Public policies affecting employment, hours of work, and institutions in labor markets. Public programs impacting wages, unemployment, training, collective bargaining, job security, and workplace governance. Policy implications of the changing nature of work. prereq: [[PA 5031 or equiv], grad student] or instr consent

Analysis of public policies regarding employment, unions, labor markets. Public programs affecting wages, unemployment, training, worker mobility, security, quality of work life. Policy implications of changing nature of work. prereq: HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or dept consent]

This class will introduce you to the Economics of Social Insurance Programs. It begins by introducing a framework to evaluate the efficiency and equity of social insurance programs, drawing on theory from the economics of insurance programs and behavioral economics. It then applies this framework to social insurance programs such as workers? compensation, unemployment insurance, health insurance, social security, TANF and Supplemental Nutritional Assistance, and the Earned Income Tax Credit. Prerequisite: PA 5021 or other prior course in microeconomics.

Theoretical foundations of labor markets. Intertemporal/household labor supply. Demand for labor, efficiency wages. Human capital theory, unemployment, migration decisions. Analysis of econometric research applied to labor policy issues such as minimum wage, tax policy, social insurance, education. prereq: [[3001 or Econ 3101 or PA 5021], [PA 5032 or equiv]] or instr consent

This course covers the challenges and rewards associated with managing today?s increasingly diverse workforce. Diversity has the potential to benefit employees and organizations alike, yet the benefits of diversity are only realized in organizations with effective diversity management practices. In this course, we will discuss the power of inclusion as it relates to the employee experience. We will study effective strategies for building diverse and inclusive companies, and will address the barriers that can often exist. We will look at approaches to organizational design that limit unconscious bias and produce more objective decisions across the employee experience?from engaging and hiring candidates to retaining employees and helping them thrive. Finally, we will dive into how to create inclusive cultures and a sense of belonging, across local and global contexts. Student engagement and willingness to share diverse perspectives are critical to the success of this course. prereq: HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]

Application of statutes/case law to work settings. Civil rights/equal opportunity. Discrimination/harassment. Compensation/benefits. Employee protection/privacy. Labor relations. Emphasizes application/ability to recognize legal aspects of HRIR issues. prereq: HRIR MA student must register A-F, 3021, [CSOM or HRD junior or senior or dept consent]

Application of economic tools to issues in human resources/industrial relations. Incentives/imperfect information. Incentive-based pay. Promotions/tournaments. Human capital/training. Screening/signaling. Applications/limitations. prereq: Prereq-HRIR MA student must register A-F, ECON 1101, [CSOM or HRD junior or senior or dept consent]

Design, administration, management of non-mandatory compensation benefit programs, including health/dental care plans/insurance, retirement plans, disability benefits, paid time off, accommodation benefits. Effects of providing benefits on workers' incentives for performance. Psychological foundations of employee benefits. Role of benefits in employee recruitment/retention. prereq: 6501 or dept consent

Evolution of U.S. labor unions/public policy, bargaining environment/structure, goals/negotiations, contract administration/results. International comparisons, labor-management cooperation, newly emerging issues. prereq: MHRIR student or dept consent

The Labor Law course focuses on workers? rights to engage in collective action, including through unionization and collective bargaining. In the private sector, the National Labor Relations Act (NLRA) is the main statute that governs relationships between unions, employers, and employees; it is administered and enforced by the federal National Labor Relations Board (NLRB). Major topics to be covered include the union representation process, including recognition outside of NLRB elections; the regulation of campaign conduct during an organizing effort; workplace activities that are (and are not) protected by the NLRA; retaliation on the basis of union activities or support, or on the basis of other concerted activities for the purpose of mutual aid or protection; the legal framework surrounding the process of collective bargaining between employers and unions; the use of economic action (e.g., strikes and picketing); and the labor relations issues surrounding corporate transactions or other organizational transitions. To the extent time allows, we will also discuss issues related to public sector workers' rights to bargain collectively.

Employment Discrimination. This course considers the principal statutory and constitutional prohibitions on employment discrimination. It focuses most prominently on Title VII of the 1964 Civil Rights Act, which prohibits employment discrimination based on “race, color, religion, sex, or national origin.” The course considers the basic frameworks for proving discrimination under Title VII and the jurisprudence defining Title VII’s protected classes. The course also investigates newer Title VII fields, such as the law of sexual harassment and pregnancy discrimination. Using Title VII as a basis for comparison, the course then examines the constitutional law of employment discrimination, Title I of the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and various state and local statutes addressing emerging issues in employment discrimination law, such as employment discrimination based on weight or attractiveness.

This course explores the rapidly expanding body of law governing the workplace. The Employment Law course goes beyond the fields of Labor Law (which deals with workers? collective action rights) and Employment Discrimination to focus on the individual employment contract and the regulation of the workplace under various statutory schemes. Beginning with the common law regulation of the employment contract and the employment-at-will doctrine, the course explores topics such as wage and hour regulation, privacy in the workplace, freedom of expression and the employment contract, and occupational safety and health.

This course examines dispute resolution processes outside of, or supplemental to, the civil trial system with particular emphasis on negotiation, mediation, and arbitration as dispute resolution mechanisms. This examination includes a study of the procedures and dynamics associated with each mechanism as well as an overview of the pertinent legal framework. A particular focus is on the skills dimension, and students will participate in a number of simulation exercises designed to assist in the development of the lawyering skills associated with each process.

Stratification economics differs from conventional neoclassical economics and its related offspring of behavioral economics because it does not assume that the nature of inequality arises solely via rational choices made in competitive markets. Rather, it posits structural and historical processes that impede the ability of marginalized groups to gain access to markets. One of the key insights from stratification economics is that conventional policy mechanisms (e.g. deterrence policies in the criminal justice system) don?t work because they fail to take account of the legacy of inequality (e.g. convict lease systems and vagrancy laws). The arguments in favor of reparations, baby bonds, universal health care can be viewed and examined using the methods and techniques of stratification economics. This course introduces students to some new methodologies that complement their training in conventional economic analysis. Topics: · A review of conventional microeconomic approaches to policy analysis, including the core assumptions and key conclusions · Summary and critique of the conventional microeconomic approach · The historical backdrop to the evolution of ?identity economics? and stratification economics for understanding racial disparities · Core assumptions of stratification economics · Applications: Housing markets and residential segregation; racial profiling; discrimination in labor markets. · Policy proposals based on stratification economics ? reparations, baby bonds, universal income and health payments. Advanced undergraduate students may register with permission of the instructor.

Nature/extent of poverty/inequality in the United States, causes/consequences, impact of government programs/policies. Extent/causes of poverty/inequality in other developed/developing countries. prereq: Grad or instr consent

Economic and workforce development examined from a U.S. context, exploring how rural and urban regional economies grow, why industries/employers locate where they do, and how workers decide where to live and work. Government and economic development practices related to businesses and innovation will also be addressed. prereq: Grad or instructor consent