Tag : Businesses

Protection of personal data – European Commission, home party businesses.#Home #party #businesses

Protection of personal data

In January 2012, the European Commission proposed a comprehensive reform of data protection rules in the EU.

On 4 May 2016, the official texts of the Regulation and the Directive have been published in the EU Official Journal in all the official languages. While the Regulation will enter into force on 24 May 2016, it shall apply from 25 May 2018. The Directive enters into force on 5 May 2016 and EU Member States have to transpose it into their national law by 6 May 2018.

The objective of this new set of rules is to give citizens back control over of their personal data, and to simplify the regulatory environment for business. The data protection reform is a key enabler of the Digital Single Market which the Commission has prioritised. The reform will allow European citizens and businesses to fully benefit from the digital economy.

Whenever you open a bank account, join a social networking website or book a flight online, you hand over vital personal information such as your name, address, and credit card number.

What happens to this data? Could it fall into the wrong hands? What rights do you have regarding your personal information?

Everyone has the right to the protection of personal data.

Under EU law, personal data can only be gathered legally under strict conditions, for a legitimate purpose. Furthermore, persons or organisations which collect and manage your personal information must protect it from misuse and must respect certain rights of the data owners which are guaranteed by EU law.

Every day within the EU, businesses, public authorities and individuals transfer vast amounts of personal data across borders. Conflicting data protection rules in different countries would disrupt international exchanges. Individuals might also be unwilling to transfer personal data abroad if they were uncertain about the level of protection in other countries.

Therefore, common EU rules have been established to ensure that your personal data enjoys a high standard of protection everywhere in the EU. You have the right to complain and obtain redress if your data is misused anywhere within the EU.

The EU’s Data Protection Directive also foresees specific rules for the transfer of personal data outside the EU to ensure the best possible protection of your data when it is exported abroad.

Article 29 Working Party on Data Protection

The Article 29 Working Party, composed of representatives from all EU Data Protection Authorities, the EDPS and the European Commission, was set up under the Directive 95/46/EC. It has advisory status and acts independently.

  • Opinion 01/2015 on Privacy and Data Protection Issues relating to the Utilisation of Drones Home party businesses(456 kB)Home party businesses– WP 231
  • Letter from the Art.29 WP to DG FISMA on possible delegated acts for the implementation of EU legislation on both markets in financial instruments (MIFID II) and on market abuse regulation (MAR) Home party businesses(294 kB)

Companies that will hire you to work at home, home party businesses.#Home

Companies that will hire you to work at home

  • These companies include American Airlines, TDS Telecom, 1-800-FLOWERS

  • Many jobs and transactions can be done easily, safely and securely from home

  • If you want to work from home, tell your employer how much money will be saved

    Home party businesses

    Home party businesses

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    Home party businesses

    Home party businesses Home party businesses

    Home party businesses Home party businesses

    Home party businesses

    Editor’s note: CNN.com has a business partnership with CareerBuilder.com, which serves as the exclusive provider of job listings and services to CNN.com.

    Home party businesses

    Many companies will want to confirm that your home office is a business-friendly environment.

    Home party businesses

    In the last few years, working from home has gone from being a rarity to a reality.

    With advances in technology, more people are able to link to work from their home computers or laptops. And as employees continue to crave flexibility and yearn for a better work/life balance, more people are working from home for at least part of their workweek.

    While many companies are allowing existing employees to transition to various telecommuting options, some companies are also building work forces that are made up solely of employees working from home.

    Here is a sample of 10 companies that only hire at-home workers:

    Alpine Access is a call center company that uses customer service representatives that work from home. Employees use their own telephones and computers. The company provides representatives for clients like Office Depot and J. Crew.

    Convergys hires home-based call center agents who provide support in customer service, and also supplies sales agents or help desk staff for companies.

    Don’t Miss

    Extended Presence provides their clients with outbound sales agents and marketing support staff who work from home.

    Internet Girl Friday provides information technology support as well as administrative services for clients nationwide.

    LiveOps provides customer service support for a variety of major corporations.

    Spheris provides support to medical professionals. Their services include medical transcription and clinical documentation.

    Staffcentrix supplies virtual assistants for business clients, including CEOs and upper management of major corporations.

