Time-out, an effective way of controlling undesirable behavior in children, is considered to potentially yield limited effectiveness for individuals over the age of 11 due to their maturation and their parents’ ability to physically enforce time-out. A practical alternative to time-out for adolescents is Job Card Grounding. Job Card Grounding possesses the same behavioral components of time-out in that it provides a system through which parents can deliver consistent discipline and the adolescent has control over the frequency and duration of the consequence. This study is unique in that Job Card Grounding has not yet been empirically validated in the published literature, though researchers have believed for quite some time that it would be an effective means of managing behavior. Furthermore, recent publications indicate that Job Card Grounding would be an effective behavior management program for individuals ages 11-18 years because it has the recommended qualities of successful behavior management plans such as stability, consistency, and opportunities for positive reinforcement. The current study also explored the effectiveness of Job Card Grounding used in conjunction with a token economy. The effect of Job Card Grounding alone and in combination with a token economy to address the behavior of adolescent males who were wards of the state and resided in a therapeutic group home was assessed across two consecutive summers. In Year 1, an ABB+CA design was utilized to assess the effectiveness of the treatments. The second A phase in Year 1 was a natural withdrawal initiated by the adolescents’ caregiver. In Year 2, an AB design was utilized. The investigators were invited back in Year 2 to re-implement the treatment due to a return of undesirable behaviors. Job Card Grounding alone and with a token economy was found to be effective behavior management tools for this population across both years. The findings of this study may be useful for individuals who work with children and adolescents who have become too old or intellectually advanced for time-out procedures. Limitations and recommendations for future research are discussed in this paper.

自2000年以來隨資本外移與產變化，我國勞動市場彈性化與青年非典型就業擴大，隨之而來的青年高失業率與工作貧窮問題也日益嚴重。在此結構性問題下，除了過去認為在個別與集體勞動法上的欠缺外，更關乎勞動法中另一領域－勞動市場法制上的不足。 我國當前雖已有就業服務法、職業訓練法、就業保險法等共同構成我國就業安全體系的三大支柱，惟就勞動市場領域的討論仍多從法政策面出發，自憲法權利至勞動法的研究相對有限。與此相對，日本則自1950年起，即從日本國憲法第27條第1項之勤勞權出發，進行勞動市場法制理念之討論。而隨社會經濟變遷所帶來的勞動市場變化，日本對於勞動市場法制理念之學說，即自早期之「雇用保障法學」至主張市場原理主義之「勞動市場法學」與自其所衍生之「職涯權」理論，以及在國際趨勢及反應日本勞動市場就業品質惡化下所提出之「尊嚴勞動權」論。 在此學說理念發展下，日本於2015年為自長期觀點解決青年就業問題，而制定之「若者雇用促進法」，其內涵亦反映了相關之理念。其中最重要之制度，即包含了核心之工作卡制度，以及青年就業資訊開示、公共職業安定所之求人不受理、認證制度之創設等，以保障青年就業之權利。 在與日本之勞動市場法制與青年就業促進制度相較之下，可發現我國目前， 1.對整體勞動市場法制討論相對有限 2.長期、明確青年就業促進制度理念之差異 3.未將非典型就業青年納入視野，而建議我國未來首先應自我國憲法與勞動法出發，結合國內經濟、社會、文化環境等，探討我國勞動市場法制的理念核心，建構具有權利保障的勞動市場法制。並在上述理念核心下，針對青年就業問題，則應以青年為主體藉由立法或於現行法中進行修正，明確化青年就業的理念與目的，以作為青年就業促進政策的長期指導方針，並建立保障其權利之體制。