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    <title>Transport Research International Documentation (TRID)</title>
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    <copyright>Copyright © 2026. National Academy of Sciences. All rights reserved.</copyright>
    <docs>http://blogs.law.harvard.edu/tech/rss</docs>
    <managingEditor>tris-trb@nas.edu (Bill McLeod)</managingEditor>
    <webMaster>tris-trb@nas.edu (Bill McLeod)</webMaster>
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      <title>Transport Research International Documentation (TRID)</title>
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      <link>https://trid.trb.org/</link>
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    <item>
      <title>Abuse of Labor Rights in the Transport Industry</title>
      <link>https://trid.trb.org/View/2407915</link>
      <description><![CDATA[The ever-increasing pace of life, the introduction of new technological processes, the informatization of the economy lead to an increase in requirements for employees of firms, enterprises, higher educational institutions and other organizations. Problems with imperfect labor legislation arise not only for the employer, but also for the conscientious employee. The purpose of the study is to identify recommendations on what provisions should include new legal norms that provide mutual protection of the rights of the employee and the employer in the aspect of unfairness. The objectives of the study are to analyze the current rules fixed in labor legislation, which: regulate the issues of labor activity of employees who temporarily do not perform their labor function due to illness; issuance of sick leave certificates by institutions; are devoted to guarantees of the rights of employers under the condition of their abuse by employees of their labor rights. The research uses theoretical methods of scientific knowledge. The analysis of labor legislation from the standpoint of studying the protection of the parties to the labor relationship was carried out. The conclusion is made about the insufficient protection of both the rights of the employee from the dishonest employer, and the rights of the employer from the dishonest employee. Due to the fact that not only the employer suffers, but also the economy as a whole (using the example of Russia) in the event of an employee’s dishonesty, it was concluded that it is necessary to introduce certain provisions into labor legislation that will be aimed at protecting the employer and business.]]></description>
      <pubDate>Thu, 31 Jul 2025 13:58:09 GMT</pubDate>
      <guid>https://trid.trb.org/View/2407915</guid>
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    <item>
      <title>Representativeness of the European Social Partner Organisations: Road Transport Sector</title>
      <link>https://trid.trb.org/View/2511175</link>
      <description><![CDATA[This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the road transport sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of Eurofound’s studies on representativeness is to identify the relevant national and European social partner organisations in the field of industrial relations in the EU Member States. The methodology of this study is based on the representativeness criteria specified in European Commission Decision 98/500/EC. The study also aims to identify opportunities for capacity building and provide guidance for decision-making regarding the request for a separate European sectoral social dialogue committee for urban public transport activities. This study identified the representative social partners as the European Transport Workers’ Federation (ETF), representing workers in road transport and urban public transport; IRU Europe, the European section of the International Road Transport Union, representing employers in road transport and urban public transport; and UITP Europe, the European section of the International Association of Public Transport, representing employers in urban public transport.]]></description>
      <pubDate>Mon, 14 Apr 2025 09:35:23 GMT</pubDate>
      <guid>https://trid.trb.org/View/2511175</guid>
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    <item>
      <title>Workplace responsibility for employee mobility? A review of sustainability reporting frameworks</title>
      <link>https://trid.trb.org/View/2408166</link>
