informal employment

Examples of informal employment in the following topics:

• Informal Economy

  • Drug dealing, babysitting, unpaid housework, and unreported self-employment are all examples of work in the informal economy.
  • All economies have informal elements.
  • It was used to describe a type of employment that was viewed as falling outside of the modern industrial sector.
  • For example, with the adoption of more technologically intensive forms of production, many workers have been forced out of formal sector work and into informal employment.
  • The informal economy accounts for about 15 percent of employment in developed countries such as the United States.

• Norris–La Guardia Act

  • ., in which, in an opinion authored by Justice Owen Roberts, the Court held that the act meant to prohibit employers from proscribing the peaceful dissemination of information concerning the terms and conditions of employment by those involved in an active labor dispute, even when such dissemination occurs on employer property.
  • The Norris–LaGuardia Act (also known as the Anti-Injunction Bill) was a 1932 United States federal law that banned yellow-dog contracts, barred federal courts from issuing injunctions against nonviolent labor disputes, and created a positive right of noninterference by employers against workers joining trade unions.
  • It also established as United States law that employees should be free to form unions without employer interference, and also withdrew from the federal courts jurisdiction relative to the issuance of injunctions in nonviolent labor disputes.
  • Sanitary Grocery Co., in which the Court held that the Act prohibits employers from barring the peaceful dissemination of information concerning the terms and conditions of employment by those involved in an active labor dispute, even when such dissemination occurs on employer property.

• Postponing Job Hunting

  • Job hunting is the act of looking for employment, due to unemployment or discontent with a current position.
  • The job hunter typically first looks for job vacancies or employment opportunities.
  • Many job seekers research the employers to which they are applying, and some employers see evidence of this as a positive sign of enthusiasm for the position or the company, or as a mark of thoroughness.
  • Job recruiters and decision makers are increasingly using online social networking sites to gather information about job applicants, according to a mid-2011 Jobvite survey of 800 employers in the U.S.
  • Job seekers need to begin to pay more attention to what employers and recruiters find when they do their pre-interview information gathering about applicants, according to this 2010 study by Microsoft, "Online Reputation in a Connected World."

• External equity

  • Some employers set their pay levels higher than their competition, hoping to attract the best applicants.
  • Other employers set their pay levels lower than their competition, hoping to save labor costs.
  • Most employers set their pay levels the same as their competition.
  • Third, salary information can be obtained from a third party source, such as an industry group or employer organization, which has collected general information for a geographic region or industry.
  • See http://www.hr-guide.com/data/G474.htm for more information about salary surveys.

• Asymmetric Information: Adverse Selection and Moral Hazard

  • Asymmetric information, different information between two parties, leads to the following - adverse selection, moral hazards, and market failure.
  • Asymmetric information means that one party has more or better information than the other when making decisions and transactions.
  • The imperfect information causes an imbalance of power.
  • For example, when you are trying to negotiate your salary, you will not know the maximum your employer is willing to pay and your employer will not know the minimum you will be willing to accept.
  • For example, moral hazards occur in employment relationships involving employees and management.

• Age Discrimination and Health Act

  • Under this act both employees and applicants who are 40 years old or over are protected from employment discrimination based on their age.
  • The ADEA applies to employers with 20 or more employees, including state and local governments.
  • It also applies to employment agencies and labor organizations, as well as to the federal government.
  • However, because such inquiries may deter older workers from applying for employment or may otherwise indicate possible intent to discriminate based on age, requests for age information will be closely scrutinized to make sure that the inquiry was made for a lawful purpose, rather than for a purpose prohibited by the ADEA.
  • Waivers of ADEA Rights An employer may ask an employee to waive his/her rights or claims under the ADEA either in the settlement of an ADEA administrative or court claim or in connection with an exit incentive program or other employment termination program.

• National Labor Relations Act

  • It was found that an employer unlawfully interrogated three employees.
  • The Board adopted the judge's finding that the employer threatened one of the employees during the course of his interrogation.
  • Protecting employees as a class and expressly not on the basis of a relationship with an employer
  • The original employer unfair labor practices consisted of:
  • If the employer refuses to recognize the union, the union can then be certified through a secret-ballot election conducted by the NLRB.

• The New Work Force

  • Most of the increase was in computer, health, and other service sectors, as information technology assumed an ever-growing role in the U.S. economy.
  • By late 1999, that sector had grown to 104.3 million jobs, or 81 percent of non-farm employment.
  • In the 1980s and 1990s, many employers developed new ways to organize their work forces.
  • Supreme Court rulings held that employers must ensure that managers are trained to avoid sexual harassment of workers and to inform workers of their rights.
  • It attempted to link training programs to actual employer needs and give employers more say over how the programs are run.

• Collective Bargaining

  • Collective bargaining is negotiation between unions and employers to come to an agreement on the conditions of employment.
  • In collective bargaining, the process of negotiation between employees and employers, employees attempt to achieve employment conditions that serve their shared interests.
  • These disputes then go to arbitration, which is similar to an informal court hearing.
  • This act makes it illegal for employers to discriminate, spy on, harass, or terminate the employment of workers because of their union membership.
  • It is also illegal to require any employee to join a union as a condition of employment.

• Signaling Consideration

  • Signaling becomes important in a state of asymmetric information (a deviation from perfect information), which says that in some economic transactions inequalities in access to information upset the normal market for the exchange of goods and services.
  • A basic example of signaling is that of a student to a potential employer.
  • The degree the student obtained signals to the employer that the student is competent and has a good work ethic -- factors that are vital in the decision to hire.
  • In terms of capital structure, management should, and typically does, have more information than an investor, which implies asymmetric information.
  • Education credentials, such as diplomas, can send a positive signal to potential employers regarding a workers talents and motivation.