User:Ncons009/sandbox

Article Evaluation
Ethics in Pharmaceutical Sales


 * Well Formatted
 * Can probably expand more on the Advocacy Groups Section
 * Maybe add some more up to date laws and policy
 * Examples of incidences that caused the need to establish ethic laws in this field
 * Tone seems neutral but the view point of "now top selling drug class" needs citations because this may no longer be up to date
 * Citation links work well and are supportive information
 * Sources look reliable
 * Article rated as start class with mid importance
 * Talk page says the articles reads like an essay
 * Its on the more factual side than on the persuasive side

Academic Sources

 * Conflicts of Interest- Academic Journal
 * Ethics in Pharma - Academic Journal
 * Customer relationship (ethics from Physician POV) -Academic Journal
 * Ethical considerations in direct sales/marketing Pharma- Academic Journal

Possible Changes

 * Expand the sales practices section
 * Expand Industry section
 * Update Health Care Fraud Section (if applicable)
 * Add section on Physician and Customer relationship







Academic Sources

 * Impact on families, workers, and community - Academic journal
 * Mining through the talent Pool- Academic journal
 * The flip side -academic journal
 * impacts on economy- academic journal
 * Transmission of diseases from fly in fly out- academic journal

Possible Changes

 * Add section on community impact ×
 * Add section on impact on economy x
 * Add section defending this kind of work (the other point of view)
 * Improve section on consequences- such as transmission of disease
 * Mention Mental illness and link to Mental Illness in Fly in Fly Out Workers x

Overview
Rather than relocating employees and their families to a town near the work site, the employees are flown to the work site, where they work for a number of days, and are then flown back to their hometowns for a number of days of rest.

Fly-in fly-out is very commonly used in the mining industry, as mines are often in areas far from towns. Generally, such sites use portable buildings since there is no long-term commitment to that location (e.g., the mine will close once the minerals have been extracted). The local communities prefer for FIFO workers to purchase homes in the area and have more permanent opportunities because it would benefit the local economy. Mining companies however, prefer not providing permanent residencies such as company towns to FIFO workers because it saves the company money.

Usually, a fly-in fly-out job involves working a long shift (e.g., 12 hours each day) for a number of continuous days with all days off spent at home rather than at the work site. As the employee's work days are almost entirely taken up by working, sleeping, and eating, there is little need for any recreation facilities at the work site. However, companies are increasingly offering facilities such as pools, tennis courts, and gyms as a way of attracting and retaining skilled staff. Employees like such arrangements since their families are often reluctant to relocate to small towns in remote areas where there might be limited opportunities for spouses' employment, limited educational choices for children, and poor recreational facilities.

Psychological effects
Fly-in fly-out employment can put stress on family relationships, and the phenomenon may stifle regional development. There is a high mental cost to the workers and their families, with several government inquiries into its detrimental effects.

Family
The impact of absent FIFO parents (primarily fathers) on their children and schooling has yet to be the subject of a major study, but it is likely that the separation anxiety experienced by the children of FIFO workers is similar to that of military families before, during and after deployment. Research published in Australia in 2014 suggests that children of fly-in fly-out parents suffer emotionally from the parent's absence, more frequently become the targets of schoolyard bullying, and may evince additional bad behavior. However, such children often receive greater incentive to succeed academically, and some such children appreciate the extended time at home available for FIFO parents.

Worker Mental Health
A federal inquiry into fly-in fly-out and drive-in drive-out in Australia in 2012 found that it can lead to an increase in substance abuse, sexually transmitted infections, and mental illness in workers on a FIFO roster, especially in Western Australia, where the number of people on such a roster is in excess of 50,000. A Queensland inquiry into the effects of fly-in fly-out was conducted in 2016.

Results from studies on compressed work schedules, shift work, extended working hours (see in other industries as well such as nursing) show that no matter the type of shift roster, there is need for sufficient days off to recuperate from their sleep debt. It is dangerous for workers to travel and work at their sites in such states of fatigue. Disruption of sleep schedules and circadian rhythms causes a significant impact on performance. It is also detrimental to the mental health of FIFO workers causing stress and anxiety as well increased use of drugs and alcohol. According to studies, a maximum of 12 hour shifts for 8 consecutive work days in the limit to which employees perform well before fatigue begins to work adversely.





Australia
In 2015, the Western Australian government instituted a support policy for FIFO workers.