      <description><![CDATA[Employers significantly influence employee travel habits through their policies and benefits, impacting workforce selection, equality of opportunities, and the environment. This study analyses what the fast-growing body of business sustainability standards and reporting frameworks (also known as Corporate Social Responsibility or Environment-Social-Governance (ESG) reporting) require from employers with respect to employee mobility. Analysing 29 leading frameworks using document analysis methods, the findings reveal that the majority (n = 19) do not address employee mobility in their reporting requirements. Among those that do (n = 10), their focus is notably limited, primarily centred on greenhouse gas emissions calculations. Only two frameworks emphasise employer responsibility for preventing transport injuries as part of workforce health and safety management. None of the frameworks mandate reporting on efforts to create an accessible workplace for all potential employees, regardless of abilities or car ownership. These results highlight a significant disparity between the limited expectations expressed in reporting frameworks and the far-reaching impacts of workplace mobility policies. The authors critique the GHG protocol's methodology concerning business travel and employee commuting on practical and normative grounds. The authors recommend that future reporting frameworks adopt broader requirements for employer transport policies, in the expectation that higher standards will trigger greener and more inclusive employer policies.]]></description>
      <pubDate>Fri, 16 Aug 2024 08:48:35 GMT</pubDate>
      <guid>https://trid.trb.org/View/2408166</guid>
    </item>
    <item>
      <title>Charging Infrastructure for Employer Parking – Real Data Analysis and Charging Algorithms for Future Customer Demands</title>
      <link>https://trid.trb.org/View/2401815</link>
      <description><![CDATA[The mobility industry with its entire ecosystem is currently striving towards sustainable solutions, which leads to a continuous production ramp-up of electrified vehicles. The parallel extension of the charging infrastructure is needed but faced with various challenges like high investments and power limitations of local electrical grid connection. To fulfill the user requirements of electrified vehicle owners, large-scaled but cost-efficient charging systems for different parking scenarios in residential buildings, at work or at the destination are essential. MAHLE chargeBIG offers large-scaled and centralized charging infrastructure with more than 2,000 already installed charging points since 2019. This paper is a first scientific publication with an in-dept evaluation of the large-scaled charging infrastructure usage. Based on backend data of multiple MAHLE chargeBIG charging infrastructure installations with more than 600 charging points, more than 70,000 recorded charging events are analyzed. It proves that a single-phase charging concept offers sufficient charging power and is able to master multiple charging events by fulfilling customer requirements despite an unexpanded electrical grid infrastructure. As simulated in already published studies [1,2], 3-5 kW per vehicle are a sufficient charging power to recharge the daily electricity demand in employer parking areas with less than 15 kWh in average. In combination with smart charging algorithms, the system can avoid charging power limitations caused by the grid connection and allows the integration in smart grid company environments.]]></description>
      <pubDate>Mon, 15 Jul 2024 09:05:00 GMT</pubDate>
      <guid>https://trid.trb.org/View/2401815</guid>
    </item>
    <item>
      <title>Employee intentions and employer expectations: a mixed-methods systematic review of “post-COVID” intentions to work from home</title>
      <link>https://trid.trb.org/View/2338751</link>
      <description><![CDATA[The COVID-19 pandemic accelerated cultural and organisational acceptance of remote working. For a portion of the commuting workforce, working from home (WFH) is now possible. Of great interest is whether increased WFH will diminish actual mobility, and thereby reduce the transport task of cities. To understand this possibility, we must know how much WFH will be sustained into the future. Using a bespoke approach combining scholarly and grey literature, this review develops a tangible record of employee desires and intentions to WFH, in the context of the expectations of employers. Its contribution is a novel and rigorous appraisal of recent practices and sentiments. Results confirm that there is a strong underlying demand to WFH. Many studies, however, estimate unrealistically high rates of WFH which cannot be projected onto the wider working population. Further, the authors find there is a conflict between employee preferences and their expectations to WFH, with estimations of preferences far greater than estimates of expectations. This finding is confirmed by the analysis of employer sentiments. Employers broadly realise that accommodating WFH reflects a best-practice approach, yet favour predictable routines where specific days of on-site attendance are mandated. The authors conclude with reflections on the impact of their findings on the transport system. The authors propose that the impact of WFH on commuter decision-making depends on the degree to which employers mandate on-site attendance. Finally, the authors emphasise the need to acknowledge the wider political, economic and social milieu in which work is performed as shaping future WFH practice.]]></description>
      <pubDate>Tue, 20 Feb 2024 09:14:08 GMT</pubDate>
      <guid>https://trid.trb.org/View/2338751</guid>
