Les clauses de fin de contrat illustrent l’importance de la liberté contractuelle. La pratique s’est emparée de cette période de l’« après-Contrat » sous le contrôle de la jurisprudence, dans le relatif désintérêt du législateur.Les fins du contrat sont diverses. La fin peut être retardée par le biais de la prorogation du contrat. La fin peut être prématurée : elle peut être une fin brutale et définitive par le biais de la clause résolutoire, la continuité de ce qui était par l’arrivée du terme extinctif, ou encore la venue de quelque chose de nouveau par le biais d’une clause de caducité. La fin peut n’être qu’un passage vers un autre contrat par le biais de la reconduction. Il en ressort un flou théorique nécessitant une construction juridique. Il peut être proposé de scinder le temps de l’après-Contrat en trois temps. Le premier temps, les parties satisfaites de leur relation vont chercher à la faire perdurer. Les clauses de fin de contrat ont alors pour finalité la préservation de la pérennité du lien contractuel entre les parties. La deuxième période porte sur les modes d’extinction du contrat. La sortie de la relation contractuelle est devenue un enjeu important nécessitant le recours à différents mécanismes juridiques tels que la clause de dédit, la condition résolutoire ou encore la clause résolutoire.La troisième période peut être désignée comme la période de liquidation du passé contractuel comprenant deux séries de clauses : celles liquidant le passé contractuel (notamment la clause de non-Concurrence et la clause de confidentialité) et celle s’intéressant à l’avenir post-Contractuel. La fin du contrat doit être distinguée de la clôture de la relation contractuelle désignant la cessation de toutes les obligations post-Contractuelles et de leurs conséquences. Ainsi loin d’être secondaires, ces clauses de fin de contrat composant la période de l’après-Contrat sont fondamentales pour toute relation d’affaires continue. / End-Of-Contract clauses illustrate the significance of contractual freedom. Practice took hold of this “post-Contractual” period under the control of established precedents, in the relative disinterest of lawmakers.The types of contractual ends are diverse. The end may be delayed by means of prolongation of the contract. The end may come prematurely: it may come suddenly and definitively by means of a termination clause, the continuity of that which was by the arrival of the extinctive term, or the arrival of something new by means of a sunset clause. The end may only be a passage to another contract by means of renewal. This results in a lack of theoretical clarity that requires a legal structure. It may be proposed to divide the post-Contractual period into three parts. In the first part, parties satisfied with their relationship will seek to have it continue. The end-Of-Contract clauses thus serve the purpose of preserving the durability of the contractual bond between the parties. The second part involves the manner of termination the contract. Closing the contractual relationship has become an important matter that requires resorting to different legal mechanisms such as the forfeiture clause, the termination condition or the termination clause.The third part may be referred to as the period of liquidation of the contractual past including two series of clauses: those liquidating the contractual past (notably the clause of non-Competition and the clause of confidentiality) and those concerning the post-Contractual future. The end of the contract must be distinguished from the close of the contractual relationship designating the cessation of all post-Contractual obligations and their consequences. Thus, far from being secondary, these end-Of-Contract clauses affecting the post-Contractual period are fundamental for any ongoing business relationship.

This thesis deals with the various manners of termination of an employment relationship according to the laws of the Czech Republic and compares them with the legal regulation of the same or similar manners of termination of an employment relationship in the laws of the Austrian Republic. The thesis is divided into four main parts. The first part deals with the system of Austrian employment regulations. The second part of the thesis is dedicated to the concept of termination of an employment relationship in general and it divides the ways of termination of employment relationship into two basic groups; in particular, the first group is termination of employment relationship based on legal acts and the second group is termination of employment relationship based on legal event. Further, the second part of this thesis discusses the terms employer and employee. The third part of this thesis is devoted to individual legal acts based on which in the Austrian and Czech laws an employment relationship can be terminated which is a termination agreement, termination by notice, immediate cancellation of an employment relationship, respectively exit from employment relationship (in German: Austritt) and dismissal from employment (in German: Entlassung), cancellation of employment relationship during a...

