (W.E. Upjohn Institute for Employment Research, 2006)."How Much of Barrier to Entry is Occupational Licensing?" by Peter Blair and Bobby Chung (British Journal of Industrial Relations, 2019). EXTRAS:"Is Ozempic as Magical as It Sounds?" by Freakonomics Radio (2024).

Major changes to the Industrial Relations act round wage theft now becoming a criminal act.

What happens when the human body is treated like a machine – pushed to its limit – for the sake of a company's efficiency standards? Former and current staff at Woolworths allege that the supermarket has been cracking down in a way they describe as ‘bullying' and unsafe, something the company's supply chain arm denies.Reged Ahmad asks investigations reporter Ariel Bogle if Woolworths' warehouse tactics are putting employees' health and safety at risk

In this not-to-be-missed final episode of InsideIR for 2024, your favourite IR team has done all the hard work for you, and pulled together a succinct summary of: • the top 5 issues that shaped industrial relations in 2024, and • our predictions on the top 5 IR issues that you will need to get ahead of for 2025. In this bumper end-of-year edition, Rohan Doyle is accompanied by no less than 9 of his HSF IR colleagues from across the country. Rohan Doyle (Partner), Victoria Fijalski (Senior Associate), Mathew Reiman (Senior Associate), Rachel Dawson (Partner) and Anna Creegan (Partner) review and reflect on 2024, calling out: 1. the steady stream of IR reform, 2. learnings from the new intractable bargaining jurisdiction, 3. the impact of same-job-same-pay, 4. the rise of multi-enterprise bargaining, and 5. the continued flow of FWO underpayment penalty proceedings. Meanwhile, Wendy Fauvel (Partner), Kara Reynolds (Executive Counsel), Drew Pearson (Partner), Jessica Light (Senior Associate) and Sophie Beaman (Executive Counsel) look into their crystal ball, and outline the five IR issues to keep an eye on in 2025, including: 1. the approaching Federal Election and potential further reform, 2. the rise of the right to disconnect and flexible work, 3. the practical fallout of IR reform, 4. the increasing impact of new workplace delegates' rights and the resurgence of union membership, 5. the commencement of new federal wage theft laws. From all of us at Herbert Smith Freehills, thank you for your support of InsideIR and the HSF industrial relations practice in 2024, and have a safe, happy and restful end of year break.

In a landmark decision, Australia's High Court has ruled that employers can be liable for causing an employee mental harm during the process of terminating their employment. It's a major workplace ruling that has caught the attention of Industrial Relations experts and HR departments. In today's podcast, we'll break down the facts of this case, what the High Court ultimately ruled, and why it matters to all Australian workplaces. Hosts: Achol Arok and Sam KoslowskiProducer: Orla Maher Want to support The Daily Aus? That's so kind! The best way to do that is to click ‘follow’ on Spotify or Apple and to leave us a five-star review. We would be so grateful. The Daily Aus is a media company focused on delivering accessible and digestible news to young people. We are completely independent. Want more from TDA?Subscribe to The Daily Aus newsletterSubscribe to The Daily Aus’ YouTube Channel Have feedback for us?We’re always looking for new ways to improve what we do. If you’ve got feedback, we’re all ears. Tell us here.See omnystudio.com/listener for privacy information.

In this episode of Inside IR, Natalie Gaspar and Adam Ray discuss the impact of generative AI on industrial relations and bargaining. They explore how AI technologies, particularly generative AI, are transforming workplaces by performing tasks that typically require human input, such as content creation and decision-making. The episode delves into the responses from Australian unions, including the ACTU's formal policy on AI, which emphasises the need for genuine consultation, transparency, and clearly defined responsibilities and liability. They also discuss the potential for AI to enhance job efficiency and the importance of training employees to use these technologies effectively. The conversation highlights the evolving landscape of industrial relations in the face of rapid technological advancements, the implications for job security and workplace management, and how AI-related claims might be approached in bargaining.

