The government identified the small business sector as an important variable in sustainable economic growth and employment creation. The purpose of this study is to determine the impact of minimum wage regulation and employment protection policies on the unemployment statistics of South Africa. Unemployment is an aspect that needs attention to assist with long-term sustainability of growth. The questionnaire was distributed to approximately 20 000 small business owners in South Africa and 1239 responded. Of the 1239 responses, 900 could be used. The research propositions were that employment protection legislation relates to a decrease in job creation and minimum wages relates to higher unemployment. The third proposition is an assumption made in the event that the first two propositions were proved correct. These propositions were proved incorrect. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

This dissertation explores the role of the regulations regarding seniority with respect to employee layoffs. The main focus of this inquiry is to explore the degree to which the regulations protect the groups of employees for which it is intended. The main area of interest is § 22 of the law regarding employment protection concerning protections for employees with long periods of employment and older workers. It contains an examination of the regulatory framework and an empirical survey of how these regulations were applied at a number of workplaces. The survey consists of thirty workplaces and illustrates how the protectionist purpose of the legislation can be minimized or enhanced as a result of the different decisions made by employers or labor unions and the deliberations behind the decisions. The empirical survey also roughly shows the outcome of the application of these regulations with respect to the surveyed groups at the workplaces. / digitalisering@umu

The impact of strict employment protection legislation (EPL) on unemployment is still uncertain. However, evidence in literature points to the hiring and firing provisions of EPL being the source of some of the labour market rigidity in South Africa.Hiring and firing provisions comprise a number of elements such as severance pay, dismissal procedures, probationary employment and temporary work arrangements. This research investigates the impact of these measures on the hiring and firing decision through a survey questionnaire distributed to approximately 20 000 small business respondents, who were also tested on the impact of EPL on small business in creating new jobs.The purpose of the research was therefore to contribute to the literature on the role which EPL plays in the hiring and firing decision, and ultimately on unemployment.The results of the research point to a still strong perception that EPL in South Africa is strict despite evidence to the contrary, and that small business respondents believe procedural elements play a significant role in their hiring and firing decision, but some uncertainty with regard to the role of severance pay. The strongest indication was the perception of the regulatory burden of EPL faced by small businesses. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Bakgrund Human Resource Management (HRM) hanterar alla beslut som påverkar relationen mellan människan och organisationen genom att utforma strategier för utnyttjandet av humankapital i syfte att uppnå verksamhetens mål. Utnyttjandet av mänskliga resurser regleras genom olika lagar där Lagen om anställningsskydd (LAS) är central. Vidare är LAS semidispositiv vilket lämnar utrymme för tolkning av lagen och förhandling av villkoren på arbetsmarknaden genom kollektivavtal. Tidigare forskning visar att lagen upplevs som stelbent och svårtillämpad. Detta har lett till att en utredning om en lagändring för att modernisera lagen och anpassa den till dagens arbetsmarknad genomförts och avslutats i juni år 2020. Då lagändringen är aktuell är det viktigt att förstå hur LAS tillämpas i det dagliga arbetet. Syfte Syftet med uppsatsen är att skapa en förståelse om hur LAS tillämpas i dagliga arbetet både hos privata och offentliga verksamheter. Vi vill belysa vilka faktorer som påverkar tillämpningen av lagen i det dagliga arbetet samt hur verksamheter förhåller sig till de kommande ändringarna i lagen. Förståelsen för hur LAS tillämpas i det dagliga arbetet genererar ny kunskap som kan vara till nytta för alla som arbetar med HR-frågor och inför framtida förändringar inom arbetsrätten. Metod Studien har en kvalitativ ansats som har inslag av triangulering där datainsamling har gjorts med hjälp av intervjuer och enkät. Intervjuer har genomförts med tre verksamheter från den privata sektorn och tre från den offentliga sektorn. Slutsats Studien visar att det finns faktorer som påverkar hur LAS tillämpas i det dagliga arbetet samt att det finns likheter och skillnader mellan sektorerna. Den tydligaste likheten är att alla vill göra rätt, men de fuskar också. Vidare visar studien att sektorerna tenderar att för det mesta ha ett reaktivt förhållningssätt till den kommande LAS-förändringen. / Background HRM handles all decisions that affect the relationship between humans and the organization by designing strategies for the utilization of human capital in order to achieve the organizational goals. The utilization of human resources is regulated by various laws where the Employment Protection Act is central. Furthermore, the Employment Protection Act is semi-dispositive meaning that it leaves room for interpretation of the law and negotiation of term on the labor market through collective agreements. Previous research has shown that the law is stiff and difficult to apply. This has led to an investigation about modernizing the law and adapting it to today’s labor market and the investigation was completed in June 2020. Due to the fact that the law is about to change it is important to understand how the Employment Protection Act is applied in the daily work. Aim The purpose of the thesis is to create an understanding of how the Employment Protection Act is applied in the daily work of both private and public enterprises. We want to highlight the factors that affect the application of the law of the Employment Protection Act in organizations daily work and how the organizations relate to the upcoming changes in the law. The understanding of how the Employment Protection Act is applied in daily work generates new knowledge that can be useful for everyone working with HR issues and for future changes in employment laws. Methodology The study has a qualitative approach that has elements of triangulation where data collection has been done with the help of interviews and questionnaires. Interviews were conducted with three organizations from the private sector and three from the public sector. Conclusion The study shows that there are factors affecting how the Employment Protection Act is applied in the daily work and that there are similarities and differences between the sectors. The clearest similarity has been that everyone wants to do the right thing, but they also cheat. Furthermore, the study shows that the sectors tend to mostly have a reactive approach to the upcoming changes in the Employment Protection Act.

