Call number: LD2668 .T4 1979 O428 / Master of Science

There appears to be a vacillation from the original intent of the Employment Act of 1946. It was originally intended to serve as a tool whereby the smoothing and the easing of cyclical fluctuations of the business cycle could be facilitated. It now seems as though this tool has become one which is being used to correct those structural weaknesses which exist in the economy.

The purpose of this study was to determine the influence industrial arts had on post-high school students in regard to their present field of work or study. The respondents were working in or pursuing additional education in fields directly related to the industrial arts courses they took in high school.

The purpose of this study was to describe the relative importance of aspects of the occupational environment in predicting personal strain and changes in the meaning of work (perceived changes in work role salience and work values) during the transition to parenthood. The aspects of the work environment under investigation were: work interference with family, family interference with work, supervisor support for combining work and family, and organization support (respect, separation, and integration types). Control variables were husband support, an important factor in adjustment during the transition to parenthood, and socioeconomic status. A sample of 118 women in dual career couples with one child under two years of age were recruited through childcare centers and newspaper announcements. The sample was predominantly Caucasian and middle or upper-middle class. Subjects completed self-report questionnaires. Hypotheses were tested using hierarchical multiple regression. Results of this study provided partial support for the hypothesis that workplace support and work/family interference would contribute to personal strain. Only family interference with work emerged as a significant predictor. The results of this study provided partial support for the hypothesis that husband support, workplace support, and work/family interference would contribute to change in work values. Only husband support was a significant predictor. Having a traditional marriage in which the wife assumes greater responsibility than her husband for parenting and household tasks contributed to her altering work values. The results of this study did not support the hypotheses that husband support and workplace support would predict family interference with work or work interference with family. Also, the results did not support the hypothesis that husband support, workplace support, and work/family interference would predict change in work role salience during the transition to parenthood. Theoretical and methodological issues are discussed.

The theme of this thesis is a comparison of legal regulation in the Czech Republic and the Federal Republic of Germany with regard to manifestations of flexicurity in the formation, changes and termination of the employment relationship. The word flexicurity was formed by combining two opposing terms - flexibility (contractual freedom) and security (safety, protection, sureness). Flexicurity can be viewed from several different angles. It is mainly a concept or model of a labor market with regard to labor law and alternatively related social security law and employment policy. The issue of labor law flexibility and protection of employees is very topical, especially nowadays. Effort to find the optimal balance between flexibility and security can contribute to the solution for the weakening competitiveness of European states. This thesis is composed of an introduction, five chapters and further divided into sub- chapters and a conclusion. The first chapter of the thesis deals with the term flexicurity and the approach of the European Union and European states on this issue (including historical development). The second chapter provides the basic characteristics of labor law in the Czech Republic and the Federal Republic of Germany that is a necessary foundation for the next part of the thesis. Key...

1 Employment of the elderly This paper focuses on employment of older people. The issue is tackled in the light of the international documents of the United Nations, the Council of Europe and the European Union. In the following sections the paper analyses French and Czech policies and compares their approach. There are major differences between these two countries in terms of social systems as well as lifestyle of the population. However, France deals with ageing of its population longer than the Czech Republic, therefore its approach may offer an inspiration. The employee representatives traditionally play an important role in France. They also influence the state policy on employment of older people on the basis of the tripartite agreements from 2005 and 2013 respectively. Several action plans on ageing were issued in the Czech Republic. However, there seems to be a lack of political will to introduce proper legislation. The programmes reflect the international documents and recommendations but they are just declarations. On the other hand, the ideas of French agreements are really put in practise. Nevertheless, the French approach cannot be considered a coherent policy of employment of older people. It is rather a set of measures which originated from concessions of the subjects on the labour market The...