What happens when the human body is treated like a machine – pushed to its limit – for the sake of a company's efficiency standards? Former and current staff at Woolworths allege that the supermarket has been cracking down in a way they describe as ‘bullying' and unsafe, something the company's supply chain arm denies.Reged Ahmad asks investigations reporter Ariel Bogle if Woolworths' warehouse tactics are putting their workers' health and safety at risk

One of the Albanese government's most senior female advisers claims she has been barred from her office and effectively sacked. Richard Marles' chief of staff, Jo Tarnawsky, alleges that in a 45-minute phone call on 30 April – after she raised a complaint about other staff behaviour – her employer told her to find another job – and further alleges that was not fair. Political editor Karen Middleton speaks to Reged Ahmad about why Tarnawsky decided to share her story and what this all means for parliament's already maligned workplace culture You can support the Guardian at theguardian.com/fullstorysupport

In this episode of Inside IR, Steve Bell and Natalie Gaspar explore the new "right to disconnect" in Australia, which allows employees to refuse to monitor or respond to work-related communications outside of their ordinary hours, unless it is unreasonable to do so. Steve and Nat explore the implications of these new laws, including the role of the Fair Work Commission, how the laws intersect with broader obligations to manage psychosocial risk, the increasing awareness among workers of their rights to reasonable working hours, and the role of employers in managing these expectations. Recorded 23 August 2024

In this not-to-be-missed episode of Inside IR, Partner Nick Ogilvie and Senior Associate Victoria Fijalski join Rohan Doyle to explore the learnings that can be taken from employers' early experiences with the new intractable bargaining regime. Join Nick, Vic and Rohan as they: • recap on what the intractable bargaining regime is, and provide a refresher on the preconditions that need to be met for the Fair Work Commission to make an intractable bargaining declaration; • review the case law within the intractable bargaining jurisdiction to date, and identify the 5 key traps for employers – mistakes that, if made, are going to lead to poor bargaining outcomes – and tips for how to avoid them; and • answer the burning question – is there any upside in the intractable bargaining regime for employers?

We get the latest from our Work and Technology Correspondent Brian O'Donovan and talk to Jean Winters, Director of Industrial Relations with the Construction Industry Federation.

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/history

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/american-studies

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/public-policy

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/law

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/australian-and-new-zealand-studies

Since the mid-nineteenth century, public officials, reformers, journalists, and other elites have referred to “the labour question.” The labour question was rooted in the system of wage labour that spread throughout much of Europe and its colonies and produced contending classes as industrialization unfolded. Answers to the Labour Question explores how the liberal state responded to workers' demands that employers recognize trade unions as their legitimate representatives in their struggle for compensation and control over the workplace. In Answers to the Labour Question: Industrial Relations and the State in the Anglophone World, 1880–1945 (University of Toronto Press, 2024), Dr. Gary Mucciaroni examines five Anglophone nations – Australia, Canada, Great Britain, New Zealand, and the United States – whose differences are often overlooked in the literature on political economy, which lumps them together as liberal, “market-led” economies. Despite their many shared characteristics and common historical origins, these nations' responses to the labour question diverged dramatically. Dr. Mucciaroni identifies the factors that explain why these nations developed such different industrial relations regimes and how the paths each nation took to the adoption of its regime reflected a different logic of institutional change. Drawing on newspaper accounts, parliamentary debates, and personal memoirs, among other sources, Answers to the Labour Question aims to understand the variety of state responses to industrial unrest and institutional change beyond the domain of industrial relations. This interview was conducted by Dr. Miranda Melcher whose new book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/british-studies

We all need a break and I'm taking a summer hiatus to rest and restore. Don't worry,  I've got you covered with a replay of  one of my favorite episodes featuring Dr. Tina Opie and Dr. Beth A. Livingston the authors of  Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at Work. Dr. Tina Opie is an Associate Professor of Management and a prominent voice in the fields of research, teaching, consulting, and public speaking. Dr. Opie is the founder of Opie Consulting Group LLC, where she guides corporations towards transformative change.Dr. Beth A. Livingston is the Ralph L. Sheets Associate Professor in Industrial Relations at the University of Iowa's Tippie College of Business. With a prolific career studying gender, stereotyping, discrimination, and work-family dynamics, Dr. Livingston's insights enrich our understanding of complex workplace issues.We explore the following topics in our conversation today:Why DEIJ goals and metrics do not signify true equity. How leaders can prepare for the impact on the DEI workplaceThe Shared Sisterhood framework of Dig, Bridge, and Collective Action Thank you for listening to The Intersection Podcast. Don't forget to subscribe, share, and catch up on any missed episodes.Resources: Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at WorkDr. Tina Opie - LinkedinDr. Beth A. Livingston - LinkedinColorlines: Asian Americans in an Anti-Black World

In this episode of Inside IR, Drew Pearson and Shivchand Jhinku are joined by competition partner Patrick Gay to discuss the Australian Government Competition Task Force's review into the use of non-compete and non-solicit provisions in employment contracts. They explore the potential impacts of proposed reforms on employee mobility and the dynamics of the Australian job market, and also delve into the global trends in this area, particularly in the US and UK. The conversation further touches on the role of the Australian Competition and Consumer Commission (ACCC) and the potential changes in its jurisdiction over employment-related matters.