Two mechanisms, intrinsic and factor-dependent, have evolved for accomplishing the termination of transcription in eubacteria. In this thesis, the first chapter is an introduction to the topic that presents what is known about the mechanisms of termination. The properties of the primary and secondary ‘players’- intrinsic terminators, Rho protein, rho-dependent terminators, RNA polymerse and Nus factors - are presented and the known mechanisms by which termination functions are discussed. In Chapter 2, a detailed analysis of intrinsic terminators – their differential distribution, similarity and divergence - has been penned. The database, compiled using the program GeSTer (Genome Scanner for Terminators), comprises ~2000 sequences and is one of the largest of its kind. Furthermore, analyzing the data from over 700 bacteria reveals how different species have fine-tuned intrinsic terminators to suit their cellular needs. Non-canonical intrinsic terminators emerge to be a significant fraction of the observed structures. The conserved structural features of identified intrinsic terminators are discussed and the relationship between the two modes of termination is assessed. Chapter 3 deals with the importance of transcription termination in regulating horizontally acquired DNA. The results show that genomic islands are scarce in intrinsic terminators and thus constitute most likely sites for Rho-dependent termination. Plausible reasons for why such a scenario has evolved are discussed and a generally applicable model is presented. Chapters 4 and 5 focus on Rho protein from Mycobacterium tuberculosis. In silico identification of M. tuberculosisgenes that rely on MtbRho-dependent termination is followed by experimental validation. The data show that Rho-dependent termination is the predominant mechanism in this species.MtbRho is a majorly expressed protein that governs termination of protein-coding and non-protein coding genes. Further, MtbRho can productively interact with RNA that has considerable secondary structure. Such interactions cause conformational changes in the enzyme. Given that MtbRho has to function with a GC-rich transcriptome, the altered properties could have evolved for optimal function. Taken together, the thesis extends our current understanding of both modes of termination. The importance of non-canonical intrinsic terminators in mycobacteria and other organisms is discussed. The unusual function of Rho and its predominant role in mycobacteria is elucidated. Finally, the inter-relationship between the two modes of termination is also discussed.

84 Abstract Main theme of this diploma thesis is notice of termination of employment, in particular by the employer. The goal is to fully describe and analyze legal institution of notice. At first the Czech legal regulation is described, then it deals with a regulation of notice of termination according to the Peruvian legal system. The emphasis is put on notice of termination in Peru by the employer and aim is taken at comparing both laws and propose possible future reciprocal inspiration. The thesis is divided into five chapters, the first chapter focuses on labor law, its conception, function and origin, employment as such and describes possible methods of its termination (agreement on termination of employment, summary dismissal, summary dismissal during trial period, termination on the basis of official decision, termination following legal event). The second chapter elaborates the notice of termination with emphasis on termination by the employer according to Czech law, its formal requirements, its proper delivering, reasons for termination, prohibition of termination on period of protection and applicable exceptions. The third chapter is about labor law in Peru in general, about employment, its elements, termination options and development of job security. The fourth chapter is dedicated to the...

The final thesis deals with the theme of termination of employment contracts from the perspective of the law and the practice of the company. The aim of thesis is to introduce the reader to the issue of employment termination, to show the changes of Act No. 262/2006 Coll. Labour Code that became effective on January 1, 2012 with amendment No. 365/2011 Coll. in the theme of this thesis and to identify practices of employment termination in the monitored company. The methods used are observation, comparison, analysis and synthesis. In the theme of termination of employment contracts, the focus is given to termination by the employee, employer or by mutual agreement and also to invalid employment termination. However, the reader is in the first chapters familiarized with employment relations and subjects of these relations as well. A separate part of the thesis is concerned on the practice of company doing business in the banking sector, in this part are described practices of this company in terminating employment relationships and the impact of the amendment to the Labour Code on the monitored company.

This diploma thesis discusses the process of employee termination in corporate organizations, with special focus on the socio-psychological aspects of such actions from the point of view of all relevant parties (stakeholders). Firstly, it highlights the positive role of work in the life of a human being, and how its absence negatively demonstrates itself after the loss of employment. Secondly, the thesis evaluates specific methods of employee termination, their implementation, and identifies the role of HR specialists during the termination process with special attention to the ethical aspects. Thirdly, the consequences of layoffs are analyzed on several levels: with regard to the individuals affected by termination process, organizations that are laying off and the government. Subsequently, to identify recommendations, which would mitigate the negative consequences of such actions, the thesis explores potential solutions in the government employment policies and outplacement programs within the corporations. As part of corporate social responsibility it links the problem of termination with the reputation of the organization as a valuable and attractive employer on the market. Lastly, in two case studies, attention is also brought to the perception of the layoff process by concrete laid off...

