Claims arising from invalid employment termination Abstract in English language The goal of this Master thesis is to discuss and analyse the law and case law surrounding invalid employment termination and claims arising from such disputes. An unseparable part of this issue is the distinction whether such an action taken by a party is valid, invalid, or putative. In the introducion i describe the goals and themes of this Master thesis in more detail. In the first chapter I describe employment itself, it's features and it's importance in the context of Labour Code. I also discuss the difference between it and other types of labour contracts, and I try to find an answer to why there is such a few cases of parties pursuing legal action in response in invalid termination of these contracts. The second chapter contains the ways employment can be lawfully terminated, where I focus primarily on unilateral termination. I describe the relatively uncomplicated mutually agreed employment termination, dismissal both from the employer's end and the employee's end, including all legal grounds for dismissal. Then I briefly describe severance pay, an important claim of the employee. The next subchapter deals with immediate termination of employment, within the duration of probatory period or not, with emphasis on the...

Diploma thesis "People with mental handicap on the employment market in the Czech Republic" deals with employment services offered to people with disabilities - especially with mental disabilities - in Czech Republic. Low employment of the people with mental handicap is discussed as all-society problem deepening the social exclusion of these people in addition to burdening national budget. Diploma thesis analyzes employment services which state provides and compares it with non-governmental organizations' services. It targets strengths of both types of these services and possibilities of connection and aims at solutions of low employment problem of people with mental disabilities. Interviews with stakeholders participating at solutions of this problem are also parts of diploma thesis.

Background: Motivation creates meaning in both big and small things. Previous studies have shown that the field of motivation is important as it affects the skills individuals develop, which jobs and careers individuals take on and also how individuals allocate resources such as attention, effort and time. Motivation is essential for both individual well-being and organizational success. In an increasingly globalized world, companies can become more competitive by hiring consultants and reports have shown that the consulting sector is expanding. Purpose and issue: The purpose with this study is to examine how work motivation is founded in consultants and also if there are any factors that differs between full time employed and part time employed consultants. Method: This study is a qualitative case study. Eight semi structured interviews, where the respondents have been answering questions related to work motivation, have been made. The collected empirical data has then been analyzed using a theory synthesis and previous research. Conclusion: The result in this case study has shown that fellowship and relationships, own growth, responsibility, rewards and goals are important elements in motivation. It is, however, a bit problematic to make a general conclusion out of these results because they contain different perceptions, reasonings and opinions among the respondents.

This diploma thesis provides the legal regulation of termination of employment by agreement in the Czech Republic. This diploma thesis focuses on the definition of the basic concepts of civil and labor law in the Czech Republic, which are related to the legal institute of Mutual agreement of termination of employment and interprets the fundamental judicial decisions of the Czech case law concerning the subject of this diploma thesis. This diploma thesis also analyses the comparison of the Czech legislation and the legislation of Great Britain. Název práce v anglickém jazyce The termination of employment by agreement Klíčová slova v anglickém jazyce (key words) Employment law, Employment relationship, Termination of employment by agreement

This thesis examines access to managerial jobs in the Australian labor market by immigrant women and men from five continents and five individual countries. Comparisons were not made only among both continent and country groups, but also between the women and men within each group, as a measure of occupational gender inequality. An index of managerial representation in the Australian labor market (MORI) was computed and nine independent variables were applied to measure immigrant representation in managerial occupations. Rank order correlates were used to calculate relationships between variables. Results indicate that women (with the exception of Vietnamese) from all countries were disproportionately underrepresented in managerial jobs and that the more dissimilar immigrant men are to native born Australians, the less likely they are to hold managerial jobs.