Women's mental health and work. Social Impact Pioneers Sue Tym and Jo Martin examine how to best support women in the garment sector. Sue is the Senior Manager for the Social Impact Portfolio in Primark's ethical team, whilst Jo has over 30 years' experience in mental health trainer and practitioner. Sue and Jo have been leading a series of programmes where women help other women boost their well-being, and tackle stress, which is in turn boosting business performance. Join them to explore practical ways to enhance your mental health and that of others you are working with wherever you are in the world. During this podcast expect to hear how Jo and Sue's respective careers have been driven by their interests and personal convictions. Sue explains: "When I was a dreamy, 18-year-old... I had a bit of a crisis of conviction and thought why am I studying fashion?... So my very clever tutor suggested that I work on a collection for easy dressing for those with dexterity issues." Alongside the challenges of unlocking support for others who have experienced deep trauma. When describing her experiences creating nurturing environments for people who have been in war zones, Jo says: “[When] working in conflict and post-conflict situations there are no therapists or medication, instead helping women to provide for their families while at the same time supporting each other can be a big part of their recovery.” Together they have brought this experience to support women in the garment sector and share the results this is achieving. So whether you're a professional seeking to make a meaningful impact or a company aiming to enhance your corporate social responsibility, this podcast offers valuable lessons and inspiration. Links: Primark Cares: https://www.primark.com/en-gb/r/women/primark-cares Primark, My Space: https://corporate.primark.com/en-us/a/primark-cares/people/my-space-creating-space-for-mental-health-in-factories Primark: Moner Kotha project: https://www.abf.co.uk/responsibility/responsibility-in-action/2023/primark--moner-kotha-project WHO: Mental health: https://www.who.int/health-topics/mental-health Legislation on workplace stress https://kluwerlawonline.com/journalarticle/International+Journal+of+Comparative+Labour+Law+and+Industrial+Relations/38.1/IJCL2022003 ILO/WHO joint policy brief, Mental Health Work: https://www.ilo.org/topics/safety-and-health-work/mental-health-work WHO (2022), Mental Health at Work: https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work And if you liked this, do take a listen to: The Role of Businesses in Building and Breaking Peace with Molly Melin: https://businessfightspoverty.org/the-role-of-businesses-in-building-and-breaking-peace-with-molly-melin/ How Can Business Help Peace, with Tim Fort: https://businessfightspoverty.org/how-can-business-help-peace-with-tim-fort/

Workplace delegates' rights – what employers need to know In this episode of Inside IR, Rohan Doyle is joined by Mitchell Brennan to discuss the new rights and obligations of workplace delegates. In this not-to-be missed episode, Mitchell and Rohan: • dissect the new general protections provisions relating to workplace delegates, which commenced in December 2023; • explore the content and impact of the new modern award delegates' rights term, which commenced operation from 1 July 2024; • discuss the implications of these reforms for employers with enterprise agreements; and • identify what employers need to do to comply with these new laws, including in relation to representation by delegates in the workplace, and access to premises, facilities and training.

Brandon Butler and Nathan "Shags" McLeod interview Jake Buxton, Legislative Liaison of Missouri Department of Conservation.Jake Buxton is a former Chairman of the Missouri Federation of College Republicans with a degree in Political Science from Truman State University.  He has worked in the Office of the Governor and has served as the Legislative Liaison to the Missouri Department of Labor and Industrial Relations. Topics discussed: all day turkey hunting, turkey biology, politics that matter, what he does at the Capitol, the impact of Sara Parker Pauley, the future of Missouri Department of Conservation leadership, connecting with politicians, mystery bait bucket and more.For more info:Missouri Department of ConservationSpecial thanks to:Living The Dream Outdoor PropertiesSuperior Foam Insulation LLCDoolittle TrailersScenic Rivers TaxidermyConnect with Driftwood Outdoors:FacebookInstagramEmail:info@driftwoodoutdoors.com

Harassment of workers doesn't just happen at work, but also on the way in. Beth Livingston, Ralph L. Sheets Associate Professor of Industrial Relations at the Tippie College of Business at the University of Iowa, explains more. Beth A. Livingston is the Ralph L. Sheets Associate Professor of Industrial Relations at the University of Iowa's […]

Louise O'Reilly, SF spokesperson on Worker's Rights, Enterprise, Trade and Employment and Dublin Fingal TD and Michael Doherty, Professor of Law at Maynooth University specialising in Employment Law and Industrial Relations

