Gains,Losses, and the US-EPA <Emphasis Type="Italic">Economic Analyses Guidelines</Emphasis>: A Hazardous Product?

While offering many useful suggestions to improve economic analyses, the Guidelines take no account of widely reported behavioural economics research findings. Foregoing the opportunities to improve valuations and other analyses offered by this evidence is likely to lead to inappropriate assessments and consequent distortions of damage estimates, policy and regulatory design. JEL classifications: C91, D61, H43 This review is in part based on studies supported by the U.S. Forest Service and has benefited from comments and suggestionss of Bas Donkers, Robin Gregory, the editor, and referee.     

Options in income support for the aged: A critique of the two-tier approach

Support for the two-tier approach to income maintenance for the aged is becoming widespread. Two-tier formulas combine an income-conditioned bottom tier with an earnings-related top tier to achieve antipoverty and earnings replacement objectives. This paper first refutes the claim that the two-tier approach is generally more target-efficient in reaching the poor than is the earnings-related top tier with progressive replacement rates. Next, the paper compares the effectiveness of the two systems in terms of other goals. The paper concludes by showing that a top tier with a low tax on current income can virtually dominate a wide range of two-tier formulas.     

Frontiers, Intersections and Engagements of Ethics and HRM

This essay, and the special issue it introduces, sets out to reignite ethical interrogations of the theory and practice of Human Resource Management (HRM). To cultivate greater levels of boundary-spanning debate about the ethics of HRM, we develop a framework of four tenors for scholarly work: the ethical-declarative, the ethical-subjunctive, the ethical-ethnographic, the ethical-systemic. Each of these tenors denotes particular grounds for ethical critique and encourages scholars to consider the subjects and objects of their enquiry, the disciplinary scope of their work and the limits to subsequent claims about ethics and HRM. We provisionally locate each of the papers comprising the special issue with regard to one, or more, of these tenors.     

Balancing Conflicts of Interest when Employing Spouses

Employees can be put in situations where they are required to make decisions on behalf of the organization as part of their job duties. In these situations, organizations desire that employees make these decisions in the organization’s best interest. In an attempt to ensure that decisions are made in the best interest of the organization, some organizations implement anti-nepotism policies and no spouse rules. While the intent is to minimize conflicts of interest among employees, these policies exact costs to organizations. The present paper examines the costs and benefits of these types of policies, as well as the effects of family-friendly benefits, on organizations. The examination is further laid out in terms of four examples of how these policies and rules can be reframed into conflict of interest policies, allowing organizations to fully experience the benefits of increasing the size of the labor pool by being able to consider spouses and family members as potential applicants, while minimizing conflicts of interest. Finally, recommendations concerning the use of focused conflict of interest policies are made.