S mall employers have particular disadvantages as purchasers of health insurance.They often are not well informed about the insurance options available to them because, unlike large employers, they do not have specialized staff to manage their employee benefit programs. Small business owners, who usually make decisions about insurance for their firms, typically have little time or expertise to ...

Even though many employers believe that health insurance and health affect employees' productivity and firms' performance, health economists typically overlook and rarely measure firms' returns on health-related investments. Some research, however, suggests that firms may benefit economically by providing health insurance coverage for workers and their families. For example, health coverage may...

This article is based on the findings of a survey of employers having Universiti Teknikal Malaysia Melaka (UTeM) engineering and ICT students undergoing industrial training at their organisations. The study seeks to explore the employers’ perceptions of the employability skills that technical students need to possess, as well as assessing the employers’ level of satisfaction with the students’ ...

In two experiments, we examine the effects of employer reputation in Amazon Mechanical Turk, an online labor market in which employers may decline to pay workers while keeping the work product. In the first experiment, a research assistant who is blinded to reputation performs tasks posted by employers with good, bad, or no online reputations. Results confirm the value of reputation; due to sho...

Being healthy is important for living well and achieving longevity. In the business realm, furthermore, employers want healthy employees, as these workers tend to be more productive, have fewer rates of absenteeism, and use less of their health insurance resources. This article provides an overview of corporate “wellness” efforts in the American workplace and the concomitant challenges which em...

Many employers are reluctant to provide detailed reference information about former employees because they fear being sued for defamation. To avoid liability, employers have implemented what are commonly known as name, rank, and serial number (NRS) policies that provide minimal information about former employees. This makes it very difficult for potential employers to obtain reliable and releva...

All views expressed in this paper are those of the authors and do not necessarily reflect the views or policies of the U.S. We apply the empirical framework of the displaced worker literature to the study of outcomes for displacing employers. Long-term patterns of employment, wages, and closure probabilities before and after mass layoffs vary by the complexity, age, and industry of employers, r...

New forces are at play that will invariably change how employers manage the health of their employee populations and how employers work with their supplier partners to provide health-related benefits and associated programs. For employers, health care reform necessitates a ‘‘stay in’’ or ‘‘get out’’ decision and may change the design of the healthrelated benefit packages provided to employees. ...

In many decentralized labor markets, job candidates are offered positions at very early stages in the hiring process. It has been argued that these early offers are an effect of the competition between employers for the best candidate. This work studies the timing of offers in a theoretical model based on the classical secretary problem. We consider a secretary problem with multiple employers a...