With Marcus Dowling, Senior Counsel

Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: SB 1047 Is Weakened, published by Zvi on June 6, 2024 on LessWrong. It looks like Scott Weiner's SB 1047 is now severely weakened. Some of the changes are good clarifications. One is a big very welcome fix. The one I call The Big Flip is something very different. It is mind boggling that we can have a political system where a bill can overwhelmingly pass the California senate, and then a bunch of industry lobbyists and hyperbolic false claims can make Scott Weiner feel bullied into making these changes. I will skip the introduction, since those changes are clarifications, and get on with it. In the interest of a clean reference point and speed, this post will not cover reactions. The Big Flip Then there is the big change that severely weakens SB 1047. 1. 22602 (f)(1): Definition of covered model changed from trained with at least 10^26 flops OR a model expecting to have similar capabilities to what 10^26 flops would have gotten you in 2024 "was trained using a quantity of computing power greater than 10^26 integer or floating-point operations, AND the cost of that quantity of computing power would exceed one hundred million dollars ($100,000,000) if calculated using average market prices of cloud compute as reasonably assessed by the developer at the time of training." 2. On and after January 1, 2026, the dollar amount in this subdivision shall be adjusted annually for inflation to the nearest one hundred dollars ($100) based on the change in the annual California Consumer Price Index for All Urban Consumers published by the Department of Industrial Relations for the most recent annual period ending on December 31 preceding the adjustment. 3. Later: They will also publish the annual inflation adjustments. Bolded text is exact, except I capitalized AND for clarity. The AND, rather than an OR, makes my heart sink. Effectively, the 10^26 requirement is dead. Long live the $100 million. Where the law previously strengthened over time, now it weakens further. It starts weakening this year. The cost for buying one-time use of 10^26 flops of compute seems likely to fall below $100 million this year. Consider this from Jack Clark, where he got napkin math of $70 million a few months ago, or $110 million if you rented A100s. Jack clarified on Twitter that he expects B100s to offer a large further cost reduction. The compute minimum to be a covered model will begin to rise. The strength of non-covered models then rises both with the fall in compute costs, and also with gains in algorithmic efficiency. The previous version of the bill did an excellent job of handling the potential for Type I (false positive) errors via the limited duty exemption. If your model was behind the non-hazardous capabilities frontier, all you had to do was point that out. You were good to go. Alas, people willfully misrepresented that clause over and over. In terms of the practical impact of this law, the hope is that this change does not much matter. No doubt the biggest models will soon be trained on far more compute than $100 million can buy. So if you train on what $100 million can buy in 2026, someone else already trained a bigger model, and you had a limited duty exemption available anyway, so you not being covered only saved you a minimum amount of paperwork, and provides peace of mind against people spreading hyperbolic claims. What this does do is very explicitly and clearly show that the bill only applies to a handful of big companies. Others will not be covered, at all. If you are spending over $100 million in 2024 dollars on compute, but you then claim you cannot comply with ordinary regulations because you are the 'little guy' that is being stomped on? If you say that such requirements are 'regulatory capture' on behalf of 'big tech'? Yeah. Obvious Nonsense. I have no intention of pretend...

Hear from Catherine Howarth OBE, CEO of ShareAction, as we dive into the world of shareholder activism and how it can be used to guide institutional investors towards sustainable behaviours. Moving away from fossil fuels is unambiguously the most crucial step in the transition to a sustainable net-zero world. And yet, governments and institutional investors worldwide continue to heavily subsidise and invest in the fossil fuel industry. The longer we delay the transition, the greater the risks that we face. So, how can we break this cycle? Today's guest has been focused on this and other sustainability issues throughout her career. That's why in this episode, we'll be exploring her world of shareholder activism, discussing: The toolkit for influencing institutional investors, including naming and shaming the worst performers; The different challenges when engaging with banks, insurers, and asset managers; And how shareholder activism can go beyond climate to create a more sustainable future for us all. To find out more about the Sustainability and Climate Risk (SCR®) Certificate, follow this link: https://www.garp.org/scr For more information on climate risk, visit GARP's Global Sustainability and Climate Risk Resource Center: https://www.garp.org/sustainability-climate If you have any questions, thoughts, or feedback regarding this podcast series, we would love to hear from you at: climateriskpodcast@garp.com Links from today's discussion: ShareAction's homepage - https://shareaction.org/ Living Wage Foundation's homepage - https://www.livingwage.org.uk/   Speaker's Bio(s) Catherine Howarth OBE, CEO of ShareAction Catherine has been Chief Executive of ShareAction since July 2008. ShareAction is the leading civil society organisation in Europe promoting responsible investment, transparency and good governance by institutional investors. Catherine is a board member of the Scott Trust, owner of the Guardian Media Group, and a member of HM Treasury's task force on asset management. She was a Member Nominated Trustee of The Pensions Trust (the multi-employer pension scheme for the UK's not-for-profit sector) for five years, where she served on the Investment Committee of this £7bn fund. In 2011, Catherine was named a ‘Rising Star of Corporate Governance' by Yale University's Millstein Center, and in 2014 she was recognised by the World Economic Forum as a Young Global Leader in 2014. Catherine holds a First Class BA in Modern History from Oxford University and an MSc in Industrial Relations from the London School of Economics.

