Thesis (Ph. D.)--University of Wisconsin--Madison, 1966. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 149-155).

The subject of the present treatise concerns termination of employment contracts that are effected as a result of an employee’s incapacity on the grounds of ill-health or injury. Every employee has the right not to be dismissed unfairly. The Labour Relations Act, 1995 recognises three grounds on which termination of employment might be legitimate. These include the conduct of the employee, the capacity of the employee and the operational requirements of the employer’s business. However, fundamental to any contract of employment is the obligation that rests on an employee not to be absent from work without justification. The Incapacity Code and Procedure in respect of Ill-health or Injury applicable to Educators is contained in Schedule 1 to the Employment of Educators Act, 1998. In addition there are collective agreements which are the products of collective bargaining that are also applicable to all categories of employees employed in the public education sector. Notably, PSCBC Resolution 7 of 2000 forms part of the subject of our discussion. The Department of Education determined the use of independent Health-risk Managers to provide advice on the management of incapacity leave and ill-health retirement, thereby ensuring objective and impartial evaluation which are largely acceptable to employees and their labour representatives. This is the Policy and Procedure on Incapacity Leave and Ill-Health Retirement in the Public Service. The appointed Health-risk Managers make recommendations to the Head of Department who thereafter implement the recommendations and deal with issues of a case to absolute finality. More importantly, the Policy and Procedure for incapacity leave and ill-health retirement in the Public Service is issued in terms of legislation, that is, section 3(3) of the Public Service Act, 1994 and therefore is not a collective agreement. Under the circumstances, it is not always easy to determine a real dispute and an issue in dispute. Because of this uncertainty arbitrators often found that bargaining councils have no jurisdiction to entertain these disputes, while on the other hand some arbitrators opined that bargaining councils do have jurisdiction In this treatise the general principles of the employment contract, the legislative framework applicable in the public education sector in determining an application for temporary incapacity leave and ill-health retirement and procedural and substantive issues in the termination of employment contract due to ill-health are considered and explained. The legal questions around the issue of discretion exercised by the Head of Department in granting or declining applications for ill-health are also examined. The primary aim of the treatise is to provide a clear exposition of the rather complicated law relating to incapacity due to ill-health and injury in public education.

Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH / Bibliography: leaves 148-149. / by Janette Rae Lawrence. / M.C.P.

<p> The U.S. workforce is not prepared for the demands of today's workplace (Conference Board, 2006), Previously, workplace employers emphasized environments where the main thrust was expertise in technical skills of employees. However, a shift occurred that caused employers to realize the importance of soft skills in order to maximize business relationships. One major soft skill emphasized is the importance of a positive work ethic, which is a necessary attribute for any successful worker (R. Hill, 1996). Not only has there been a shift regarding the importance and implementation of soft skills in the business environment, but employers who once relied heavily upon adults as employees also now rely upon adolescents as employees. These adolescents are expected to provide the same positive work ethic as adults. Some of these adolescent employees are students in a co-op program in their local high schools where they obtain training in work ethic. The primary purpose of this study was to determine the perception of employers and supervisors regarding the work ethic of employed high school co-op and employed high school non-co-op students. Work ethic descriptors within this study that were examined included interpersonal skills, initiative, and dependability. The descriptors mentioned were statistically examined to ascertain differences in employer/supervisor perceptions among the two groups of students.</p>

Thesis (Ph. D.)--Oregon State University, 1996. / Typescript (photocopy). Includes bibliographical references (leaves 191-201). Also available online.

Thesis (Ph. D.)--Yale University, 1996. / Includes bibliographical references (leaves 147-151).

Thesis (M.A.)--University of Victoria, 1990. / Vita. Includes bibliographical references (leaves 104-109).

The aim of the diploma thesis is to answer the question whether the number of graduates from high schools and universities corresponds to the needs of the labor market in Carlsbad region. To achieve this goal the basic notions of education and labor market are explained in the theoretical section. After that, the role of education in the labor market and regional development is described. All levels of the educational system and the labor market in the Czech Republic is characterized in the next chapter together with legislative framework and basic conceptual documents according to the Czech educational system. Next chapter contains characteristics of the educational system in Carlsbad region. The last section is devoted to the labor market, analysis of vacancies registered by labor offices and the situation of graduates on the labor market. The results of the thesis show that there is not enough technically oriented graduates from high schools. The regional leaders try to deal with this situation and encourage students to study technical fields. Offer of graduates from higher vocational schools meets the needs of the labor market. The situation with university education is more complicated. Firstly, there is a lack of technical fields and the second problem is leaving of university graduates from the region. Even in this case there is apparent attempt of regional representatives to solve this problem and adapt the educational system so it can better reflect the needs of the labor market.

This thesis deals with the educational system and its links to the labor market in the Pardubice region. The paper analyses the education system and the labor market in the Pardubice region. The main goal of this work is to illuminate the relationship between the education system and opportunities on the labor market. The theoretical part focuses on the basic concepts that are related to education and the labor market and legislative treatment of education in the Czech Republic. The practical part briefly focuses on the education system and the labor market in the Czech Republic, detailing the educational system and the labor market in the Pardubice region. It characterizes all levels of education, labor market developments in the region and analyses the number of vacancies with respect to graduating people. In conclusion the link between the education system and the labor market are evaluated. The results of this thesis suggest that the education system is not completely compatible with the labor market; however, there is a tendency for Regional Council to adapt the education system to suit the demands originating from the labor market.