We already know how to reduce sexual harassment at work, and the answer is actually pretty simple: Hire and promote more women. Research suggests that this solution addresses two root causes of harassment.
We already have too much work in the United States. Why not redistribute it? ….
In light of recent discussions, I thought it might be useful to refresh myself on how different work is in the US and Nordic countries, especially in more recent years after the effects of the Great Recession have started to wear off. In particular, I am interested to know how much the quantity of work differs in these countries. ….
Solving rural poverty in Arkansas will take more than odd jobs from smartphone apps.
From the abstract:
The 2018 Report of the Social Security Trustees projects that revenues will be sufficient to pay all scheduled benefits until 2034 and roughly three quarters of scheduled benefits thereafter. In 2017, Social Security income from payroll contributions, tax revenues, and interest on reserves exceeded outgo by $44 billion. Reserves, now at $2.9 trillion, are projected to begin to be drawn down in 2018 in order to pay full scheduled benefits. The Disability Insurance (DI) Trust Fund is projected to cover scheduled benefits until 2032, and the Old-Age and Survivors Insurance (OASI) Trust Fund until 2034.1 On a combined OASDI basis, Social Security is fully funded until 2034, but faces a projected shortfall thereafter. After the projected depletion of the combined OASDI trust funds, Social Security contributions and tax revenues would continue to be received and would cover about 79 percent of scheduled benefits (and administrative costs, which are less than 1 percent of outgo). The long-range actuarial shortfall over 75 years is projected to be 2.84 percent of taxable payroll – that is, 2.84 percent of all earnings that are subject to Social Security contributions. This projected long-term revenue shortfall is substantially unchanged from the 2.83 percent of taxable payroll reported in the 2017 Trustees Report. Timely revenue increases and/or benefit reductions could bring the program into long-term balance, preventing the projected shortfall.
Social Security 2018 Trustees Report
Source: Board of Trustees of the Federal Old-Age and Survivors Insurance and Federal Disability Insurance Trust Funds
High-quality, early elementary years offer a critical opportunity for development and academic learning for all children. Key components of a quality, K-3 experience include kindergarten, qualified teachers, seamless transitions, appropriate assessments and interventions, family engagement, social-emotional supports and academic supports. Education Commission of the States has researched the policies that guide these key components in all 50 states to provide this comprehensive resource. Click on the questions below for 50-State Comparisons, showing how all states approach specific policies, or view a specific state’s approach by going to the individual state profiles page.
– Seventeen states, plus the District of Columbia, require children to attend kindergarten, although the length of day varies across states.
– Thirteen states, plus the District of Columbia, require the district to offer full-day kindergarten.
– Eighteen states, plus the District of Columbia, have policies in place to guide the transition from pre-K to kindergarten. This guidance often includes written transition plans, family engagement, teacher/provider meetings and assessment data linkages.
– Forty-two states, plus the District of Columbia, detail the interventions available to K-3 students, often including extended instructional time, parental engagement, evidence-based instruction, summer reading opportunities and small group instruction.
– Twenty-nine states, plus the District of Columbia, have retention policies in place, which are designed to support students who are not on grade level by the end of third grade.
– Forty states, plus the District of Columbia, emphasize social-emotional learning in K-3 in statute, rules or regulations. Usually, social-emotional learning is emphasized in kindergarten entrance assessments, school readiness definitions and/or teacher training requirements…..
From the abstract:
This First Look presents preliminary data findings from the Integrated Postsecondary Education Data System (IPEDS) fall 2017 collection, which included three survey components: Institutional Characteristics for the 2017-18 academic year, Completions covering the period July 1, 2016, through June 30, 2017, and data on 12-Month Enrollment for the 2016-17 academic year.
In 2016, public elementary and secondary schools across the nation received $353.2 billion in state and federal revenue, most of which goes into expenditures such as teacher’s salaries, transportation and other associated expenses.
So who’s spending the most on their students?
The number of Americans represented by labor unions has decreased substantially since the 1950s, and a new Pew Research Center survey finds that the decline is seen more negatively than positively by U.S. adults. The survey also finds that 55% of Americans have a favorable impression of unions, with about as many (53%) viewing business corporations favorably.
Millennials: Unions Good, Corporations Bad
Source: Cole Stangler, Jacobin, June 7, 2018
Leftists should be heartened by recent US poll data showing that 68 percent of people aged 18-29 have positive views of unions. Just 46 percent said the same of corporations.
…. But a question #MeToo has been asking since the beginning is how will this affect the lives of women far from the high-powered worlds of Hollywood and Washington. Is this making it any easier for a low or mid-wage worker in middle America to rid her workplace of a sexual harasser?
One important way of doing this is by making an official complaint to the employer. But while women will often complain to family or even on social media, most don’t tell their companies of the misconduct. In fact, barely 1 in 4 ever do. ….
From the press release:
A new report finds that many large corporations operating in the United States have boosted their profits by forcing employees to work off the clock, cheating them out of required overtime pay and engaging in similar practices that together are known as wage theft.
The detailed analysis of federal and state court records shows that these corporations have paid out billions of dollars to resolve wage theft lawsuits brought by workers. Walmart, which has long been associated with such practices, has paid the most, but the list of the most-penalized employers also includes Bank of America, Wells Fargo and other large banks and insurance companies as well as major technology and healthcare corporations. Many of the large corporations are repeat offenders, and 450 firms have each paid out $1 million or more in settlements and/or judgments….
– Spreadsheet version of Appendix A: Parent companies with $1 million or more in wage theft penalties
– Spreadsheet version of Appendix B: 100 largest wage theft lawsuit settlements or verdicts
– Spreadsheet version of Appendix C: Wage theft lawsuits with confidential settlements
– Spreadsheet list of all lawsuits and enforcement actions analyzed in the report