    VIPDesk provides call center support and also offers a home-based concierge service to clients.

    Voicelog provides representatives to perform verifications for transactions done online or by telephone. Many states require changes to telephone service and other remote transactions to be verified by a third party, which VoiceLog provides.

    West At Home also hires home-based customer service agents. They cater to a specific range of industries, specializing in health care and pharmaceutical support, as well as the hospitality industry.

    Employees need to meet some basic requirements, including having a telephone and access to a PC. Although the work is conducted from home, interviews for the job aren’t always done remotely.

    Working at home is a growing and legitimate opportunity, but workers should still beware of any job that asks you to invest money, provide access to a bank account or give up a great deal of personal information up front. These are indicators of a possible scam.

    Traditional companies with home-based workers

    Some traditional companies also have home-based workers in the mix as part of their overall staffing strategies. Companies as diverse as American Airlines, TDS Telecom, 1-800-FLOWERS, Sprint and Xerox have programs that enable traditional workers to transition to telecommuting or hire workers specifically to work at home.

    Aetna is one of the companies that has developed and implemented such a program. Our telework program started as a grassroots initiative to keep talented employees when there were site consolidations, Aetna Telework Program head Eileen Levin explains.

    The program, which started only a few years ago, has become very popular with employees. Levin notes that since the inception of the program, participation has jumped 300 percent. Around 10,000 Aetna employees, or 27 percent of the company’s work force, now work from home.

    Levin says that the company looks at several factors before transitioning a job or task to be done at home. Aetna ensures that the employee is an appropriate candidate to work at home. It also confirms that the home office is a stable, business-friendly environment. And most importantly, Aetna carefully considers whether the job is an appropriate choice to be performed by home-based workers.

    Children’s Healthcare of Atlanta is another company that is mixing traditional workers with employees who work from home. These home-based employees include medical transcriptionists and nurses who operate the hospital’s Advice Line, a hotline where Laurie Peterson, one of the Advice Line nurses, has been working for CHOA from home for 11 years. She takes calls that vary from minor questions to emergency situations, and provides callers with a recommended course of action based on their conversations.

    Peterson says, I really enjoy being able to use my nursing judgment and experience right here in the convenience of my own home. We get inquiries from people both locally and all over the world seeking help with their child’s health problems. At the end of a shift, it’s very fulfilling for me to know I’ve helped allay a parent’s fears.

    If you’re a worker who wants to transition from commuting to the office to working at home, talk to your company. Think about these discussion points before approaching your boss:

    Talk to the company about how offering this option to you and other employees will benefit them. Money talks, so be sure to refer to any potential savings the company will see by implementing this program. With gas prices at a record high, you should also underscore your savings, as well as the environmental benefits of working from home.

    Not every job or every process can be done from home, so be ready with a plan. Identify jobs and transactions at the company that can be done easily, safely and securely from home.

  • Electrical Sector – Eaton, at home businesses.#At #home #businesses


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    Brexit: Businesses warn over UK workers first proposal – BBC News, at

    Brexit: Businesses warn over ‘UK workers first’ proposal

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    Firms that rely on EU workers have warned of the “catastrophic” impact of proposals to slash unskilled migration on the day Britain leaves the EU.

    Under the draft plan, leaked to the Guardian, firms would have to recruit locally unless they could prove an “economic need” to employ EU citizens.

    They could face a skills tax to boost training of UK workers if they still chose to employ unskilled EU staff.

    But business groups say a “sudden” cut could cause “massive disruption”.

    The National Farmers’ Union claimed the “entire food supply chain” could be threatened.

    NFU deputy president Minette Batters said: “We are calling for an urgent and clear commitment from government to ensure that farmers and growers have access to sufficient numbers of permanent and seasonal workers post-Brexit.

    “And we need clarity on the new rules for EU nationals living and working in the UK well before free movement ends in March 2019.”

    ‘Under control’

    The leaked Home Office document has not been signed off by ministers, who will set out their post-Brexit migration plans later this year.

    But Defence Secretary Michael Fallon said: “The public voted to leave the European Union. That means freedom of movement has to end.”

    He said “people with the right skills” would still be “welcome”.