Nous avons dans cette thèse cherché à définir un formalisme simple pour pouvoir modéliser des systèmes où se combinent des phénomènes non-déterministes et des comportements aléatoires. Nous avons choisi d'étendre le formalisme de la réécriture pour lui permettre d'exprimer des phénomènes probabilistes, puis nous avons étudié la terminaison en temps moyen fini de ce modèle. Nous avons également présenté une notion de stratégie pour contrôler l'application des règles de réécriture probabilistes et nous présentons des critères généraux permettant d'identifier des classes de stratégies sous lesquelles les systèmes de réécriture probabilistes terminent en temps moyen fini. Afin de mettre en valeur notre formalisme et les méthodes de preuve de terminaison en temps moyen fini, nous avons modélisé un réseau de stations \WIFI~ et nous montrons que toutes les stations parviennent à émettre leurs messages dans un temps moyen fini. / In this thesis we define a new formalism that allows to model transition systems where transitions can be either probabilistic or non deterministic. We choose to extend the rewriting formalism because it allows to simply express non-deterministic behavior. Latter, we study the termination of such systems and we give some criteria that imply the termination within a finite mean number of rewrite steps. We also study the termination of such systems when the firing of probabilistic rules are controlled by strategies. In this document, we use our techniques to model the \WIFI~ protocol and show that a pool of stations successfully emits all its messages within a finite mean time.

This work deals with problems of the termination of labor relation in the Czech Republic, as well as Slovak Republic. I approached this topic by comparing the currently valid regulations as stated in the Labor Codes of the Czech and Slovak republics. I consider thorough knowledge of this issue to be of great practical importance. I am convinced that labour is one of the most important attributes determining systemic functioning of the whole society. From the presentation of the labour as a basic means of production of any state system we can deduce a great amount of interesting information. The work is and always has been a prerequisite to our survival and is thus the foundation of any state system. My thesis is divided into six separate chapters, each of which deals with labor law from a different perspective. The first chapter deals with the subject, purpose and content of labor law. The second chapter describes the history of the labor law and is divided into two parts before and after 1989. Therefore it also describes the situation in Czechoslovakia, where identical laws were applied in all legal sectors. The third chapter is concerned with the meaning of employment as a legal institute. In chapters four and five I described the termination of labor relation in the Czech and subsequently Slovak...

My dissertation´s topic is termination of employment from employer´s side. It includes determination of possibilities and recommendations how to properly terminate employment with employer without any legal consequences in practice. The basic terms in relation to given topic such as employment, importance of employment contract, its requirements and participants of labor-law relations are defined and described in first part of dissertation. Next part deals with termination of employment methods and compares mutual differences. It also takes reasons leading to termination of employment by employer into account. Practical part of dissertation is aimed at the issue of termination of employment by employer in chosen company. The process evaluation of this termination is performed both from general and company´s point of view in dissertation´s next part. Assessment and evaluation of legal reasons for termination of employment is present in the last part, in which the actual problems of dismissing employees are solved with help of real court decisions.

This study explored how nurses in acute and nurse-led gynaecology wards prioritised patient caseloads ranging in diversity and number of patient conditions. Statistics show that since the introduction of medical termination of pregnancy (MTOP) procedures into the National Health Service (NHS) in 1991, the number of women having this procedure is increasing year on year. To date very little is known about the impact this procedure may have had on nursing practice. The focus of this study was to explore the nursing care when this included, and did not include, caring for women having MTOP. The study was conducted in two parts. The first qualitative study employed non-participant observation and semi-structured interviews of nurses in gynaecology and surgical wards at two hospital sites to examine the external context in which nursing decisions were made. This found that nurses in gynaecology focused on emotional or psychosocial aspects more so than surgical nurses who focused on physical aspects of patient care. The second quantitative study involved a cross-sectional survey of nurses from both ward types in two hospitals sites in Scotland. Internal constructs were examined using personality and thinking styles measures. Nurses were assessed on their emotionality, that is, the numbers of times an emotional care aspect was prioritised. This found that nurses who prioritised the emotional aspects of the task tended to be more conscientious and elected preference for a ‘people-centred’ thinking style. The context in which women have TOP is also important since the findings suggest women may benefit from being cared for in nurse-led rather than in acute wards. Knowing how a person thinks about emotional and physical aspects of care also has implications for those involved in education, and career planning.