This thesis examines how the Swedish Act On Support and Service to Certain Impaired persons (LSS) has given rise to substantial opportunities for people with disabilities to participate in society and to live under the same conditions as all other citizens. These objectives have in turn created a new profession, personal assistants, who work daily to transform the words of diversity and community participation into practice. The terms of employment of this new category of workers appear in diverse way both when it comes to the scope of their working tasks, as well as the employment protection especially for workers in the private sector. Because of the discrepancies that exist against the Swedish Employment Protection Act (LAS) and the rich variety that characterizes the performance of work, this inquiry aims therefore to seek to investigate to what extent an employee can be dismissed in relation to the LSS-right to personal assistance as well as how this can be understood from the impaired persons point of view. Initially, a legal scientific method is used to seek answers in this area. A sociological approach has also been applied to complete the parts where laws and other traditional sources of law have not been able to provide satisfactory answers. The findings that conclude this investigation claim that the perceived uncertainty of the tasks as well as the discrepant employment protection is maintained through the continuous link to the LSS-legislation.   Key words: LSS, private sector, dismissal, employment protection, the impaired person’s attitude towards the personal assistant

The theme of this thesis is the protection of the eployees upon termination of the employment. The aim is to comprehensively assess the current legislation of termination of empoyment, with regard to the degree of protection that is provided to employees. It deals with the protection of employees, their position but also the claims related to the termination of the employment relationship. This thesis is dividend into five chapters, the first of which relates to the functions of labor law with an emphasis on the function of protection as a core function of labor law. With regard to weaker position of the employee to the employer, it is clear that labor law generally tries to balance this inequality or in some way eliminate it in order to provide the highest level of security. The second charter presents the core of this thesis and deals with the varoius types of termination of employment. It contains their assessement in relation to ensure adequate protection of employees but also the positives and negatives of legislation including possible aplication problems that are occured in practice. The emphasis is placed primarily on the termination of the employment relationship in view of the fact that the need to ensure a sufficient level of protection of employees in this unilateral termination method...

We examine how speed of automation is affected by different employment protection regimes - one with lenient and one with stringent regulation. To assess we examine how occupations shares in the UK, US, Germany and Spain has changed from 1991-2013. According to our estimates, we find that the speed, of which high-risk occupations shrink over time, slows down in countries with a stringent EPL, Germany and Spain, regime relative to lenient EPL levels, the UK and US.