    But he added: “Equally we have to make sure that British companies are also prepared to train up British workers.

    BBC political editor Laura Kuenssberg

    The prime minister has at least two big reasons for wanting to get this right.

    For Theresa May, the referendum result was a clear instruction from the British people that they wanted to reduce the levels of immigration. Politically, therefore, she believes it’s a demand she has to meet.

    And as home secretary for six years, when the government continually flunked its own immigration target, the new system that will control immigration is finally, perhaps, a chance to meet her own long-missed goal.

    So Wednesday’s mega-leak from the Home Office of the potential design of the post Brexit system is significant. Read more

    “The public are very clear, they want to see immigration not stopped but brought properly under control.”

    His message was echoed by Theresa May at Prime Minister’s Questions, who told MPs immigration had to be cut to ease the strain on public services, adding that it “often hits those at the lower end of the income scale hardest in depressing their wages”.

    The EU has not issued an official response to the leaked document. Unnamed sources have told The Times the EU would block access to the single market during the transition period the UK wants after Brexit if it presses ahead with the proposals.

    Michael Fallon said the government would take the views of business into account when drawing up its migration policy.

    But business groups have hit back at his suggestion that they are using cheap foreign labour rather than training up British workers.

    ‘Social needs’

    The British Hospitality Association said: “If these proposals are implemented it could be catastrophic for the UK hospitality industry and for those who enjoy the hospitality it brings.”

    The BHA claims 75% of waiters, 25% of chefs and 37% of housekeepers in the UK are EU nationals and at least 60,000 new EU workers are needed every year to fill vacancies.

    The organisation said it would take 10 years to train up enough British workers to plug the gap and some businesses would fail in the meantime, “taking UK jobs with them”.

    Ian Wright, director general of the Food and Drink Federation, said: “If this does represent the government’s thinking it shows a deep lack of understanding of the vital contribution that EU migrant workers make – at all skill levels – across the food chain.”

    A trade body representing Britain’s manufacturers, the EEF described the leaked proposals as a “mixed bag”.

    “On the highly skilled side, the system described is one we can work with, after some changes,” a spokesman said, but it had “grave concerns” about low-skilled workers, “with many UK manufacturers telling us that they simply don’t get jobs applications from prospective UK workers”.

    The Home Office document obtained by the Guardian, entitled the Border, Immigration and Citizenship System After the UK Leaves the EU, is marked extremely sensitive and dated August 2017.

    Among the ideas in it are:

    • A cap on the number of unskilled workers from the EU
    • Introducing a salary and skills threshold
    • Preventing EU migrants from job-seeking in the UK
    • Ending the right to settle in Britain for most European migrants
    • Placing new restrictions on their rights to bring in family members

    “The government will take a view on the economic and social needs of the country as regards EU migration, rather than leaving this decision entirely to those wishing to come here and employers,” the document states.

    Low-skilled migrants would be offered residency for a maximum of two years while those in “high-skilled occupations” would be granted permits to work for a longer period of three to five years.

    EU citizens coming as tourists, on short-term business trips or visits to friends and family would be able to enter the UK without needing permission, under the draft proposals.

    Those staying longer would need to register for a residence permit by showing proof of employment, study or self-sufficiency. Applicants’ fingerprints could also be taken.

    The document says the new regime would only come fully into force at the end of a transition period, which could last up to three years.

    The proposals would not affect EU nationals already living and working in the UK – the government says they should be given the right to apply for “settled status” after five years of being lawful residents, although agreement on this has yet to be reached in Brexit talks.

    The leaked document says: “Put plainly, this means that, to be considered valuable to the country as a whole, immigration should benefit not just the migrants themselves but also make existing residents better off.”

    Sources have told the BBC that the proposals have been updated six times since the leaked document was written in August and although the broad principles in it are correct, it has yet to be discussed by the cabinet.

    Lord Green, of the Migration Watch pressure group, said: “These proposals rightly focus on low-skilled migration and by doing so could reduce net migration from the EU by 100,000 a year over time.”

    ‘Very restrictive’

    UKIP also welcomed the proposals, saying they should be implemented “without fudging” – but Labour MP Yvette Cooper said they appeared to fly in the face of Home Secretary Amber Rudd’s commitment earlier this summer to consult on a post-Brexit immigration system.

