Mitchell, overcome fears of wage-price spirals

In a series of articles, Chris Erickson and I have the idea of an inflationary spiral, pushing and wage-price spiral, which was commonly used in macroeconomic textbooks in the period from 1950 noted that the 1970 survey. The concept involved the presence of strong unions, which in turn initiate the operations of inflation or one-shot events, such as increased gasoline prices, inflation in a continuous process. These ideas were incorporated into economic policies and statements from Eisenhower through CarterUnited States, we also demonstrated that the concept has remained even after the private sector Union fell in 1980 and beyond, with transcriptions of the works of the Federal Reserve Open Market Committee and other sources. Macroeconomists still sometimes use phrases like "the demand of employees …" or employee does not accept … "Suggest that a collective bargaining. If we are highlighting the use of such expressions, which is typically the defense, that words are only metaphors. For this, we founda newspaper that you should be careful what that is so, what you might think. Links to some relevant documents can be found on this video www.anderson.ucla.edu at UCLA Anderson Graduate School of Management was made.

http://www.youtube.com/watch?v=SM1P4gRHbgs&hl=en

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County Lawmakers Oppose Forced Unionization of Short-Term Farm Workers

Niagara County Legislators John D. Ceretto, R-Lewiston, and Gerald K. Farnham, R-Pendleton, introduce a resolution opposing a New York State Assembly bill that would force collective bargaining and eight-hour workdays for short-term farm laborers. The bill would cripple the economies of heavily agricultural areas like Niagara County and devastate small family farms.

http://www.youtube.com/watch?v=vMEhriDvaWc&hl=en

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Legal Services of Labor Law Attorneys

Labor law attorneys deal with a broad range of labor issues mainly related to how employers treat employees, former employees and applicants for employment. This includes all the areas of the employer-employee relationship, negotiations, and the collective bargaining agreement.

Generally, labor laws were designed to create a bargaining balance between employers and employees; prohibiting management and the union from engaging in “unfair labor practices” and encouraging both parties to engage in faithful collective bargaining.

Labor laws also grant employees the right to unionize and allow employers and employees to engage in typical union activities like strikes, pickets, seeking injunctions, and lockouts, which is done for getting their demands heard.

What Labor Law Attorneys Can Do

Labor law attorneys deal mostly with employers and the union. These lawyers help management by carrying out following tasks:

o Reviewing client employee handbooks, manuals and policy statements

o Assisting with federal and state wage and hour law issues and claims

o Representing employers before the Equal Employment Opportunity Commission and state human rights agencies

o Representing employers in unfair labor practice proceedings before the National Labor Relations Board and state labor agencies

o Providing representation for grievance and arbitration hearings under the collective bargaining agreements

o Collective bargaining on behalf of clients including strategic planning and acting as spokesperson

o Counseling on issues related to strikes or lockouts, and providing related litigation support

On the other hand, these lawyers also help employees in the workplace. They assist employees’ families recover money and other compensation from illegal practices of certain employers. In addition to other labor-related disputes, they handle issues of discrimination (ADA, family leave, ERISA), wage claims, wrongful termination or demotion, invasion of privacy, whistle-blowing (Qui Tam), harassment, unemployment, retaliation, and workers’ compensation.

Employment and labor law professionals handle disputes with insurance claims, lawsuits, and court trials. For employers, labor attorneys may review contracts, agreements, and policy publications. They can fine-tune non-compete and non-solicitation agreements, severance agreements, independent contractor agreements, collective bargaining agreements, trade secrets documentation, employee policy manuals, and dispute resolution procedures. They also negotiate with claimants, public workers, unions, and labor organizations.

How a Labor Law Attorney Can Help You

o Assess your legal rights – The attorney will help you determine whether your rights have been violated or not, the strengths and weaknesses of your claim, and the legal consequences of filing a suit.

o Act as your legal coach – By acting as your legal coach, a labor lawyer will:

o explain what laws work best for you and how to enforce your right,

o advise you on the merits of your claim,

o give you feedback on court procedures,

o alert you to any problem areas,

o suggest evidence that may be useful to your claim;

o and draft or write the necessary paperwork.

o Negotiate – He will also deal with all levels of negotiation for your claims and represent you in confronting your employer. He can also help you finalize any agreement or settlement.

o Handle all communication -He will draft all letters, correspondence and even answer calls related to your concern

o Initiate legal action in the appropriate court

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SBCC presidential applicant Jack Friedlander-governance

