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McJobs in the fast‐food sector are a major area of youth employment. This paper explores young people's perceptions of work in this industry.

The paper discusses the results of a survey of students' experiences of McJobs in Australia.

Fast‐food workers were generally dissatisfied with the industrial relations and work organisation aspects of their jobs. Nonetheless, they were generally much more satisfied with the human resource management and social relations aspects of their jobs.

Our research has implications for understanding the human capital development practices adopted by employers in the fast‐food industry and in other sectors, especially those that employ young people. Much of the context for work and employment relations in Australia is comparable with those in most English‐speaking countries. Therefore, our findings have implications for work in similar sectors in other countries, in particular, other English‐speaking countries.

This paper has implications for people who devise recruitment policies and design of jobs. It is a useful reminder that it is no longer appropriate for people to talk in simple terms of satisfaction at work per se; it is vital to differentiate between various aspects and contexts of job satisfaction, or the of the lack of it.

Earlier studies of fast‐food work have tended to be polemical and polarized: either apologias or very critical. This paper adopts a more balanced approach and it puts the findings into context.

A project was undertaken to determine the appropriateness of providing subject‐based courseware in an academic library's software center or microcomputer lab. The courseware was intended to provide remedial instructional support to re‐entry students in selected subjects. For this project, college algebra became the chosen subject because there appeared to be widespread local agreement that a number of adult students needed remedial instruction in college algebra. The question of the appropriateness of CAI in the library remains open. This service seems to be a viable one for academic libraries to offer. Success would be dependent on wide ranging cooperation involving the library, teaching faculty, computing staff, and instructional technologists.

The growth of non‐standard or atypical forms of employment, such as part‐time, casual work and so on, represents one of the most dramatic changes in the structure of employment in Australia and other countries since the late 1970s. Management employment strategies have been identified as a major causal factor in the expansion of non‐standard employment. Employers are increasingly using these atypical forms of employment as a means of lowering direct labour costs. Argues, however, that there are a number of hidden costs involved in using non‐standard employment that are not commonly taken into consideration. Highlights the negative effects atypical employment can have on work relations, and the motivation of employees, based on a detailed hospital case study and other evidence. Argues that atypical labour may serve to undermine quality standards and the attainment of business strategies.

A critical labour market issue in all developed economies is the growth of non‐standard forms of labour such as temporary, part‐time, casual work, fixed term contracts, sub‐contracting, homeworking, agency labour and so on. This paper provides survey evidence of employers’ past, present and intended usage of non‐standard forms of labour in three countries: Australia, New Zealand and South Africa. Our results indicate that non‐standard forms of employment do represent an important feature of the contemporary workplace, to varying degrees, in these three countries. However, our findings also show that standard, full‐time, permanent employment still remains the dominant form of employment in all three countries.

In the post‐Second World War period, working and social life has been organised around the concept of a standard day and week with premium payments for work undertaken during unsocial hours. In recent years, this standard model for organising working‐time has been placed under pressure from a range of supply‐ and demand‐side factors. Greater female and student participation in the labour force has led to a fragmentation of working‐time preferences on the supply side. Employers, on the demand side, have also sought to dismember the standard working‐time model to eliminate premium payments for unsocial work and to achieve greater control and flexibility in the allocation of non‐standard working hours. Employer demand for this type of labour flexibility has been one of the central rationales for the decentralisation of industrial relations systems in Australia and New Zealand. This paper seeks to assess whether employers in the more deregulated New Zealand system have instigated a vastly different non‐standard working‐time regime from their Australian counterparts. The article concludes that there are only minor differences in the distribution of non‐standard working hours in Australia and New Zealand. This finding challenges the notion that the arbitration system is a major impediment to the organisation of working‐time. Rather, it appears that production and operational demands are the central imperative in the structuring of working‐time within firms.

Michael Akeroyd MA puts forward the case for stimulating children's natural curiosity at an early age to lay good foundations for their appreciation of food science in the more competitive, exam‐restricted years at school

DEAR SIR,—Failing being able to provide a really well equipped Reference Library, does it not seem a pity to waste the few funds at the disposal of the average public librarian in a desperate attempt to provide a collection of local books, with the forlorn hope of stimulating interest in the department, or in buying a handful of standard reference works for the benefit of those “serious” readers who frequent the library?

Purpose: To critically explore the implications of the August 2020, decision by Carleton University’s Institute for Criminology and Criminal Justice (ICCJ) to end to its intern program with the Ottawa police, the RCMP, Correctional Services Canada and Ottawa-Carleton Detention Centre starting in Fall 2021.

Findings: In contrast to the negative reaction of Kevin Haggerty to this decision, the authors offer a strong but qualified endorsement of the ICCJ’s move to put an end to its internship with coercive institutions. The ICCJ strategically mobilized discourses of anti-Blackness and inclusion in response to the murder of George Floyd and the individual and communitarian traumas of Black, First Nations and Metis and students colour in its program. The ICCJ did not, however, substantively engage with the ways that criminology, sociology and the university are complicit through the legitimation practices and processes of ideology, professionalization and research in the ‘violence work’ of the state. The critique, ethics and logical conclusion of abolitionism are obfuscated.

Methodology/Approach: The authors explicitly draw on the Black Radical Tradition, Neo-Marxism and radical neo-Weberianism to sketch research possibilities that resist the university as a space of violence work, both in criminology and in the professionalization of policing.

Originality/Value: The debate between the ICCJ and Kevin Haggerty is an important opportunity to critically analyze the limits of critical criminology and lacunae of a debate about abolitionism, anti-criminology and university-state nexus as a site for the production of ideological and hardware violence work. Grounded in the Black Radical Tradition, neo-Marxism and radical neo-Weberianism, the authors sketch a framework for a research agenda toward the abolition of criminology.