    </item>
    <item>
      <title>Representativeness of the European Social Partner Organisations: Civil Aviation Sector</title>
      <link>https://trid.trb.org/View/2149839</link>
      <description><![CDATA[This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the civil aviation sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of Eurofound’s studies on representativeness is to identify the relevant national and European social partner organisations in the field of industrial relations in the EU Member States. This study identifies ETF, ECA and ATCEUC – representing employees – and ENAA, A4D, AIRE, ERA, CANSO, ACI Europe and ASA – representing employers – as the representative European-level social partner organisations in the civil aviation sector.]]></description>
      <pubDate>Wed, 31 May 2023 10:56:01 GMT</pubDate>
      <guid>https://trid.trb.org/View/2149839</guid>
    </item>
    <item>
      <title>Estimating the financial benefits of employers’ occupational health and safety expenditures</title>
      <link>https://trid.trb.org/View/2068275</link>
      <description><![CDATA[While employer expenditures on occupational health and safety (OHS) in high income countries can be substantial, the financial benefits of these expenditures are not well described. The objective of this study is to apply a transparent methodology to estimate the financial return to employers from OHS expenditures in the Canadian province of Ontario. There were three phases in the study workplan: establishing an accurate estimate of the average direct cost of disabling work injury or illness; identifying employers in the construction, transportation and manufacturing sectors with a low incidence of work-related injury and illness; and the application of a set of plausible assumptions to estimate the financial benefits of OHS expenditures in this sample of employers with strong OHS performance. Financial benefits combined estimates of the tangible financial benefits arising from averted disabling work-related injury and illness and intangible financial benefits associated with improved employee retention and morale, improved production quality and strengthened corporate reputation. Applying these plausible assumptions, the average return on OHS expenditures was 1.24 for 289 manufacturing employers, 2.14 for 56 transportation employers and 1.34 for 88 construction employers. There was variation around these average return on investment values; 138 employers (32% of the sample) had an estimated return on investment less than 1.0, and 295 employers (68% of the sample) had a return on investment estimate greater than 1.0. The estimates of average financial return among large Ontario employers in three important economic sectors, while moderate, are positive, in the range of 1.24 to 2.14. These estimates are consistent with the range of estimates available from research in this field over the past decade.]]></description>
      <pubDate>Tue, 24 Jan 2023 09:28:38 GMT</pubDate>
      <guid>https://trid.trb.org/View/2068275</guid>
    </item>
    <item>
      <title>Revisit employer-based travel demand management: A longitudinal analysis</title>
      <link>https://trid.trb.org/View/2072161</link>
      <description><![CDATA[Employer-based travel demand management (TDM) programs have been implemented worldwide for decades, but rarely are longitudinal analyses implemented. This study utilizes a longitudinal dataset to assess the effectiveness of TDM measures on vehicle trip rates (VTRs) over time. The results suggest: (1) VTR grows over time, and TDM measures may decelerate the growth but cannot reverse the trend; (2) for organizational tools, collective bargaining is negatively associated with VTR; (3) distributing transit passes is negatively associated with VTR; (4) ride match is positively correlated with VTR; (5) guaranteed ride home measures, including emergency rides and employer-provided vehicles, are positively associated with VTR; (6) subsidies promoting multimodal transportation (transit, walking, biking) incentivize vehicle trip reduction; the more subsidies, the lower VTR, and such effects are reinforced over time; (7) in contrast, subsidies promoting carsharing are associated with more vehicle trips; (8) larger companies and areas with higher job densities have a lower VTR. To inform practice, when rewarding employees, distributing transit passes is a preferred strategy. Collective bargaining builds agreements between employers and employees and helps promote trip reduction. Carpooling-related and guaranteed ride-home measures should be applied with caution.]]></description>
      <pubDate>Fri, 30 Dec 2022 16:58:36 GMT</pubDate>
      <guid>https://trid.trb.org/View/2072161</guid>
    </item>
    <item>
      <title>Employer-Based Driver Safety Programs</title>
      <link>https://trid.trb.org/View/2087634</link>