Jack Friedlander, one of the four finalists vying to become Santa Barbara City College’s next president, talks about shared governance and collective bargaining at City College during the March 12 public forum with candidates. Disclaimer: Due to poor acoustics, please turn up the volume on your computer and/or listening device to hear the finalists speak.

http://www.youtube.com/watch?v=DR-i9Vw9JIw&hl=en

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Government Introduces Small Business and General Tax Break on Depreciating Assets

In a further attempt to support and stimulate the businesses of Australia, and small businesses in particular, the Federal Government has introduced a temporary “investment allowance” known as the “Small Business and General Business Tax Break”.

The original proposed allowance package was amended prior to being approved, with the final version having both an increased amount and scope. The revised allowance provides that for tangible depreciating assets that are acquired between 13 December 2008 and 30 June 2009 small business owners can now claim an additional 10% deduction.

Which assets are eligible for the new “investment allowance”?

Assets that are eligible for the “investment allowance” are any new tangible depreciating assets and also any new expenditure on existing assets that are used in carrying on a business that are considered eligible for a deduction under the core provisions of Division 40 (Capital Allowances) in the ITAA 1997.

Specifically, the deduction is applied to depreciating assets under S.40-30 that already qualify for the capital allowance under Subdivision 40-B, except for intangibles and rights that would otherwise be included by S.40-30(2), (5) and (6).

However, it is important to note that cars will NOT be disqualified from the allowance merely because they use the 12% method.

Additionally, land and trading stock are EXCLUDED from the definition of depreciating assets, and will not qualify for the deduction.

Expenditures above the threshold which are capitalised into an existing asset as a second element of cost will also qualify for the deduction.

How much “allowance” do I get?

The “investment allowance” has different conditions depending on whether the entity is a “small business” or “other business”. The general guidelines for each situation are outlined below.

Small Businesses

In order to be eligible to benefit from the “Small Business Tax Break” a small business must have an annual turnover of $2 million a year or less.

Small businesses can claim an additional 30% tax deduction for eligible assets costing $1,000 or more that are acquired between 13 December 2008 and 30 June 2009, and are installed by 30 June 2010.

For eligible assets costing $1,000 or more that are acquired from 1 July 2009 to 31 December 2009 and are installed by 31 December 2010, small businesses can claim an additional 10% deduction.

This deduction is on top of the usual capital allowance deduction claimable for the asset in the taxpayer’s income tax return.

Other Businesses

Other businesses are entitled to the same deduction percentage rates for the same defined purchase and installation periods however this only applies to eligible assets costing greater than $10,000.

What are some practical applications of the new “allowance”?

Example 1: A small business that buys and installs a $1,500 computer before 30 June 2009 can claim an additional $450 deduction (i.e., 30%) in its 2008/09 tax return.

Example 2: A Landscaping business entered into a binding contact to acquire a new backhoe on 20 May 2009 at an inclusive cost of $50,000.

The backhoe is delivered and ready for use on 20 June 2009 and has an effective life of 8 years.

The business will be entitled to claim the 30% deduction because:

* A backhoe is a depreciating asset for which the business would be entitled to claim a deduction under the core provisions of Subdivision 40-B of the ITAA 1997;

* The asset exceeds the expenditure threshold of $10,000;

* The business started to hold the asset between 13 December 2008 and the end of June 2009; and

* The asset was installed ready for use before the end of June 2010.

The deduction will be 30% of the asset’s first element of cost under Subdivision 40-C (i.e., $15,000).

When lodging its 2008/09 income tax the business will be able to claim this deduction in addition to the usual depreciation deduction in respect of the asset.

If the business had delayed this investment until after 30 June 2009 – for example, until September 1 2009 – and had it installed ready for use before the end of December 2010, the 10% rate would apply (meaning it would be able to claim a deduction of $5,000).

The information above is a general overview of the Government’s new Small Business and General Business Tax Break. If you have recently purchased for your business, or perhaps you are considering purchasing capital investments in your near future, then you may be eligible for the “investment allowance”. For more information on how you can make the most of this Government benefit contact the tax and accounting experts at The Quinn Group on 1300 QUINNS or submit an online inquiry form.

