This article can be used as a checklist in surveying individual school situations before developing strategies to overcome the possibility of resegregation. (Author/MLF)

Discusses the proceedings of a recent American Economic Association convention where manpower programs were the main topics of concern. Most who attended favored exploring whether selective job creation at modest wage levels could increase employment opportunities without fanning inflation and direct training programs to the disadvantaged. (CT)

Outlines the advantages of outplacement of redundant personnel both for the company and for the person terminated. Argues that companies should use outside consultants to run their outplacement programs. (IRT)

Presents evidence which was not part of the original evidence in the court case in which a White steelworker challenged Kaiser Aluminum's selection of two Black workers for a special job training program. Kaiser's long history of racially discriminatory hiring practices is documented. (GC)

The benefits of and restrictions imposed on qualified pension and profit-sharing plans are discussed in terms of Excess Benefit Plans (EPB), a type of deferred compensation plan. EPBs and unfunded deferred compensation plans offer flexible methods of providing additional benefits for executives and key employees. (LBH)

Interviews with 10 participants in Ohio State University's job enrichment program for midcareer extension agents found that 5 returned to their same jobs after the experience but only 2 felt challenged/renewed. Part-time participation while working made it difficult to balance responsibilities. More information and a structured orientation were…

This review of research from 1991-96 on fair employment concerns highlights critical issues: interpretation of group differences in cognitive ability, effect of these differences on personnel decisions, and the efficacy of affirmative action. (118 references) (SK)

Summarizes the results of the American Society for Training and Development Human Resource and Performance Management Survey of 1996 that examined the performance outcomes of downsizing and high performance work systems, explored the relationship between high performance work systems and downsizing, and asked whether some downsizing practices were…

Volunteerism in third-sector charitable/volunteer organizations takes different forms and involves different practices depending on contexts. Four operating frameworks--charity, activist, welfare state, and market--facilitate, co-opt, or impede volunteer practices in different settings. (Contains 18 references.) (JOW)

A study investigated the distribution of young workers among firms of various sizes using the National Longitudinal Study of Labor Market Experience, New Youth Cohort, 1980-1985. The majority of young workers aged 15-29 were employed by small firms. Distribution was affected by gender, race, and educational attainment, but not by residence or high…

Considers employment policy and labor relations in three Japanese manufacturing plants in northeast England. Includes background information regarding their decision to locate there. (JOW)

A study of 470 Job Training Partnership Act female trainees identified barriers to nontraditional employment: economic, physical, emotional, social, and life experience/education. The survey was also sent to 297 businesses. Results showed that nontraditional trainees do not perceive the same barriers as employers do, and suggestions were made to…

Describes the contingent workforce as people who work part time or for temporary-help agencies or are self-employed. Lists occupations that employ the most temporary workers and looks at the pluses and minuses for both employers and workers. (JOW)

A review of 17 studies of high-performance work systems concludes that benefits of employee involvement, skill training, and other high-performance work practices tend to be greater when new methods are adopted as part of a consistent whole. (Author)

Notes that academic administrators who are frequently involved with employment references and hiring should view the increasing legal implications of employment references with apprehension. Offers guidelines for checking references and for giving out references. (RS)