      <description><![CDATA[Based on research conducted under the Behavioral Traffic Safety Cooperative Research Program (BTSCRP), BTSCRP WebResource 1 provides information for planning, implementing, and evaluating employer-based driver safety programs. To aid in program development and implementation, the WebResource incorporates theory, previous research, lessons learned from practice, and various planning aids such as an introduction to behavioral change theory, an overview of academic studies, an overview of measures of program effectiveness, and a logic model.]]></description>
      <pubDate>Thu, 22 Dec 2022 09:19:10 GMT</pubDate>
      <guid>https://trid.trb.org/View/2087634</guid>
    </item>
    <item>
      <title>Developing Employer-Based Behavioral Traffic Safety Programs for Drivers in the Workplace</title>
      <link>https://trid.trb.org/View/2071533</link>
      <description><![CDATA[It is widely known and well documented that traffic crashes are the leading cause of workplace fatalities. While any workplace injury is a serious concern, on-the-job vehicle crashes are particularly devastating, with severe impacts on the workers themselves, their coworkers, their families, their communities, and their employers (businesses). Despite an extensive array of healthy living programs and employer-sponsored activities, and a fundamental understanding of the broad causal factors underlying crashes, work-related traffic crashes remain particularly challenging to address. The proximate causal factors are often beyond the control or even influence of the employee and employer. However, recent research and practice have shown that instilling an awareness of safety and fostering a corporate safety culture supportive of safety may prevent traffic crashes, reduce their frequency, and reduce their severity. The objectives of this research were to: (1) Document the components of existing U.S. and international employer-based behavioral traffic safety programs for workers who operate motor vehicles; (2) Use behavioral change theories (e.g., health belief model, transtheoretical model, social cognitive theory, diffusion of innovation) to identify essential components of programs; (3) Identify measures of program effectiveness; and (4) Develop a guide and an interactive web-based tool that incorporate the results from the first three objectives to plan, implement, and evaluate an employer-based behavioral traffic safety program.]]></description>
      <pubDate>Mon, 28 Nov 2022 15:25:42 GMT</pubDate>
      <guid>https://trid.trb.org/View/2071533</guid>
    </item>
    <item>
      <title>Employer Perceptions of Introducing Dynamic Pricing for Urban Rail: Evidence from Tokyo during Work Style Changes</title>
      <link>https://trid.trb.org/View/2011474</link>
      <description><![CDATA[In Tokyo, there is growing interest in the introduction of dynamic pricing for urban rail or a congestion measure that distributes rail demand through an additional charge during peak hours. Employee commuting costs in Japan are often borne by employers. In this study, we analyze employers’ perceptions of and potential responses to the introduction of peak-load pricing in the urban rail network based on a survey of 215 major companies with headquarters in Tokyo Metropolis. The results show that the median value of “intention to pay the additional charge during peak hours” 20% to 30% of each company’s commuter pass expenditure per month, per employee. Furthermore, companies can also consider diversified responses that may facilitate congestion easing. The results show that 70% of the sampled companies are likely to promote varied work styles if peak-load pricing is introduced. We confirm that this response could be stronger for companies with more employees. Companies with larger profit margins per employee and/or those providing professional and business services are likely to review their payroll systems and benefits. In cases where the additional charge is set above the payable amount, companies with more employees can promote varied work styles, require employees to pay part of the commuting costs, and consider relocating employees or offices away from Tokyo Metropolis. Companies in the hospitality, lifestyle-related, and entertainment industries are unable to change the way employees work and would review their payroll systems and benefits.]]></description>
      <pubDate>Wed, 24 Aug 2022 09:25:15 GMT</pubDate>
      <guid>https://trid.trb.org/View/2011474</guid>
    </item>
    <item>
      <title>Telecommuting During COVID-19: How Does It Shape the Future Workplace and Workforce?</title>
      <link>https://trid.trb.org/View/1986911</link>