This thesis looks at the politics of labor market policy in the postwar period in the advanced industrialized democracies. Specifically, the dissertation seeks to explain stark cross-national differences in unemployment benefit systems and employment protection legislation. The theory advanced in this thesis emphasizes significant differences in union organization across the rich democracies. This view, “Varieties of Unionism”, shows how the varying political capacities and policy preferences of labor movements explain most of the cross-national policy differences. In particular, the research points to union movements’ ideological traditions and varying rates of union density, union centralization, and involvement in unemployment benefit administration as crucial explanatory forces. Each feature of union movements captures an important part of why they might choose to advocate on behalf of the unemployed and to their differential ability to have those policy preferences realized, as well as indicating the kinds of preferences they will have for employment protection legislation. In the case of policies directed at the unemployed (or so-called labor market ‘Outsiders’), these insights lead to the construction of an index of “Outsider-oriented Unionism”, which correlates very closely to cross-national variations in unemployment benefit generosity as well as to active labor market policy spending. The thesis also introduces a new fourfold typology of unionism that helps to explain the different combinations of employment protection legislation and ‘Outsider policy’ generosity that exist among the rich democracies, or labor market policy ‘regimes’. The thesis makes this argument with multiple regression analysis of fifteen rich democracies and with detailed historical case studies of Britain, The Netherlands, and Sweden. In making this case, the thesis strongly challenges the explanations of labor market policy put forward by the Varieties of Capitalism literature and Insider-Outsider theory. In addition, the thesis reformulates the traditional Power Resource view by introducing a more rigorous theory of labor movements’ policy preferences and thereby qualifies recent statements that have emphasized partisanship almost alone. Most broadly, the theory challenges the “individualist turn” in recent comparative political economy scholarship and suggests that the field needs to return its gaze far more toward organized interests.

This thesis looks at the politics of labor market policy in the postwar period in the advanced industrialized democracies. Specifically, the dissertation seeks to explain stark cross-national differences in unemployment benefit systems and employment protection legislation. The theory advanced in this thesis emphasizes significant differences in union organization across the rich democracies. This view, “Varieties of Unionism”, shows how the varying political capacities and policy preferences of labor movements explain most of the cross-national policy differences. In particular, the research points to union movements’ ideological traditions and varying rates of union density, union centralization, and involvement in unemployment benefit administration as crucial explanatory forces. Each feature of union movements captures an important part of why they might choose to advocate on behalf of the unemployed and to their differential ability to have those policy preferences realized, as well as indicating the kinds of preferences they will have for employment protection legislation. In the case of policies directed at the unemployed (or so-called labor market ‘Outsiders’), these insights lead to the construction of an index of “Outsider-oriented Unionism”, which correlates very closely to cross-national variations in unemployment benefit generosity as well as to active labor market policy spending. The thesis also introduces a new fourfold typology of unionism that helps to explain the different combinations of employment protection legislation and ‘Outsider policy’ generosity that exist among the rich democracies, or labor market policy ‘regimes’. The thesis makes this argument with multiple regression analysis of fifteen rich democracies and with detailed historical case studies of Britain, The Netherlands, and Sweden. In making this case, the thesis strongly challenges the explanations of labor market policy put forward by the Varieties of Capitalism literature and Insider-Outsider theory. In addition, the thesis reformulates the traditional Power Resource view by introducing a more rigorous theory of labor movements’ policy preferences and thereby qualifies recent statements that have emphasized partisanship almost alone. Most broadly, the theory challenges the “individualist turn” in recent comparative political economy scholarship and suggests that the field needs to return its gaze far more toward organized interests.

This thesis is a study of firm dynamics, family ownership, and employment protection. It addresses the implications of employment protection on firm productivity and how family owned firms react differently with regard to economic shocks. It also investigates whether family ownership matters for the probability of exhibiting high growth. By using a novel data identification strategy, family ownership is identified in full population register data. The thesis also highlights some important caveats in the official statistics on self-employment. / Denna avhandling behandlar företagsdynamik, familjeägande och anställningsskydd. I avhandlingen analyseras anställningsskyddet och hur det påverkar företagens produktivitet, samt hur familjeägda företag reagerar på chocker inom industrin. I avhandlingen analyseras också hur familjeägande påverkar sannolikheten för ett företag att uppnå en hög tillväxttakt. Genom att kombinera olika statistikkällor kan samtliga familjeföretag i den den svenska företagspopulationen identifieras. Avhandlingen belyser också några av de problem som finns i den officiella statistiken över egenföretagare.