The methods of terminating employment Abstract This diploma thesis primarily purports to describe and summarize individual methods of terminating employment in the Czech Republic with an emphasis on legal acts leading to and resulting in employment termination. As a result, this thesis includes applicable case law of the Czech Supreme Court. I further focused on recently adopted Act No. 365/2011 Coll., which amends the Labour Code, and the resulting changes impacting the area of employment termination. The primary sources I applied to this thesis include Act No. 262/2006 Coll. the Labour Code, applicable rulings (case law) by the Czech Supreme Court, and specialized literature, including articles in legal magazines. This diploma thesis consists of three main chapters. The first chapter is a glossary of basic terms and expressions relative to employment termination. The second chapter is the key chapter and deals with legal acts to be taken to terminate employment. The first section of the first chapter describes an employment termination agreement, including the related requirements and a review of applicable law. The second section deals with employment termination notices, including the related requirements, the notice period, grounds for notice, and protection against being served a notice. I also pay...

TITLE: Types Of Employment Termination SUMMARY: First of all I would like to answer the basic question why the theme of my thesis is Types Of Employment Termination. I assume that everyone has an experience with an employment and in consequence with employment termination so this theme is relevant for everyone, but not everyone knows the effective legal regulation. The aim of the thesis is to explain and summarize effective legal regulation of the labour law and also focus on controversial points. I made an effort at the conclusion to point out couple of disputed issues and to propose several amendments. The thesis is composed of six parts, introductory and conclusion. Most of them dealing with different types of employment termination, and the others look at related obligations and claims in case of invalidity of employment termination. In introductory of my thesis I explain why I choose exactly the theme about employment termination, mention how the thesis is systematically divided and what the parts are about. In part One I try to focus on employment termination generally and explain its basic terminology. Part Two is divided into several subparts. First subpart is concerned with an agreement on employment termination. Second subpart relates to a notice generally, notice period, notice given by an...

M.B.A. / HIV/AIDS and the impact of this disease on the bottom line of companies is currently a very topical issue. This study deals with the economic impact of HIV/AIDS on companies, if they make use of the services of temporary employment service providers. The current impact of the disease on companies and the state of the temporary employment services industry in South Africa was analysed, based on existing literature. As part of the study a survey was conducted to determine the perceptions that currently exist in the market with regards to the use of temporary employment service providers and the impact of HIV/AIDS on companies. The results from the study showed that companies could obtain advantages from using temporary employment service providers. The study however further found that even though companies understood that there could be economic advantages for them in using temporary employment services, they were still reluctant to do so. Companies further indicated that the impact of HIV/AIDS on their bottom line would increasingly have a more negative impact over the next ten years.

M.A. / Sexual harassment has become a human resource issue in the workplace within South African companies. More cases of sexual harassment are coming before the courts as civil actions, as employees litigate against employers who fail to deal with cases where they have reported being sexually harassed and the employer has not taken action or failed to take appropriate action. Arising from the above it would appear that there is a need to develop a clearer understanding of what is meant by sexual harassment. Coupled to this is a need to develop appropriate policies and training programmes to ensure that the negative impact of sexual harassment is limited. These policies should be in line with other company policies and South African Labour Law (66 of 1995) as set out in the Code of Good Practice (1998) on handling sexual harassment. The aim of this research was to look at the perceptions of employees in a business unit of a Public Utility, and to determine their view of sexual harassment in the workplace. This research would then assist to determine what the best practices would be to deal with cases of sexual harassment as well as to ensure that as far as is practical cases of sexual harassment could be limited, based on these perceptions. The research indicated that any form of inappropriate sexual behaviour in the workplace as it related to physical, verbal and non-verbal contact was not acceptable to most employees. It showed that whilst sexually inappropriate behaviour was limited it did take place, but in doing so it raised additional questions that could be the subject of further research. The questionnaire that was developed was found to be a reliable measurement instrument for the most part. The findings showed that there were differences between the perceptions of English-and Afrikaans-speaking employees as well as male and female employees. These differences would have to be taken into consideration when policies and training programmes are developed. It was clear from the research that a policy was necessary and the employees needed greater clarity on how cases of sexual harassment should be reported. The research has formed a base from which further research could be conducted, at other South African companies, regarding the impact of sexual harassment in the workplace. / Dr.W. Roestenburg