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Strategy vs Celtics

This is a post to support my contention that the 90’s Bulls could compete against the champions of the 80’s, in particular the 86 Celtics. I could post my full argument, but it’s sort of long so I’ll just post a synopsis. ===== Now you have MJ and Scottie on the perimeter providing the first line of defense. The Bulls didn’t have a quality big down low but opposing teams had to get past Jordan and Pippen first to expose it. To get to Luc Longley, you have to get past those two. Good luck with that. Two of the best defenders of all time out on the perimeter. You can’t shake them and you can’t rattle them. This is why, despite the fact that 80’s Celtics, Lakers and Sixers had traditional teams built around big men, I don’t necessarily agree that they would all destroy the Bulls. I don’t know. Yes Bird, Mchale and Parish would destroy Bill Cartwright or Luc Longley in a vacuum. But they’re not in a vacuum. Can DJ or Ainge get the ball to them effectively with Pippen and Jordan hounding them? Maybe, maybe not. I think the Lakers would have given the Bulls more trouble because they had a premier point guard as well as a premier center, but I still believe the Bulls would cause matchup problems for them as well. They were successful against teams with dominant big men. The Bulls beat Patrick Ewing (6 times), Shaq (once) and Mourning (twice) as well as dominant power forwards like Barkley (3 times), Karl Malone (twice) and Shawn Kemp (once). They’ve beaten teams without a

http://www.youtube.com/watch?v=xKf8zfv1fm8&hl=en

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New Jersey Discrimination Lawyer: Arbitration & Union Grievances

Deborah Mains, a workplace harassment attorney in New Jersey, explains the difference between the arbitration of employment cases and union grievances. When an employee is not part of a union, and has signed an arbitration agreement with their employer, they will have to resolve the problem privately. Unions can enforce collective bargaining agreements through arbitration, but this will not affect their ability to file an employment lawsuit. Visit www.costellomains.com for more information on arbitration and union grievances.

http://www.youtube.com/watch?v=ZGlMhMYUARw&hl=en

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New ACTU TV ad: Will Liberal put alive bodies aftermost again?

Will Malcolm Turnbull’s Liberal Party support the restoration of Australian workers’ rights or will he back a continuation of WorkChoices? That is the stark question posed by this new ACTU television advertisement which has been produced ahead of the expected introduction into Parliament of legislation to establish a new national industrial relations system. Unions welcome the new laws as a big step towards scrapping WorkChoices. The proposed legislation will give all workers protection from unfair dismissal, strong collective bargaining rights, rights to union representation, and a powerful independent umpire. — Take action at Your Rights at Work www.rightsatwork.com.au

http://www.youtube.com/watch?v=LbUU4hvGk-k&hl=en

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The Public Safety Employer-Employee Cooperation Act (HR 980)

HR 980, the Public Safety Employer-Employee Cooperation Act of 2007 passed the House of Representatives with a bipartisan 314-97 vote on July 17, 2007.

http://www.youtube.com/watch?v=2i-AXmBzOk4&hl=en

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Understanding Union Shop Laws

One of the most common types of union security is the union shop, a term practically everyone in the United States has heard, but one with which many people in certain areas are largely unfamiliar. The concept of the union shop is that collective bargaining is only possible when the entire work force of a certain business is with the union. That is, if a union were to strike for better benefits, and only half of the employees are members of the union, the business may be able to safely ignore the union. The union, in this case, has little power to affect working conditions.

To prevent this from happening, unions have reached agreements with the companies which employ them necessitating new employees join the union. These new hires are granted a certain grace period, after which they must join the union or pay the equivalent of dues. Under the National Labor Relations Act, the employees have at least 30 days before they must join the union or begin paying dues. This way, the union is able to exercise collective bargaining effectively.

The union shop replaced the more stringent policy of the closed shop, which the Taft-Hartley Act illegalized in 1947 in the United States. In a closed shop, a prospective employee had to already be a due-paying member of a union before they could even be hired by a company. This situation had certain obvious benefits to those already in a union – principally, being in a much smaller labor pool and therefore being far more likely to be hired – and certain obvious problems for people not in a union. Because the policy was effectively discriminatory, the US government outlawed the practice, although union shops were allowed to continue.

However, union shops are not effectively present in many states, mostly southern and southwestern ones, which are so-called Right-to-Work states. In these 22 states, laws prohibit companies signing agreements with unions mandating union membership or due-paying to be required of employment, either before or after hiring. Unions are much weaker in these states, as they have little power to effectively bargain with their employers. Unions may still exist in these states, but they lack some of their traditional function.

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