Cílem práce je vytvoření detailní analýzy návrhu webové aplikace ?Průvodce výběrem eshopu?. Tato aplikace je určena převážně pro vedoucí pracovníky malých a středních podniků, kteří se rozhodli pro zřízení internetového obchodu pro prodej svých produktů a služeb. Hlavní funkcí průvodce je pomoc uživateli při výběru optimálního systému pro provoz internetového obchodu formou ASP. Průvodce provede uživatele krok za krokem parametry, které nabízejí dostupné systémy.

With a rapidly growing lesbian and gay older adult population, it is important to understand the attitudes and perceptions held by older adult service providers. A questionnaire was distributed to San Bernardino County's Area Agency on Aging's service providers with the purpose of exploring and assessing their attitudes and perceptions toward lesbians and gay clients. The study consisted of a secondary data analysis with a total of 145 cases. Results indicated that African American participants reported the most positive perceptions of how current agency clients might react toward their lesbian and gay peers whereas Latino/a participants reported the least positive perceptions. Participants that identified themselves as volunteers or students reported the lowest levels of awareness of lesbian or gay clients as well as the lowest levels of comfort in working with this population. Older participants reported the least positive perceptions of how agency staff would react to lesbian and gay clients. With the exception of the aforementioned results, participants' awareness of lesbian and gay clients within the agency, their perceptions of how staff and other clients would treat this population and their comfort levels reveals a general lack of understanding of the needs of the older adult lesbian and gay population regardless of participant ethnicity, gender, role within the agency and age. Recommendations include ongoing cultural competency training, the inclusion of sexual orientation in the intake assessment process, ensuring a safe environment, and the development of services aimed at responding to the needs of lesbian and gay older adults.

Salariat et indépendance : la contradiction est profonde. En France, le droit du travail a été largement bâti sur l'opposition entre travail salarié et travail indépendant. Or, depuis plus de 20 ans, s'est développé en France un nouveau mode d'organisation du travail dénommé « portage salarial ». Il constitue une pratique contractuelle triangulaire établie entre des professionnels autonomes, une société de portage salarial et des clients. Ce mode d’organisation permet à ces professionnels de pouvoir exercer leur activité de façon indépendante, sans contrainte administrative ni de gestion, tout en bénéficiant des garanties sociales attachées au statut de salarié. Suspecté d'illégalité mais satisfaisant à un indéniable besoin social, le portage salarial devait être encadré. La loi du 25 juin 2008 portant modernisation du marché du travail donne à cette pratique un fondement légal et confie aux partenaires sociaux le soin de l’organiser. Malgré l’existence d’un accord collectif de branche, signé le 24 juin 2010, le portage salarial ne fait l’objet d’aucun encadrement législatif. Face au mutisme du législateur et à l’indécision du juge, l’insécurité règne. Il importe alors d’établir précisément les fondements et le mécanisme du portage salarial. Bien que périlleuse, cette quête d’un régime juridique mérite d’être entreprise afin de répondre au mieux aux attentes et aux interrogations des travailleurs et des entreprises qui seraient amenés à utiliser cette formule. Salariat et indépendance : la contradiction n’est que superficielle. / The contradiction between wage-labor and independence is particularly deep. In France, labor law was mainly built upon the opposition which exists between the wage labor and independent labor regimes. However, the past 20 years gave rise to the development of a newsocioeconomic relationship between workers and their employers : the "umbrella company" regime. Such model consists in a three-party-contract involving independent professionals, an umbrella company, as well as a client company. This type of organization constitutes a means for professionals to operate a non-subordinate work environment deprived of administrative or management-related constraints, while benefiting from all the social advantages pertaining to the wage-labor status. Initially suspected of being illegal, yet providing an undeniable social necessity, the umbrella company system requires a specific framework. The statute dated June 25th, 2008 on the modernization of labor market provides a legal framework to this system and assigns trade unions the mission to organize the circumstances surrounding such framework. Despite the existence of an Agreement dated June 24th, 2010, the umbrella company system lacks a clear legislative framework. The legislative branch's silence combined to the judicial branch's indecision triggers off a situation of significant insecurity on a legal point of view. The implementation of clear legal grounds and mechanisms applicable to the umbrella company regime is thus of the utmost necessity. Although such process is synonymous with a perilous quest, it seems particularly relevant to undertake it in order to come up with the expectations and questions of both the workers and the companies. The contradiction between wage-labor and independence is particulary superficial.

Subject of diploma theses "Points of Single Contact and their benefits to entrepreneurs" is to evaluate the contribution of activities Point of single contact for businesses, imposed by the Directive on services to help entrepreneurs doing business in the single market of the European Union. The work pursues the development of the internal market in particular freedom to provide services, describes how successfully the Services Directive is complied and how Points of Single Contact operate.

在高齡少子化的浪潮下，家庭照顧機能與國家公共長照服務體系之界限逐漸浮現，不論是採稅收制或是社會保險制的國家，均紛紛發動改革，發展新型的照顧服務體系，更有效率地結合社會中各種資源，並且透過報酬支付制度的設計，回應長期照顧需求的多元性，以達成充實長期照顧服務量能、發展創新並符合在地需求之照顧服務。本文以日本介護保險制度自2000年創設以來，在服務供給體系與支付制度上之轉變作為比較對象，觀察其社會價值理念的變遷如何反應到法制設計層面，同時報酬支付制度是如何回應社會現實的需求與政策方向；擬自日本介護保險經驗中萃取值得我國參考借鑑之處，減少台灣長期照顧體系發展過程中可能產生的試誤成本。 本文首先對我國長期照顧服務提供體系之法制發展進行分析，包括釐清長照服務提供之法律關係、長照服務供給體系之構造，以及在長照十年計畫下，政府與民間服務提供者合作模式之建構等；並具體地以數份國內地方政府公布之服務提供契約範本為例，嘗試勾勒出台灣長照服務體系公私協力法律關係之圖像，同時探討我國長照服務提供體系與報酬支付制度現存之問題。 在日本介護保險制度部分，本文歸整介護保險法之制定和改革歷程及其基本構造、初探日本介護保險制度與其他社會保障制度之連動性，並集中分析其服務提供者指定制度之法制設計與問題。接著本文將對比台灣長照體系之發展軌跡與挑戰，分析台日兩國公共長照服務供給體系的幾個議題，包括：總體面的公共長照體系理念變遷、國家資源的公平分配、服務品質之管理等。最末於結論歸納日本介護保險經驗值得我國借鏡或反思之處，並簡評目前我國長期照顧服務法修正，以及長期照顧十年計畫2.0之內涵，是否足以回應社會中的長期照顧需求，並有助於實現在地老化之理想。

This thesis focuses on prices, quality & risks of the Facility management. In the theoretical part there are explained points referring to the Facility management, it’s contributions, ways of securing them, important fields and it’s targets. Also individual levels of cooperation and the job description of the management. There is also a mention of an important standardization, of which the Facility management couldn’t function without. Also the example of service contract and lastly, a very important chapter is dedicated to the quality of work provision and Facility management services. The practical part of this thesis is the case study based on a questionnaire of how to support services of the two different subjects, hotels and construction companies. The case study also describes the cost of these services, ways of controlling the quality provided and contracts with appointed workers. The result of this thesis is a detailed description of potential risks which can appear in the individual type of services. There is a suggested optimization for all the risks mentioned.