John Howard, MD, MPH, JD, LLM, MBA, serves as Director of the National Institute for Occupational Safety and Health (NIOSH) and the Administrator of the World Trade Center Health Program in the U.S. Department of Health and Human Services in Washington, D.C. He first served as Director of NIOSH from 2002 through 2008 and is currently serving his fourth six-year term starting in 2021. Prior to his appointment as Director of NIOSH, Dr. Howard served as Chief of the Division of Occupational Safety and Health in the California Department of Industrial Relations, Labor and Workforce Development Agency, from 1991 through 2002. Dr. Howard is board certified in internal medicine and occupational medicine. He is admitted to the practice of medicine and law in the State of California and in the District of Columbia. He is a member of the U.S. Supreme Court bar.    Stefanie Simmons, MD, FACEP, is the Chief Medical Officer at the Dr. Lorna Breen Heroes' Foundation and a board-certified emergency medicine physician and healthcare executive. Dr. Simmons served as the Vice President of clinician engagement for Envision Physician Services for more than seven years, serving more than 26,000 physicians and advance practice providers with a focus on professional wellbeing, including translational research and programs designed to bring wellbeing best practices to clinical environments. She served as lead clinical faculty for the Clinician Experience Project Wellbeing program.   In this episode of Caring Greatly, Drs. Howard and Simmons share insights about the creation of the Impact Wellbeing Guide. The Guide, which is free, provides concrete, evidence-informed steps leaders can take to carry out the broader recommendations from the U.S. Surgeon General and National Academy of Medicine. They discuss insights from the process of creating and testing the Guide across multiple hospitals in the CommonSpirit Health System. And they offer guidance to leaders who are just getting started on their professional wellbeing journey.   The views and opinions expressed in this podcast are those of the speakers and do not necessarily reflect the views or positions of Stryker.

It all started in a cornfield. That is the how Mike White, Founder of Secchi.io, began his mission to create a solution that has been haunting the manufacturing HR world for decades- how do we let great workers do great work? On this Season 4 opener of Workforce 4.0, join your host Ann Wyatt as she talks one on one with Mike about the the day to day challenges that manufacturing HR executives are faced with, why that's important to recruiting and retention in our industry and why manufacturing operations should care. In this up front conversation between two people that love people and HR, we learn more about how utilizing gamification, incentives and easy to follow guidelines for our industry supervisors are shaping the way that we work- for the better! In This Episode:-Mike shares his passion for the frontline leader and offers challenges and solutions that allow HR to finally get out of the way of our frontline leadership and let great leaders lead (~timestamp 7:01)-We learn more about Mike's own career journey from playing sports growing up, to getting an early start in tech through a school web club and finally, how Mike ended up becoming the dynamic HR leader he is today- including leading 60+ manufacturing facilities across the globe (~timestamp 17:06)-Mike shares some of the results that he has had through popular HR strategies such as gamification and incentives and how we can improve retention rates and build stronger manufacturing cultures (~timestamp 23:07)More About Mike White:Mike is a Data-Driven Decision Maker who is passionate for data based decision-making utilizing six sigma methodology. His prior work experience includes results in recruitment, labor efficiency, training, consulting, and turnover reduction. As an HR Leadership and Business Partner with the responsibility of 60+ manufacturing facilities globally (including Fortune 500 brands), Mike has led a human resource team, including managers, supervisors, generalists, recruiters, trainers, coordinators, and operations managers. Mike holds a Master's Degree of Human Resources and Industrial Relations, and is a graduate of the University of Illinois School of Labor and Employment Relations. All of this has led Mike to become the founder of Secchi.io, where they provide clarity for HR professionals and frontline leaders to make data-driven performance decisions, simplified. By tracking more than just discipline, Secchi is a software that provides visibility of team performance, removes the barriers of administrative tasks, and increases productivity. To learn more about Mike, connect with him here.The Future of Work (and this Episode) Is Brought To You By Secchi:Secchi is a revolutionary workforce engagement tool created for organizations to make data-driven frontline decisions in real-time. By measuring and combining multiple people-related lead indicators, Secchi provides in-the-moment visibility into individual frontline employee performance, team performance, engagement/turnover risks, and positive employee behaviors all while removing the traditional barriers of administrative burden on leaders. To learn more about Secchi, check them out here.