    The TUC said the “back of the envelope plans” would “create an underground economy, encouraging bad bosses to exploit migrants and undercut decent employers offering good jobs”.

    Lib Dem leader Sir Vince Cable claimed Theresa May had suppressed “up to nine reports” showing immigration did not hit the wages or jobs of existing UK workers when she was home secretary – claims denied by Downing Street.

    Italy’s minister for European Affairs, Sandro Gozi, has described the proposals as “very restrictive and unacceptable”.

    He told the BBC News Channel that it was “the wrong direction in our analysis” and “we won’t be ready to negotiate along those lines”.

    Government Grants for Small Businesses – Incentives SA, government grants for small

    Government Grants for Small Businesses

    Government Grants, Incentives and funding for business

    Incentives SA offers advice and information on a variety of grants available through the DTI in all sectors including SMME’s and Business funding. Government grants for small business .

    Grants are available for small business funding, medium sized businesses and large companies with turnovers exceeding R35 million per year.

    The Department of Trade and Industry offers a range of incentives and grants to suit your business requirements.

    Small, Micro- and Medium-sized Enterprises (SMME) Development Incentives

    BBSDP is a cost-sharing grant offered to small black-owned enterprises to assist them in improving their competitiveness and sustainability in order to become part of the mainstream economy and create employment. BBSDP provides a grant to a maximum of R1 000 000 (R800 000 maximum for tools, machinery and equipment and R200 000 maximum for eligible enterprises to improve their corporate governance, management, marketing, productivity and use of modern technology).

    The Co-operative Incentive Scheme (CIS) is a 90:10 matching cash grant for registered primary co-operatives (a primary co-operative consists of five or more members who are historically disadvantaged individuals). The CIS is an incentive for co-operative enterprises in the emerging economy to acquire competitive business development services, and the maximum grant that can be offered to one co-operative entity under the scheme is R350 000.

    The DTI initiated the ISP as a grant to develop incubators into successful enterprises with the potential to revitalise communities and strengthen local and national economies. The ISP encourages partnerships whereby big businesses assists SMMEs with skills transfer, enterprise development, supplier development and marketing opportunities.

    THRIP is a partnership programme funded byВ the dtiВ and managed by the National Research Foundation (NRF). On a cost-sharing basis with the industry, THRIP supports science, engineering and technology research collaborations focused on addressing the technology needs of participating firms and encouraging the development and mobility of research personnel and students among participating organisations.

    Industrial Development-Related Incentives

    The Manufacturing Competitiveness Enhancement Programme (MCEP) is one of the key action programmes of the Industrial Policy Action Plan (IPAP) 2012/13 – 2014/15. It will provide enhanced manufacturing support aimed at encouraging manufacturers to upgrade their production facilities in a manner that sustains employment and maximises value-addition in the short to medium term. The MCEP comprises two sub-programmes: the Production Incentive (PI) and the Industrial Financing Loan Facilities which will be managed by the dti and the Industrial Development Corporation respectively.

    Manufacturing Investment Programme (MIP)

    The MIP is a reimbursable cash grant for local and foreign-owned manufacturers that wish to establish a new production facility; expand an existing production facility; or upgrade an existing facility in the clothing and textiles sector.

    As part of the Government’s strategy to consolidate small-enterprise support activities since April 2006, the activities of the Godisa Trust, the National Technology Transfer Centre (NTTC), the three business incubators of the dti, the Technology Advisory Centre (TAC), the technology-transfer activities of the Technology for Women in Business (TWIB) programme and the support programmes for small enterprises of the South African Quality Institute were merged into a single programme – the seda Technology Programme (STP).

    The SPII is a support programme ofВ the dti, managed by the Industrial Development Corporation (IDC). The SPII is designed to promote technology development in industry in South Africa through the provision of financial assistance for the development of innovative products and/or processes. The SPII specifically focuses on the development phase, which begins at the conclusion of basic research and ends when a pre-production prototype has been produced.

