Rebecca M. Sealey, Wade H. Sinclair, Paige Pollock and Anne‐Marie Wright
The purpose of this paper is to identify health and physical activity status and prevalence of chronic diseases risk factors in a sample of Government office employees.
Abstract
Purpose
The purpose of this paper is to identify health and physical activity status and prevalence of chronic diseases risk factors in a sample of Government office employees.
Design/methodology/approach
Quantitative assessment of various health and physical activity measures including blood pressure, BMI, waist‐to‐hip ratio, cholesterol, blood glucose and physical activity in adult male (n=66; age=42 ±9 years) and female (n=262; age=40 ±10 years) Government office employees located in metropolitan, rural and remote areas of central and northern Queensland.
Findings
It was found that 54 per cent of females and 77 per cent of males were classified as overweight or obese, while 38 per cent of all participants did not participate in sufficient weekly physical activity. Metropolitan females reported significantly higher blood glucose levels and diastolic blood pressure but significantly lower waist‐to‐hip ratio than rural and remote females.
Research limitations/implications
There was uneven sampling across geographical locations, however the sample size of each group was largely indicative of the workforce in each location.
Practical implications
There is a large prevalence of chronic disease risk factors in male and female Government office employees working throughout metropolitan, rural and remote areas of central and northern Queensland. Workplace personnel should work to improve the health and physical activity status of employees, as this may have positive effects on workplace participation and productivity.
Originality/value
This study provides insight into the prevalence of chronic disease risk factors in Government office workers undertaking similar work duties across a variety of geographical locations, and provides suggestions for workplace interventions.
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The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act…
Abstract
The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:
It is widely accepted among critical human–animal scholars that an absolute ontological distinction between humans and animals, the human–animal dualism, is an ideological…
Abstract
It is widely accepted among critical human–animal scholars that an absolute ontological distinction between humans and animals, the human–animal dualism, is an ideological construction. However, even some of the most radical animalists make use of a softer version of it when they explain animal exploitation and domination in capitalism. By criticizing the reintroduction of the human–animal dualism through the back door, I reopen the terrain for a historical–materialist explanation of bourgeois animal exploitation and domination that does not conceptualize them as a matter of species in the first place. Rather, with reference and in analogy to ecosocialist arguments on the greenhouse effect, it is demonstrated that a specific faction of capital – animal capital – which uses animals and animal products as means of production, is the root cause, key agent, and main profiteer of animal exploitation and domination in the current mode of production. Thus, the reworked concept of animal capital presented here differs from the original, postoperaist notion introduced by Nicole Shukin since it is based on a classic sociorelational and value theoretical understanding of capitalism. According to this approach, animals are integrated socioeconomically into the capitalist class society via a relation of superexploitation to capital, which can be called the capital–animal relation.
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Benjamin D. McLarty and Peter A. Rosen
The aim of this paper is to illustrate the instrumental role of physician Caroline Hedger during the first half of the twentieth century, with her emphasis on worker health, which…
Abstract
Purpose
The aim of this paper is to illustrate the instrumental role of physician Caroline Hedger during the first half of the twentieth century, with her emphasis on worker health, which influenced American society and helped to improve working and living conditions of people across the USA.
Design/methodology/approach
Drawing on archival newspaper clippings, original journal articles and books written by the subject, historical manuscripts and other labor history resources, this manuscript pulls together information on this topic in a unique way to give a broad view of the impact of Hedger and her important role not only for the city of Chicago, but the nation as a whole.
Findings
This research concludes that Hedger was an instrumental force and tireless advocate for the improvement of public health and social change. She was a constant driver for the creation of better living and working conditions of poor laborers, especially immigrants and women, desired the enhancement of child welfare, and was also helpful in supporting the labor movement and educating those involved in the process.
Originality/value
This is the first manuscript to explore the role played by Caroline Hedger in relation to her impact on the importance of the health of workers and their families. Her story is a testament to the powerful effect of a single person in a dynamic world, and demonstrates how understanding a worker's health contributes to greater insights about management history.
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Local Government Board, Whitehall, S.W., 9th February, 1917. PUBLIC HEALTH (REGULATIONS AS TO FOOD) ACT, 1907. Amending Regulations with respect to Cream. SIR, I am directed by…
Abstract
Local Government Board, Whitehall, S.W., 9th February, 1917. PUBLIC HEALTH (REGULATIONS AS TO FOOD) ACT, 1907. Amending Regulations with respect to Cream. SIR, I am directed by the President of the Local Government Board to transmit to you the enclosed copies of an Order which has been made amending the Public Health (Milk and Cream) Regulations, 1912.
Shalhevet Attar, Gillian Parker and Jim Wade
Several studies have used secondary data sources in order to learn about outcomes for adults who have been in contact with the care system in childhood. This article discusses two…
Abstract
Several studies have used secondary data sources in order to learn about outcomes for adults who have been in contact with the care system in childhood. This article discusses two of the large‐scale longitudinal datasets in the UK that are available to researchers and which include information on adults who were looked after in childhood: The National Child Developmental Study (NCDS) and The British Cohort Study (BCS70). These databases are considered to be among the best sources available to investigate long‐term outcomes for looked‐after children in the UK. This article describes these databases and the use made of them by researchers exploring the life chances of looked‐after children. It also identifies the advantages as well as the limitations of these datasets and presents implications for this field of research.
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The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal…
Abstract
The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.