Les liens qui unissent rémunération et travail semblent, de prime abord, d’une évidente simplicité. Pour autant, la spécificité de la créance de rémunération et la sophistication des nouvelles formes de rétribution complexifient fortement ces rapports. Partant de ce constat, il est nécessaire de s’intéresser aux interactions qu’entretiennent ces deux notions. La rémunération est avant tout une catégorie juridique dont la définition varie suivant la règle à appliquer. Les multiples finalités assignées aux normes venant encadrer la rémunération font du travail un critère inopportun de définition car trop restrictif. La nécessité de repenser les critères de définition de la rémunération s’avère donc indispensable. La rémunération est également la contrepartie de l’obligation principale du salarié. La manière d’appréhender les interactions entre le travail convenu et la rémunération conditionne, dès lors, l’étendue du droit à rémunération du salarié. La contrepartie de la rémunération est majoritairement la contrepartie d’une immobilisation temporelle de l’activité du salarié au service d’un employeur. Contrepartie de la mise à disposition de la force de travail du salarié, la détermination du montant de la rémunération devrait également être liée à ce facteur temporel. Il s’avère que l’évolution des modes de rémunération et de l’organisation du temps de travail contredit ce postulat de départ. Le montant de la rémunération devient, par conséquent, bien plus dépendant de la performance du salarié ou des résultats économiques de l’entreprise que du temps passé à se tenir à la disposition de l’employeur. / The links between remuneration and work seem, at first glance, of an obvious simplicity. However, the specificity of the pay debt and the development of new kind of remuneration complicate strongly these reports. Starting from this observation, it is necessary to focus on the interactions between these two concepts. First of all, remuneration is a legal category and its definition varies according to the rule to apply. The multiple objectives assigned to law remuneration make work a wrong criterion of definition because to restrictive. The need to rethink the definition of remuneration criteria is therefore essential. Remuneration is also the compensation of the main obligation of the employee. Therefore, the way to understand the interactions between the agreed work and pay determines the extent of the right to employee's compensation. The compensation of remuneration is mainly the consideration of the temporal fixed asset of the employee in the service of an employer. Determining the amount of compensation should also be linked to this temporal coefficient. But, changing patterns of pay and the new rule’s organization of working time contradicts this premise. Nowadays, the amount of remuneration becomes more dependent on the performance of the employee or on the economic results of the company that the time spent on hold at the disposal of the employer.

Resumé Theme of this thesis is legal relationship attorney - client and their mutual rights and obligations. I focused on the current legal regulation contained in the Act No. 85/1996 Coll., advocacy law, and related legal regulations, primarily in professional regulation published by Czech bar association. My objective was to try to give all- embracing explanation of this theme even though I realised this theme and all its aspects is too extensive to be explained completely. This thesis is divided into six parts, which are further systematically divied into chapters. First part gives basic historical review of development of legal regulation of advocacy since ancient Rome. Second part gives definitions of the most important terms of this thesis - attorney and client, with evident orientation on legal regulation of conditions which must fulfil a person in orded to become an attorney. Third part deals with possible methods of constitution of legal relationship between attorney and client (to conclude a contract or to be appointed by court or to be designated by Czech bar assosiation) and related attorney's obligation to refuse to plead client in certain situations as well as termination of this relationship. Fourth part is dedicated to individual rights and obligations o attorneys and clients. Each one is...