    The SSAS is a reimbursable 80:20 cost-sharing grant offering financial support to export councils, joint action groups and industry associations. The scheme comprises two sub-programmes, namely Generic Funding and Project Funding for Emerging Exporters (PFEE). The aim of the SSAS is aligned to the dti’s overall objectives in several respects, as indicated below.

    Under the PI, applicants can use the full benefit as either an upgrade grant facility or an interest subsidy facility, or a combination of both. Eligible enterprises include clothing manufacturers, textile manufacturers, Cut, Make and Trim (CMT) operators, Footwear manufacturers, Leather goods manufacturers, and Leather processors (specifically for leather goods and footwear industries).

    The FIG compensates qualifying foreign investors for costs incurred in moving qualifying new machinery and equipment (vehicles excluded) from abroad to the Republic of South Africa.

    The CTCIP aims to build capacity among clothing and textile manufacturers and in other areas of the apparel value chain in South Africa to enable them to effectively supply their customers and compete on a global scale. Such competitiveness encompasses issues of cost, quality, flexibility, reliability, adaptability and the capabilityВ to innovate.

    The CPFP is a cost-sharing programme that contributes to the cost of feasibility studies likely to lead to projects outside South Africa that will increase local exports and stimulate the market for South African capital goods and services.

    The South African Government implemented a Business Process Outsourcing and Offshoring (BPO O) incentive programme as from July 2007. Between July 2007 and March 2010, the incentive resulted in the creation of at least 6 000 new jobs and attracted R303 million in direct investment. As part of a process of improving South Africa’s position as an investment destination, a systematic review of the BPO O incentive programme was undertaken with the private sector, resulting in a revised BPS incentive

    Trade, Export and Investment Incentives

    The dti assists South African exporters by organising National Pavilions to showcase local products at international trade exhibitions. The EMIA scheme bears costs for space rental, the construction and maintenance of stands, electricity and water charges, as well as freight charges, up to a maximum of three cubic metres or two tonnes per exhibitor. Also included are assistance withВ International Trade Exhibitions, Group Outward-Selling Missions and Group Outward-Investment Missions

    The CIP is a cost-sharing cash grant for projects designed to improve critical infrastructure in South Africa. The grant covers qualifying development costs from a minimum of 10% to a maximum of 30% towards the total development costs of qualifying infrastructure. It is made available to approved Eligible Enterprise upon the completion of the infrastructure project concerned. Infrastructure for which funds are required is deemed to be ‘critical’: if the investment would not take place without the said infrastructure or the said investment would not operate optimally.

    The South African Government offers a package of incentives to promote its film production and post¬production industry, which includes the Foreign Film and Television Production and Post-Production Incentive and the South African Film and Television Production and Co-Production Incentive.  The Foreign Film and Television Production and Post-Production Incentive aims to attract foreign-based film productions to shoot on location in South Africa and conduct post-production activities in the country. The South African Film and Television Production and Co-Production incentive aims to assist local film producers in the production of local content.

    The AIS is an incentive designed to grow and develop the automotive sector through investment in new and/or replacement models and components that will increase plant production volumes, sustain employment and/or strengthen the automotive value chain. Eligible Enterprises include Light motor vehicle manufacturers that have achieved or can demonstrate that they will achieve a minimum of 50 000 annual units of production per plant, within a period of three years; or Component or deemed component manufacturers that are part of the Original Equipment Manufacturer (OEM) supply chain and will achieve at least 25% of a total entity turnover of R10 million by the end of the first full year of commercial production as part of a light motor vehicle manufacturer supply chain, locally and/or internationally.

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    Veterans Day marked with parades, somber ceremonies

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    University of Texas postpones voting on Los Alamos National Lab bid

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    Complaint sparks review after UNM paid for employee s tuition at USC

    UNM paid for an employee to get an education somewhere else, letting one of its highest-paid employees get a degree from the University of S

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    A state audit describes UNM s Athletic Department as a place where public employees were spending your money with no regard for it.

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    During lunchtime at Highland Elementary School in Las Cruces, two lifelong friends ended up in a scary situation.

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    University of Texas postpones voting on Los Alamos National Lab bid

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    Study: Most student loan fraud claims involve for-profits

    WASHINGTON (AP) — Students who attended for-profit colleges filed more than 98 percent of the requests for student loan forgiveness alleging

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    Employers Replies to Racial Names, names for businesses.#Names #for #businesses

    Employers’ Replies to Racial Names

    “Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback.”

