Recommends a redefined social contract that takes into account realities of the job market and the transitory sense of the assistance.

Alternative Dispute Resolution in the Work Place is essential for anyone responsible for the management of legal risk in the work place. Whether you need information on the latest cases and alternative dispute resolution (ADR) programs or guidance on how ADR can affect your company's or clients' interests, you will want to have this book close at hand. It explains the pros and cons of relying on ADR, the complex legal and practical issues involved in creating an ADR program, the forms of ADR currently in use, the latest developments in the law, and the practical tips, tricks and traps employment professionals need to know about. Coverage includes: the intricacies of mediation, arbitration and other techniques; industry-specific ADR; how to decide whether ADR is the right approach for your organization or client; what employers can and can't do in an ADR program; and when a court may overturn the results of an ADR proceeding. This easy-to-use deskbook also includes useful suggestions and sample clauses to aid in the design of an ADR program, with examples of different approaches. Book ʄ looseleaf, one volume, 908 pages; published in 1998, updated as needed; no additional charge for updates during your subscription. Looseleaf print subscribers receive supplements. The online edition is updated automatically. ISBN: 978-1-58852-081-4.

Clara Miller, President of the F. B. Heron Foundation: The Alternative, is not only important reading, it's imperative. Miller, a trained engineer, the one-time manager of a top social service organization and most importantly, the son of a remarkable single mother, has both lived and observed the failings embodied in our attitudes toward the poor and, as a result, the flaws in our systems meant to help people in poverty. He merges heart and soul with system thinking to yield a prescription featuring the real math, trust relationships and courage that can change the "us and them," to "upward together" and put American families in the driver's seat to build their futures.

Business structures, employment relationships, job characteristics, and worker outcomes have changed in the United States over the last few decadesâ€"in some ways unpredictably. A high level of interest exists among policy makers and researchers in addressing concerns about the future of work in the United States. These concerns are heightened by the perceived fracturing of relationships between workers and employers, the loss of safety net protections and benefits to workers, the growing importance of access to skills and education as the impacts of new technologies and automation are felt, and the market-based pressure that companies face to produce short-term profits, sometimes at the expense of long-term value. These issues, as well as related ones such as wage stagnation and job quality, are often associated with alternative work arrangements (AWAs)â€"which include independent-contractor and other nonemployee jobs, work through intermediaries such as temporary help agencies and other contract companies, and work with unpredictable schedulesâ€"although they also pertain to many standard jobs. A better understanding of the magnitude of and trends in AWAs, along with the implications for job quality, is needed to develop appropriate policies in response to the changing nature of work. Measuring Alternative Work Arrangements for Research and Policy reviews the Contigent Worker Supplement (CWS) of the Current Population Survey (CPS) for the Bureau of Labor Statistics (BLS) in the U.S. Department of Labor. The CWS provides key measures of temporary (contingent) work, alternative work arrangements, and the "gig" economy. Disagreements, however, exist among researchers, policy makers, and other stakeholders about the definitions and measures of these concepts and priorities for future data collection. The report also reviews measures of employment, earnings, and worker well-being in temporary and alternative work arrangements that can be estimated using household survey data, such as those generated by the CWS, as well as measures that can be produced using administrative, commercial, and combined data sources. The comparative advantages and complementarities of different data sources will be assessed, as well as methodological issues underpinning BLS's measurement objectives.