This paper has examined which medium-term effects the Norwegian gender quota law has had on corporate boards listed on the Oslo Stock Exchange from 2009 to 2015. Wehave studied the gender quota law’s impact on different corporate board factors, such as board composition, the number of directorships held, basic remuneration, board size, andthe age of directors. Further, we also compared the gender quota law’s effects on these factors with similar studies made in earlier periods. The reason for that is to recognise whether there is a tendency of convergence over time. The study have been conducted using a quantitative approach by gathering information from mostly annual reports. Since, this is a comparative study, we will be using the same methods as previous researchers. These methods are arithmetic averages and standard deviations. We have also included some other methods to strengthen the results, such as geometric average, median, correlations, and significance test. The results of our research show that the number of directorships held by female directors decreased in both absolute numbers as well as in averages and dispersion. Remuneration for female directors increased. However, it diverged with male directors. The average board size did not remain significantly constant over time. We also found that the average age of board directors both increase and converges between the genders. We also believed that the proportion of female directors was depended on the firm’s board size, which the results showed was an incorrect assumption. This paper has applied an overarching theory called contingency theory. Further, other complementary theories within the area of corporate governance have also been used such as stakeholder theory, agency theory, and resource dependency theory. When analysing the results from this paper, there were too many plausible and contrasting theoretical explanations for why the various outcomes occurred. Therefore, we do not believe that the existing theoretical frameworks available are appropriate to explain how the gender quota law will impact corporate boards. The main contribution of this study is the results that show how both female and maledirectors’ average age and directorships held are converging over the observed period. Also, that the gender quota law has enabled female directors to gain more experience, which has led to a higher proportion of female directors.

Municipal elections that were held on 5 December 2000 ushered in a developmental system of local government, with specific political, economic and social challenges. This first democratic term of municipal councils was based on newly developed local government legislation, and reduced the number of councillors from approximately 12 000 to approximately 9 000. The system was unique, in that it provided for, amongst other things, the designation of certain full-time councillors, and also introduced the office of Speaker. The roles and responsibilities of councillors were clearly stated in law, and this distinguished the envisaged functions for councillors from their former ceremonial duties. Based on recommendations made by the Independent Commission for the Remuneration of Public Office-bearers, the Minister for Provincial and Local Government introduced a remuneration system to coincide with the new term of municipal councils. However, due to certain shortcomings in the newly introduced system, stakeholders expressed their misgivings with the remuneration dispensation that was introduced. This study investigates the evolution of local government in South Africa, and then elaborates on recent advancements made in this regard. The study shows how the roles and responsibilities of councillors evolved. More specifically, it initially attempts to identify relevant provisions that deal with the remuneration of all public officebearers, and then focuses on the remuneration for members of municipal councils. Due to the constantly changing provisions relating to the remuneration of councillors, this study examines all interventions made by government until 14 November 2005, when the Minister for Provincial and Local Government published the upper limits of remuneration to be paid to councillors in terms of the relevant provisions in the Remuneration of Public Office Bearers Act, 1998 (Act No. 20 of 1998). It would be most feasible to implement the recommendations made in this dissertation with effect from the date of commencement of the financial year for municipalities during the second term of municipal councils, in terms of section 64 of the Local Government: Municipal Electoral Act, 2000 (Act No. 27 of 2000). Additional information available on a CD stored at the Merensky Library / Thesis (PhD (Public Affairs))--University of Pretoria, 2008. / School of Public Management and Administration (SPMA) / unrestricted