Mining companies like Fortescue Metals Group estimate that it would cost the company an additional $100,000 per person per year to employ them in residential positions rather than as FIFO workers. In Port Hedland alone the company could save $33 million a year if it was to convert its 330-strong work force from residential to FIFO, the company estimates. The much higher cost of employing residential workers is caused by high real estate prices, slow release of land for residential development and high cost of living subsidies and forces mining companies to rely on FIFO rather than residential workers. Such a strategy has been employed in some mining towns that once had a considerable size. For example, Wiluna in Western Australia had a population of 9,000 in 1938, but now has a population of 300, with almost all employees of the local mines on fly-in fly-out rosters.

Mining companies such as Rio Tinto have said that it is also the government's responsibility to deal with the side effects of fly-in fly-out, including housing shortages and the need to develop further infrastructure in the mining regions such as hospitals and schools to fulfill demand, as the Government highly benefits from increased tax and royalties income through the mining boom. Rio Tinto paid $5 billion in corporate tax and in excess of $2 billion in state royalties in 2011.

Economic and Social Impact on Communities (Business Ethics)
FIFO (as well as DIDO) work forces create a temporary rise in population of the regional communities that they are assigned to. This in turn can put pressures on the existing population's living space capacity and resources as the existing businesses fail to receive increased sales due to lack of reciprocity of FIFO organizations. Improved integration practices as well sharing resources are necessary for FIFO organizations to encourage employees into more community participation. The local towns also argue that local employment options as well as residential options should be given more effort to be made available.

Based on the life of the mining job, it is preferred by the local economy for FIFO workers to purchase homes in the area, however both parties (mining company and mining employees) would need to agree. The lack of permanent housing for FIFO workers distorts the local census causing a disproportion to the local price cycles such as housing valuation. FIFO workers also make it difficult for local communities to have availability for tourism due to the large renting out of housing units at a fringe tax benefit. There are quite a few circumstances that stray mining companies as well as FIFO workers away from making those decisions. For example, there is better compensation being a FIFO employee rather a local worker due to allowances given for being away from home. Also, company towns could be provided by the mining companies, however not providing such permanent residency saves the companies 1 million dollars. The use of permanent settlement would minimize the flexibility for mining companies to invest and shift resources between mining locations. Permanent residencies for FIFO workers would however mean a reduction of industrial conflicts for the local area, but it would also create less of an exit option for the FIFO workers. According to a case study from 2014, the housing issue in local towns has led to families finding these resource towns unattractive which has also resulted in an increase of prices in the housing market.

The Flip Side of FIFO
Australia's resource center (coal, oil and gas, metal ore, etc) is a major contributor to the economy. Projects in these sectors such as commercial mineral projects indirectly created more jobs such as retail, hospitality, manufacturing, etc. In 2012, there was a shortage of skilled workers for steel, fabrications and resource related jobs specifically in Western Australia The skilled worker shortage paired with the exit of baby boomers in the labor market, as well as the lack of labor market entry by Generation Y, caused the major introduction of FIFO workers into the mix. In order to meet recruitment needs, in 2012 Australian resource sector employers began turning to temporary skilled workers using the 457 visas. Measures were taken so that the 457 visa was not abused as replacements for already available skilled workers in Australia. These time-consuming and complex measures included: skill assessments for certain opportunities and English proficiency, requirement of a sponsor to start working within 90 days of arrival, accept visa restrictions for start-up companies, and much more. Businesses also had to ensure that the open positions were advertised and offered to local skilled citizens or permanent residents first as well present evidence of training locals at the cost of at least 1 percent of their payroll. Salary restrictions on 457 visas also made it difficult for firms to attract FIFO workers especially with competition from larger projects in other regions. Smaller firms in Australia were able to grow and gain legitimacy through the use of the migrant worker visas. However, along with the costs to obtain the visas and training fees, smaller firms also incurred heavy costs with relocation at around $30,000 per employee.

Notes of edit

 * Spell Check
 * Adding/Reorganizing Headings/Subheadings and information/sources
 * FIFO is not a topic relevant to the US (there wasn't sufficient need to have fly in fly out workers for resource jobs)
 * Ethics issue: A Housing Issue- FIFO is sucking the life out of the local communities, but it its more profitable for companies and employees not to house permanently. However, FIFO workers were brought into the communities because of a need to replenish the skilled worker population for their resource sector.
 * Do the companies have a corporate social responsibility to the communities to make decisions besides those that are profitable even though they are already providing the communities with their workforce to fulfill their local economic needs?