    A job applicant with a name that sounds like it might belong to an African-American – say, Lakisha Washington or Jamal Jones – can find it harder to get a job. Despite laws against discrimination, affirmative action, a degree of employer enlightenment, and the desire by some businesses to enhance profits by hiring those most qualified regardless of race, African-Americans are twice as likely as whites to be unemployed and they earn nearly 25 percent less when they are employed.

    Now a “field experiment” by NBER Faculty Research Fellows Marianne Bertrand and Sendhil Mullainathan measures this discrimination in a novel way. In response to help-wanted ads in Chicago and Boston newspapers, they sent resumes with either African-American- or white-sounding names and then measured the number of callbacks each resume received for interviews. Thus, they experimentally manipulated perception of race via the name on the resume. Half of the applicants were assigned African-American names that are “remarkably common” in the black population, the other half white sounding names, such as Emily Walsh or Greg Baker.

    To see how the credentials of job applicants affect discrimination, the authors varied the quality of the resumes they used in response to a given ad. Higher quality applicants were given a little more labor market experience on average and fewer holes in their employment history. They were also portrayed as more likely to have an email address, to have completed some certification degree, to possess foreign language skills, or to have been awarded some honors.

    In total, the authors responded to more than 1,300 employment ads in the sales, administrative support, clerical, and customer services job categories, sending out nearly 5,000 resumes. The ads covered a large spectrum of job quality, from cashier work at retail establishments and clerical work in a mailroom to office and sales management positions.

    The results indicate large racial differences in callback rates to a phone line with a voice mailbox attached and a message recorded by someone of the appropriate race and gender. Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback. This would suggest either employer prejudice or employer perception that race signals lower productivity.

    The 50 percent gap in callback rates is statistically very significant, Bertrand and Mullainathan note in Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination (NBER Working Paper No. 9873). It indicates that a white name yields as many more callbacks as an additional eight years of experience. Race, the authors add, also affects the reward to having a better resume. Whites with higher quality resumes received 30 percent more callbacks than whites with lower quality resumes. But the positive impact of a better resume for those with Africa-American names was much smaller.

    “While one may have expected that improved credentials may alleviate employers’ fear that African-American applicants are deficient in some unobservable skills, this is not the case in our data,” the authors write. “Discrimination therefore appears to bite twice, making it harder not only for African-Americans to find a job but also to improve their employability.”

    From a policy standpoint, this aspect of the findings suggests that training programs alone may not be enough to alleviate the barriers raised by discrimination, the authors write. “If African-Americans recognize how employers reward their skills, they may be rationally more reluctant than whites to even participate in these programs.”

    The experiment, conducted between July 2001 and January 2002, reveals several other aspects of discrimination. If the fictitious resume indicates that the applicant lives in a wealthier, or more educated, or more-white neighborhood, the callback rate rises. Interestingly, this effect does not differ by race. Indeed, if ghettos and bad neighborhoods are particularly stigmatizing for African-Americans, one might have expected them to be helped more than whites by having a “good” address.

    Further, discrimination levels are statistically uniform across all the occupation and industry categories covered in the experiment. Federal contractors, sometimes regarded as more severely constrained by affirmative action laws, do not discriminate less. Neither do larger employers, or employers who explicitly state that they are “Equal Opportunity Employer” in their ads.

    Another finding is that employers located in more African-American neighborhoods in Chicago are slightly less likely to discriminate. There is also little evidence that social background of applicants – suggested by the names used on resumes – drives the extent of discrimination.

    The advantage of their study, the authors note, is that it relies on resumes, not actual people applying for jobs, to test discrimination. A race is randomly assigned to each resume. Any differences in response are due solely to the race manipulation and not to other characteristics of a real person. Also, the study has a large sample size, compared to tests of discrimination with real applicants.

    One weakness of the study is that it simply measures callbacks for interviews, not whether an applicant gets the job and what the wage for a successful applicant would be. So the results cannot be translated into hiring rates or earnings. Another problem of the study is that newspaper ads represent only one channel for job search.

    — David R. Francis

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