Guess who's back? Die Vergesellschaftungskonferenz! Ich hatte die große Freude, wieder mit Future Histories dabei sein zu dürfen. Mehrere Folgen sind entstanden, den Auftakt bildet das Gespräch mit Katharina Keil zu Vergesellschaftung und Transformation. Shownotes Die zweite Vergesellschaftungskonferenz fand vom 15.-17. März 2024 am Werbellinsee in Brandenburg statt. Allgemeine Infos gibt es hier: https://vergesellschaftungskonferenz.de/ Programm: https://vergesellschaftungskonferenz.de/programm/ Die Vergesellschaftungskonferenz auf Twitter: http://www.twitter.com/vergesellschaf1 Über demokratische Wirtschaft: https://communia.de/was-ist-eine-demokratische-wirtschaft/ https://communia.de/formen-einer-demokratischen-wirtschaft/ Katharina Keil (Universität Lausanne): https://igd.unil.ch/akeil/en/presentation/ Keil, A. K., & Steinberger, J. K. (2024). Cars, capitalism and ecological crises: understanding systemic barriers to a sustainability transition in the German car industry. New Political Economy, 29(1).: https://doi.org/10.1080/13563467.2023.2223132 Keil, A. K., & Kreinin, H. (2022). Slowing the treadmill for a good life for All? German trade union narratives and social-ecological transformation. Journal of Industrial Relations, 64(4), 564-584.: https://journals.sagepub.com/doi/10.1177/00221856221087413 Weitere Shownotes Grundgesetz der Bundesrepublik Deutschland, Artikel 15: „Grund und Boden, Naturschätze und Produktionsmittel können zum Zwecke der Vergesellschaftung durch ein Gesetz, das Art und Ausmaß der Entschädigung regelt, in Gemeineigentum oder in andere Formen der Gemeinwirtschaft überführt werden.“ https://www.bundestag.de/gg Amsel 44 (kämpfen u.a. für eine Konversion von VW): https://amsel44.de/ Kampagne „VW für Alle“: https://vw-fuer-alle.de/ Blog zur Verkehrswendestadt: https://blog.verkehrswendestadt.de „Ein Hauch von Klassenkampf“, Artikel von Franziska Heinisch zum Aktionstag im Boschwerk München (Jacobin): https://jacobin.de/artikel/ein-hauch-von-klassenkampf-bosch-werke-muenchen-ig-metall-autoindustrie-klimakrise Artikel zur Seifenfabrik Vio.me aus Thessaloniki (nd-aktuell): https://www.nd-aktuell.de/artikel/1170925.selbstverwaltete-seifenfabrik-vio-me-ungewisse-zukunft-fuer-vio-me.html Satzung der IG-Metall: https://www.igmetall.de/download/20231222_IGM_Satzung_2024_232da4272e6e85e92c762acbccd45acb4569dafd.pdf Homepage der Initiative "Deutsche Wohnen & Co enteignen": https://www.dwenteignen.de/ Artikel zum GKN-Fabrikkollektiv in Campi Bisenzio (Florenz): https://www.sozialismus.info/2023/10/insorgiamo-die-geschichte-des-militanten-werkskollektivs-bei-gkn-in-florenz/ „Regionale Gestaltung der Transformation in den Bundesländern“ (Working Paper der Hans-Böckler Stiftung): https://www.boeckler.de/fpdf/HBS-008767/p_fofoe_WP_317_2023.pdf&ved=2ahUKEwjWueXwnrqFAxX2AtsEHb9zDzwQFnoECBIQAQ&usg=AOvVaw218lX7FoGgTrzcCSjziDtL „The Social Responsibility of Business Is to Increase Its Profits“ von Milton Friedman (New York Times, 1970): https://www.nytimes.com/1970/09/13/archives/a-friedman-doctrine-the-social-responsibility-of-business-is-to.html Fieber, Tanja und Konitzer, Franziska. 2021. Treibhausgase: Wie der CO2-Fußabdruck die Klima-Realität verschleiert. ARD alpha: https://www.ardalpha.de/wissen/umwelt/nachhaltigkeit/co2-fussabdruck-carbon-footprint-shell-exxon-bp-taeuschung-klima-100.html Buchhandlung Bücherkiste in Siegen: https://www.buecherkiste.net/ Weitere Future Histories Episoden zum Thema S02E23 | Nina Scholz zu den wunden Punkten von Google, Amazon, Deutsche Wohnen & Co.: https://www.futurehistories.today/episoden-blog/s02/e23-nina-scholz-zu-den-wunden-punkten-von-google-amazon-deutsche-wohnen-co/ S01E48 | Sabine Nuss zu Eigentum: https://www.futurehistories.today/episoden-blog/s01/e48-sabine-nuss-zu-eigentum-teil-1/ S01E15 | Rouzbeh Taheri zu Enteignung, Vergesellschaftung & demokratischem Sozialismus: https://www.futurehistories.today/episoden-blog/s01/e15-rouzbeh-taheri-zu-enteignung-vergesellschaftung-demokratischem-sozialismus/ S02E59 | Lemon und Lukas von communia zu öffentlichem Luxus: https://www.futurehistories.today/episoden-blog/s02/e59-lemon-und-lukas-von-communia-zu-oeffentlichem-luxus/ Wenn euch Future Histories gefällt, dann erwägt doch bitte eine Unterstützung auf Patreon: https://www.patreon.com/join/FutureHistories? Schreibt mir unter office@futurehistories.today und diskutiert mit auf Twitter (#FutureHistories): https://twitter.com/FutureHpodcast oder auf Reddit: https://www.reddit.com/r/FutureHistories/ www.futurehistories.today Episode Keywords: #Vergesellschaftungskonferenz, #KatharinaKeil, #JanGroos, #FutureHistories, #Podcast, #Interview, #Vergesellschaftung, #Transformation, #demokratischeWirtschaft, #Demokratie, #Wirtschaftsdemokratie, #Marktwirtschaft, #Solidarität, #Utopie, #Eigentum, #Enteignung, #VwEnteignen, #Konversion  