New info to add from research


 * Using Academic Source: Australian FIFO impact on Communities,safety, workers, and their families
 * For each year from 2005 to 2010, there had been a $100 billion dollar increase to the Australian Economy due to mining.
 * FIFO (as well as DIDO) work forces create a temporary rise in population int the regional communities that they are assigned to. This in turn can put pressures on the existing population's living space capacity and resources as the existing businesses fail to receive increased sales due to lack of reciprocity of FIFO organizations. Improved integration practices as well sharing resources are necessary for FIFO organizations to encourage employees into more community participation. (used)
 * Worker Conditions:
 * Results from studies on compressed work schedules, shift work, extended working hours (see in other industries as well such as nursing) show that no matter the type of shift roster, there is need for sufficient days off to recuperate from their sleep debt. It is dangerous for workers to travel and work at their sites in such states of fatigue.
 * Disruption of sleep schedules and circadian rhythms causes a significant impact on performance. It is also detrimental to the mental health of FIFO workers causing stress and anxiety as well increased use of drugs and alcohol. (used)
 * According to studies, a maximum of 12 hour shifts for 8 consecutive work days in the limit to which employees perform well before fatigue begins to work adversely. (used)
 * Commitment to a FIFO lifestyle means employees would have to spend extended periods of time away from their home and family lives. The demographics of family lives are dynamically changing as single-parent house holds or having a dual income are increasingly more common, creating a shift that the industry needs to begin reevaluating the data on.


 * Using Academic Source: Fly-in, fly-out, drive-in, drive-out: The Australian mining boom and its impacts on the local economy
 * Based on the life of the mining job, it is preferred for FIFO workers to purchase homes in the area from the standpoint of the local economy, however both parties (mining company and mining employees) would need to agree. There is however, better compensation being a FIFO employee rather a local worker due to allowances given for being away from home. Company towns could be provided by mining companies, however not providing such permanent residency saves the companies 1 million dollars. 
 * Permanent residencies for FIFO workers would mean a reduction of industrial conflicts for the local area, however it would create less of an exit option for the FIFO workers. The local towns are also argue that local employment options as well as residential options should be given more effort to be made available. 
 * The use of permanent settlement would minimize the flexibility for mining companies to invest and shift resources between mining locations. 
 * The lack of permanent housing for FIFO workers distorts local census causing a disproportion to the local price cycles such as housing valuation. 
 * FIFO workers also make it difficult for local communities to have availability for tourism due to the large renting out of housing units at a fringe tax benefit. 
 * FIFO unlike DIDO, has more of an appeal to employees whom do not have dependents. \


 * Using Academic Source: The Flip Side of Fly-In Fly-Out
 * In 2012, there was a shortage of skilled workers for steel, fabrications and resource related jobs specifically in Western Australia The skilled worker shortage paired with the exit of baby boomers in the labor market, as well as the lack of labor market entry by Generation Y, caused the major introduction of FIFO workers into the mix. 
 * Australia's resource center (coal, oil and gas, metal ore, etc) is a major contributor to the economy. Projects in these sectors such as commercial mineral projects indirectly created more jobs such as retail, hospitality, manufacturing, etc. 
 * In order to meet recruitment needs, in 2012 Australian resource sector employers began turning to temporary skilled workers using the 457 visas.
 * Measures were taken so that the 457 visa was not abused as replacements for already available skilled workers in Australia. These time-consuming and complex measures included: skill assessments for certain opportunities and English proficiency, requirement of a sponsor to start working within 90 days of arrival, accept visa restrictions for start-up companies, and much more . Businesses also had to ensure that the open positions were advertised and offered to local skilled citizens or permanent residents first as well present evidence of training locals at the cost of at least 1 percent of their payroll. Salary restrictions on 457 visas also made it difficult for firms to attract FIFO workers especially with competition from larger projects in other regions. 
 * Smaller firms in Australia were able to grow and gain legitimacy through the use of the migrant worker visas. 
 * Along with the costs to obtain the visas and training fees, smaller firms also incurred heavy costs with relocation at around $30,000 per employee. 


 * Using Academic Source: The FIFO experience: A Gladstone Case Study