Cette étude a pour objet de comprendre la nature de l’utilisation de la rémunération du travail par les dirigeants d’entreprises. L’analyse de cet élément du contrat de travail à l’aune du droit de la concurrence et du droit du travail révèle qu’il est devenu un outil stratégique utilisé à des fins purement concurrentielles. Les exemples les plus probants étant ceux de la désorganisation de l’entreprise rivale ou du dumping social. Ce dernier connaît un essor préoccupant au sein de l’Union européenne engendrant une véritable course au « moins-disant social », au détriment des salariés et de l’efficience du marché intérieur. Nonobstant cette prééminence du droit de la concurrence, le droit du travail a su imposer aux chefs d’entreprises des limites en leur rappelant le caractère essentiel que revêt la rémunération et toute l’importance qu’il y a de lui conférer une protection spécifique. Ce rééquilibrage permet alors de relativiser la primauté du droit économique. Il doit désormais être encouragé grâce à l’adoption de mesures davantage contraignantes. Cette étude en contient plusieurs. D’une part, la création d’un corps d’inspecteurs du travail spécialisés dans la lutte contre la fraude aux détachements qui disposeraient de moyens logistiques et de sanction adaptés à la particularité de ce processus. D’autre part, une définition juridique du dumping social est proposée ainsi qu’une procédure de pénalisation de ce comportement. L’ensemble de ces préconisations tend in fine, à l’émergence d’une conciliation interdisciplinaire renouvelée et équilibrée dont profiteraient tant les salariés que leurs employeurs. / This study aims to comprehend the nature of the use of labor remuneration by business leaders. The analysis of this element of the employment contract in terms of competition law and labor law reveals that it has become a strategic tool used for purely competitive reasons. The most obvious examples are those of the disorganization of the rival company or social dumping. This fact has been a worrying rise in the EU causing a race to the social lowest bidder at the expense of employees and efficiency of the internal market. Notwithstanding, this pre-eminence rule of competition law, labor law has successfully set limits for entrepreneurs reminding them the crucial nature of the remuneration and all the importance to give it a specific protection. Rebalances then permit to put into perspective the primacy of economic law. It now needs to be encouraged through the adoption of more constraining measures. In this study several measures are suggested. First, the creation of a labor inspectorate specialized in the fight of detachment fraud who would have logistics and sanctions means adapted to the peculiarity of this process. Additionally, based on the given definition of social dumping, to implement a penalization procedure for this behavior. All these recommendations tend ultimately to the emergence of a renewed and balanced interdisciplinary coalition that would benefit both employees and their employers.

Public sector and its employees. The motivation of employees toward the execution of civil service. The evaluation of the present - day (current) situation of two cities with extended public services from the view of their personnel (human resource) and wage politics. A recommendation for sinilar types of cities with regards to personnel and wage politics.

Subject of this diploma thesis is Personal work analysis. The first part of the thesis consists of theory on personal work and activities. The second part applies theory on personal work analysis at Vodohospodářský Rozvoj a Výstavba a.s.. The main target of the thesis is to describe and evaluate personal activities and to propose measures, which would lead to improvement of personal work in the company.

This thesis is aimed on fringe benefits which are very popular part of employee's remuneration these days. The supply of benefits is very wide and it depends on the employer what he chooses. It is important to take into consideration what influence the benefits have on employees' satisfaction and what are their tax impacts. The objective of this thesis is to consider all mentioned aspects and to analyse the system of fringe benefits in the company Murr CZ s.r.o. For analysis of the present employee's satisfaction with the system, questionnaire method was used. Then some changes were recommended which could improve the benefit system regarding satisfaction and also regarding tax impacts. The employees could be divided into two groups according their position in the company. First one would be management and the second one would be team leaders and workers. Following this concept the company could adapt benefits with regard to specifics of each group. The company should think over the new benefits including pension insurance contribution and the alternative between transport allowances and culture or sport vouchers.

The diploma thesis "System of work motivation in the company TOKOZ a.s." deals with motivation of employees focusing on evaluation, remuneration and education. The practical part focusses on the specific company which is TOKOZ a.s. and their system of motivation. Further it evaluates the situation in the company and suggests eventual arrangements which could contribute to greater satisfaction of employees in the company.

The Master's Thesis is focused on the performance management system in the Bambino Kindergarten Company and the aim is to compare theoretical knowledge with the established and applied procedures in practice. The main goal of the Master's Thesis is to analyze the performance management system in the company. Partial purpose is to carry out an employee survey that reveals the perception of performance management by individual employees. Performance management system in the company is based on the theoretical knowledge and is set according to the theoretical requirements. Primary sources for the system analysis are internal documents from the company, personal interview with the CEO of the company and data from the employee survey. System analysis and collected data identify the strengths and weaknesses of the established and applied performance management system. Regard to the new data, suggestions are designed to optimize and improve the current situation.