“We'd love to hire someone and have them stay 6-8 years, but when it's not the reality anymore, then shifting that paradigm and mental model [is important.]-Jamie BrunoThe job market is constantly in flux. Sometimes it's an employer's market, sometimes a candidate's market, sometimes it's balanced.   One trend that is here to stay is the overall decrease in employee tenure. The 25-year gold watch is no longer a norm, it is an exception.  Today's guest shares his view that we need to work with the reality of shorter tenures, vs. be frustrated by them. My guest is Jamie Bruno. Jamie joined Ontario Tech University in 2017 and is currently Vice President, People and Transformation. Jamie is responsible for the full suite of labour relations and human resources functions, including transformative initiatives such as future-of-work modelling, improved digitization and access to information to enhance employee engagement, and optimizing features of the employee life cycle.Jamie has spent nearly 20 years in both human resources and labour relations across the broader public sector, serving as Chief Human Resources Officer at North York General Hospital, where he launched the hospital's first People Strategy, and leading strategic HR business operations at both Treasury Board Secretariat and the Ministry of Government Services in the Ontario Public Service.Jamie completed his undergraduate degree at the University of Toronto, and earned both his MBA and MIR (Master of Industrial Relations) degrees from Queen's University.In this episode of Talent Management Truths, you'll discover:A window into the management side of a large and growing university  An example of a flexible work program that can help organizations go beyond existing geographic boundariesInsight into how to reframe the fact that employees don't necessarily stay in the same company for a long timeLinksJamie Bruno on LinkedinAre you a Talent leader who is longing for a safe place to bounce ideas off of? In addition to my group programs I work privately with a select few clients as their Talent Management Thought Partner. I will help you, over the next 90 days, create the space, the intention and the strategy to implement an initiative that is CRITICAL to your team. Let's chat and see if there's a fit. Book me online at greenappleconsulting.ca/contact Stay Connected JOIN our free, value-added Community of Peers and Learning! Lisa hosts regular FREE Talent Talks for HR and Talent Management Leaders to expand your network, spark ideas and learn with your peers. We leverage large group discussion and small group breakouts: https://www.greenappleconsulting.ca/TalentTalks Share the Show Like what you've heard? Pretty please with an apple on top - kindly leave me a 5* review so that others can find the show and elevate their impact too! Here are the simple instructions: Launch Apple's Podcast app on your iPhone or iPad. Tap the Search icon (on the botton) and search for “Talent Management Truths.” Tap the album art. On the podcast page, tap the Reviews tab. Tap Write a Review at the bottom of this page. Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

Why is the best way to get a pay rise to get a new job? Millennials have entered the workforce at a time when work is precarious: a third of Australia's workforce are employed as casuals, freelancers or on short-term contracts. And wages have been heading south for the best part of a decade. But how did we get here? In this episode of Who Screwed Millennials? Jane Lee and Matilda Boseley talk to chief political correspondent Paul Karp, ACTU secretary Sally McManus, assistant national secretary of the MUA Thomas Mayo, former industrial relations consultant Paul Houlihan, labour history academic Geraldine Fela, ACTU president Michele O'Neil, former outworker Nguyet Nguyen and author Emma Do, to examine the successive decisions over four decades that got us here