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Historically, Black women‘s workplace experiences have been understudied, partially due to an implicit assumption that their experiences are subsumed by research on Black men and/or White women. This oversight is even more evident in the field of management. However, considerable attention has been given to the debate about whether Black women are at a double advantage (i.e., as supposed affirmative action ―two-for-one bargains‖) or at a double disadvantage due to their double marginalizing characteristics. Empirical research in the area has found support for each side, furthering the debate, but also advancing an overly simplistic explanation for a set of experiences that is certainly much more complicated. Therefore, the purpose of this study was to investigate the conditions under which Black women, when seeking managerial employment, are at a double advantage or disadvantage, using Critical Race Feminism, Cox‘s Interactional Model of Cultural Diversity (IMCD; 1994), and theories of social categorization as the theoretical foundation. A 2 (sex) x 2 (race) x 2 (demographic composition of the workplace) betweensubjects design was used to test the hypotheses that the Black female applicant would have a double disadvantage in a more demographically balanced organization and double advantage in an organization that is more White and male. Participants (N = 361) reviewed information about an organization (where demographic composition was manipulated) and three available management positions. They also reviewed a fictional professional networking profile of a job applicant where race and sex were manipulated iv through photos, and job qualifications and experience were held constant. Based on all of the information, they rated the applicant on his/her suitability for the jobs. Results of planned contrasts and ANOVAs showed partial support for the hypotheses. In the balanced organization, the Black female applicant was rated lower in suitability for entry-level management than the Black male and White female applicants. Likewise, she was rated higher than the Black male and White female applicants in the less diverse organization, when evaluated for upper-level management. Thus, the study clarifies the theories of double advantage and double disadvantage by identifying organizational composition as a moderator of the relationship between applicant race/sex and employment outcomes (i.e., management suitability ratings). The implications of these findings are discussed.

Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, этапы трудоустройства иностранных граждан, охарактеризован правовой статус иностранного гражданина, представлено социально-правовое регулирование трудоустройства иностранных граждан. В практической части дана краткая характеристика деятельности и персонала исследуемого предприятия, проведен анализ процесса управления трудоустройством иностранных граждан в ООО «ИРИСТРОЙ». На основе полученных данных разработаны практические рекомендации по совершенствованию процесса управления трудоустройством иностранных граждан. В заключении подведены итоги в соответствии с поставленными задачами. / The master's thesis consists of an introduction, two chapters, a conclusion, a bibliography, annexes. In the theoretical part, the basic concepts, stages of employment of foreign citizens are presented, the legal status of a foreign citizen is characterized, the socio-legal regulation of the employment of foreign citizens is presented. In the practical part, a brief description of the activities and personnel of the investigated enterprise is given, an analysis of the process of managing the employment of foreign citizens in IRISTROY LLC is carried out. On the basis of the data obtained, practical recommendations have been developed for improving the process of managing the employment of foreign citizens. In the conclusion, the results are summed up in accordance with the tasks set.

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To decrease the steady rise in the prison population, we must deter ex-offenders from re-offending and recidivating, once they have been released. For ex-offenders, finding employment is critical to successful post-release re-integration which can help reduce the chances of them recidivating. Ex-offenders who are consistent in their employment patterns are less likely to return to a life of crime. This study investigated the relative importance and significance of 11 selected variables on four separate levels of employment consistency. The selected variables were chosen based on what has been identified in the literature as effecting employment patterns of ex-offenders and the general population, and what data was reliable and available. The study group consisted of 2,314 male Virginia ex-offenders released in fiscal year 2001. The results revealed that the variables of time served, career and technical education program completions, educational level, age at release, race, and being convicted of a violent offense were positive predictors of employment consistency. On the other hand, having a record of minor infractions and being a repeat offender were associated with decreasing employment consistency in the analysis. The findings of the study suggest that it is important for offenders to make changes in the ways they think and their attitudes. This can be accomplished by taking advantage of opportunities in prison to participate in rehabilitative services and educational programs. In addition, as offenders get older they tend to abandon criminal ways of thinking, and once released they are more apt to stay employed. Furthermore, the influence of the race variable did not affect the study group of ex-offenders as anticipated. / Ph. D.