      <description><![CDATA[The objective of this research is to assess the impact of temporarily shifting the workforce to telecommuting on: (1) workplace policy changes, employee support, and future telecommuting plans, (2) employees’ experience of telecommuting during COVID-19 and forecast of future telecommuting, and (3) differences among geographic areas, life circumstances, and demographic characteristics. The project employed a mixed-method approach, doing focus groups of human resources professionals in April 2021 and surveying workers and employers during the July through September 2021 period. Worker survey: Greater Minnesota respondents were more likely to telecommute no more than one day a week post-pandemic, while Twin Cities respondents were more likely to telecommute two to three days a week. Those with one or more children living at home were more likely to have a formal post-pandemic telecommuting agreement with their employers. Baby boomers were the most likely to telecommute four to five days a week post- pandemic. Gen Z respondents were the most likely to telecommute no more than one day a week post-pandemic. Employer survey: 71.4% of respondents indicated that most employees would return to in-person work post-pandemic, and 24.4% indicated the employers would only support infrequent (less than one day a month) telecommuting post-pandemic. Roughly a quarter indicated their organizations may recruit completely remote talent from outside of Minnesota. Employer representatives, compared to worker survey respondents, were much more likely to indicate their organizations had not developed a telecommuting policy for the future at the time of the survey. Worker survey respondents were much more likely to indicate that employers would support telecommuting anywhere between one and five days a week.]]></description>
      <pubDate>Tue, 05 Jul 2022 09:41:17 GMT</pubDate>
      <guid>https://trid.trb.org/View/1986911</guid>
    </item>
    <item>
      <title>Evaluating the Adoption and Impacts of Telecommuting for Incorporation into the Modeling Process</title>
      <link>https://trid.trb.org/View/1987581</link>
      <description><![CDATA[This project aims to (1) explore how employees’ and employers’ attitudes, perceptions and preferences toward telecommuting may have changed due to the pandemic, and (2) provide insights into predicting future behavior in terms of telecommuting adoption and the potential impacts on other daily activity-travel participation.]]></description>
      <pubDate>Thu, 30 Jun 2022 12:26:45 GMT</pubDate>
      <guid>https://trid.trb.org/View/1987581</guid>
    </item>
    <item>
      <title>Does telecommuting kill service innovation?</title>
      <link>https://trid.trb.org/View/1958160</link>
      <description><![CDATA[Telecommuting gained an increasing importance for containment and employee protection since the Covid19-pandemic started. Telecommuting can give employees the autonomy to decide how to work, with a lot of unstructured time boosting creativity and innovation activity of employees. On the other hand, casual interactions in the firms between employees, lead to an information exchange that favors innovation. Telecommuting prevents casual interactions and, thus, might hamper innovation. Using individual-level data from 16,151 German employees, this paper analyzes the impact of telecommuting and its intensity on innovation in services. The analysis is based on a Probit model and Lewbel’s instrumental variable methods with generated instruments. The results reveal that telecommuters are more likely to be innovative in services. The intensity of telecommuting indicates that frequent telecommuting of employees is most beneficial for service innovation compared to other intensities, and women benefit even more than men from frequent telecommuting. Lewbel’s instrumental variable methods with generated instruments support robustness and causality of the findings.]]></description>
      <pubDate>Wed, 08 Jun 2022 15:12:42 GMT</pubDate>
      <guid>https://trid.trb.org/View/1958160</guid>
    </item>
    <item>
      <title>Data Verification Methodology to Facilitate Employment Database Updates for Transportation Planning</title>
      <link>https://trid.trb.org/View/1949516</link>
      <description><![CDATA[Researchers on travel behavior and regional economic trends increasingly rely on multiple data sources to locate employers and site-specific employment. In a previous study, we proposed a method to assess and integrate multiple sources of employment data using three components: the Google Places application programming interface (API), a business existence verification model, and manual reviews of sampled data. This paper updates our previous methodology with a dual conditional classification of incoming and previously verified employment data made possible by checks using Google Places API and two rounds of string comparisons for both business names and establishment locations. The resulting match classes distinguish well-matched or confirmed business listings from those that require additional review to evaluate potential business closure or relocation. This screening process, augmented with fuzzy logic string matching techniques, reduces the effort needed to update employer information and assists with automated data standardization and deduplication, integrating incoming employment information with a database of verified employers.]]></description>
      <pubDate>Mon, 16 May 2022 09:34:37 GMT</pubDate>
      <guid>https://trid.trb.org/View/1949516</guid>
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