On today's show, we will be discussing Reem's recently released book, "From the River to the Sea: Humanizing Freedom." This book will be the subject of our discussion. GUEST OVERVIEW: Reem Borrows, a Palestinian Australian born and raised in Haifa until the age of 14, is an author, and speaker, specialising in Leadership, and is a coach and consultant with a passion for seeking peace and justice for Palestinians and Jews in the Holy Land. She is the founder of Dreem Coaching and Consulting, dedicated to inspiring meaningful growth in individuals and companies. With a career spanning over two and a half decades, Reem has extensive experience in developing high-level executives, teams, and individuals across various roles in the sales, marketing, and training domains. In 2020, she won the prestigious title of Australia's Best Corporate Trainer. Reem holds a Bachelor of Commerce degree with a major in marketing, as well as a post-graduate diploma in Human Resource Management and Industrial Relations. https://www.dreem.com.au  

Guardian Australia chief political correspondent Paul Karp talks to Peter Lewis from Essential Media about voters' changing perceptions of Anthony Albanese and Peter Dutton. They discuss what qualities make for successful opposition leaders and whether Dutton's stance on issues such as asylum seekers and workplace relations play to his favour.

Katie Bussing, Chief Human Resources officer of Springfield Clinic, is Laura's guest this week on Speaking to Influence. Katie shares some tips on how she pulse checks a room when speaking to different groups, especially key stakeholder groups. In this episode you will learn: How Katie is working to change the perception of HR by demonstrating the value of having HR function in a strategic role within the organization. How Katie reads the room to get an understanding of the audience's needs in order to adjust communication style, and then how she pivots her messaging. How job shadowing can provide valuable insights into different roles and departments within an organization, fostering a better understanding and appreciation for the work being done. How Katie approaches receiving feedback from her team. 24 Hour Challenge: Reach out to someone you don't know in your organization, have coffee with them, and job shadow them for an hour or two. What do you learn? About Katie: Katie Bussing, SPHR, oversees all areas of Human Resources, including Benefits, Compensation, Employee Relations, Training & Organizational Development and Talent Acquisition. Katie considers one of her top priorities to be championing her team to be as successful as possible in their roles. This is what Human Resources is all about, she believes: supporting the rest of the organization to carry out Springfield Clinic's mission every day, because a positive environment for employees helps them create a community of caring for patients. This vision is simple, but the work is not always, and that's what makes each day exciting. Katie has 17 years of human resources leadership that includes all areas of HR, including leadership roles at Fortune 500 companies in the Chicago area. She earned a Bachelor of Arts in speech communication and a Master of Human Resources & Industrial Relations from the University of Illinois in Urbana-Champaign and sits on the Board and Executive Committee for Sparc. Katie also maintains certification as a senior professional of human resources (SPHR) and is a member of the Society for Human Resources Management (SHRM). Born and raised in Springfield, Katie has three children, Ryan, Jake and Emily, and her favorite hobby/other full-time job is being a mom and jumping from one kid activity to the next. You can connect with Katie in the following ways: LinkedIn: https://www.linkedin.com/in/katie-rutledge-1034112/ Web: https://www.springfieldclinic.com/ You can connect with Dr. Laura Sicola in the following ways: LinkedIn: https://www.linkedin.com/in/drlaurasicola LinkedIn Business Page: https://www.linkedin.com/company/laurasicola-inc YouTube: https://www.youtube.com/c/VocalImpactProductions Facebook: Dr. Laura Sicola Twitter: @LauraSicola Instagram: @drlaurasicola Website: https://laurasicola.com Laura's Online Course: virtualinfluence.today See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

Dr. Beth A. Livingston is the Sheets Associate Professor of Industrial Relations at the University of Iowa's Tippie College of Business. Her research has been highlighted in the New York Times, NPR, and the Harvard Business Review, and she has been published in multiple top academic journals. Dr. Livingston has also done executive education, speaking engagements, and consulting for companies and non-profits such as Accenture, John Deere, Yves Saint Laurent Beauty, HNI/Allsteel, and Hollaback! (now Right to Be) and is the co-author of the book Shared Sisterhood (with Dr. Tina Opie), published by Harvard Business Review Press. https://bethalivingston.com --- Support this podcast: https://podcasters.spotify.com/pod/show/giveemthebirdpodcast/support