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This book assesses how the practice of contracting-out public employment services via competitive tendering and Payment-by-Results is transforming welfare-to-work in Ireland.
It offers Ireland’s introduction of a welfare-to-work market as a case study that speaks to wider international debates in social and public policy about the role of market governance in intensifying the turn towards more regulatory and conditional welfare models on the ground.
It draws on unprecedented access to, and extensive survey and interview research with, frontline employment services staff, combined with in-depth interviews with policy officials, organisational managers and jobseekers participating in activation.
also extended. Pathways to Work tightened the focus on activation into full-time employment. Opportunities for combining benefits with part-time employment became more restricted as claimants in part-time employment became subject to in-work conditionality. Another early proposal was to consolidate all working-age payments into a Single Working-Age Payment that would see the forms of job-search conditionality that were applicable to those on jobseeker payments extended ‘to lone parents, partners/spouses, people with disabilities and carers’ ( Collins and Murphy
destinations unrelated to work’ ( Loopstra et al, 2015 : 11). This may be to other payments with less onerous conduct conditions, such as disability payments, as was the case for one former JobPath participant interviewed for this book. Having already completed a year on JobPath, Cormac explained that he was driven to apply for illness benefit to avoid another referral to JobPath: ‘I went to my doctor to write me a letter to basically put me on an illness benefit, to get me out of going … With [JobPath], going in and out every week and feeling this kind of us and them
). From the contractor’s perspective, it is entirely rational to selectively concentrate their resources on those clients they believe can be more quickly placed into employment. However, it essentially results in a misallocation of public resources away from those who need assistance the most. Moreover, these frontline selection practices are far from random hitting certain groups such as older jobseekers and those with disability ‘harder than others’ ( van Berkel and Knies, 2016 : 63) and highlighting a key tension between equity and efficiency in quasi-market models
.’ (Natasha, service-user, 50s, Dublin) Rachel, a former JobPath client who subsequently transferred to disability payments, relayed a similar experience of being “warned” after declining to apply for a call centre job: ‘They were quite annoyed with me. I tried to explain that from what I knew of call centres … People don’t call call-centres when they’re happy, and you have to be polite, and everything is timed and monitored. Just thinking about it made me even more anxious. And then they sent me to a sort of weird group meeting … we were basically told that we weren
of 1918 (codifies the rights of federal employees to join labor unions and bargain collectively) 3. Fair Labor Standards Act of 1938 (deals with the minimum wage and mandatory overtime for employees who work more than 40 hours a week) 4. Americans ivith Disabilities Act of 1990 (prohibits workplace discrimination against disabled people) 5. Occupational Safety and Health Act of 1910 (sets safety regulations for workplaces) 6. Age Discrimination and Employment Act of 1961 (prohibits workplace discrimination against people ages 40 and over) 7. Worker
familiari) or tax based (detrazioni) paid to workers for their spouse and children; - unemployment transfers, divided in 'special lay-off pay fund' (Cassa In- tegrazione Guadagni) called CIG, and mobility allowance, which may be requested by firms with more than 10 employees on behalf of their workers instead of laying workers off, and the ordinary individual un- employment benefit which is very low; - pensions, with the exception of the 'basic non contributory pensions', are strictly work-based. They are paid either to people who cannot work (disability pensions
% or more persons with a disability. 2 Adam J. Hoffer and Russell S. Sobel 186 State Preference policy Empirical category Arizona Small Business preference: $1,000 – $25,000 0 Arkansas A 15% preference against out-of-state prison industry bids. 0 California 5% for small business (goods, services, construction and IT) and non-small business subcontractors. The maximum preference is $50,000 and when combined with other preferences, the preference total cannot exceed $100,000. Target Area Contract Preference Act (TACPA) (applies to goods and IT only): 5% of the
. The subcommittee on social security has jurisdiction over retirement, survivors, and disability programs as well as employment taxes. Finally, there is also the subcommittee on trade, which has jurisdiction over tariff and import fee structure, including classification, valuation of, and special rules applying to imports and exports. In addition to these specific subcommittees, there are also two subcommittees that are more general. The subcommittee on select revenue matters has jurisdiction over things that the Chairman of the committee decides to give them
- tract from behind a veil of ignorance, where people have no knowledge of their own characteristics, such as race, gender, wealth, intelligence, and other abilities (or disabilities). Buchanan envisions a hypothetical renegotiation of the social contract from a position of anarchy, with the idea that current in- 25 For a dissenting view, see Yeager [1985]. While the social contract theory suggests implicit rather than actual agreement with a social contract, Berman [1983] notes that when medieval towns were formed from around 1050-1150, it was common for all
