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The methods of terminating employment Abstract This diploma thesis primarily purports to describe and summarize individual methods of terminating employment in the Czech Republic with an emphasis on legal acts leading to and resulting in employment termination. As a result, this thesis includes applicable case law of the Czech Supreme Court. I further focused on recently adopted Act No. 365/2011 Coll., which amends the Labour Code, and the resulting changes impacting the area of employment termination. The primary sources I applied to this thesis include Act No. 262/2006 Coll. the Labour Code, applicable rulings (case law) by the Czech Supreme Court, and specialized literature, including articles in legal magazines. This diploma thesis consists of three main chapters. The first chapter is a glossary of basic terms and expressions relative to employment termination. The second chapter is the key chapter and deals with legal acts to be taken to terminate employment. The first section of the first chapter describes an employment termination agreement, including the related requirements and a review of applicable law. The second section deals with employment termination notices, including the related requirements, the notice period, grounds for notice, and protection against being served a notice. I also pay...

Modes of termination of employment The aim of the thesis is to analyze the legislation and characterize the various modes of termination of employment in the Czech labor law. I have chosen this theme mainly because it is a dynamically evolving and current topic, and it is a constant subject of lively debate in society. The issue of termination of employment affects a wide range of people, governs the relationship between employees and employers. This diploma thesis consists of an introduction, general and specific part, which are further divided into chapters each, and a final part. The general part deals with basic questions of labor law related to termination of employment. It is divided into six chapters. Chapters define the matter of labor law, the concept and elements of the employment relationship and explain the meaning and importance of the principles and functions of labor law. The most important is the protective function, which greatly affects the termination of employment. A significant impact on the Czech labor law has also the law of the European Union and the international organizations. This chapter deals with the relationship between civil and labor law. This chapter also reacts to changes in private law which have a large impact on the modes of termination of employment. The...

The objective of the thesis is to investigate Malaysia’s pay determinants from three different perspectives, namely: employees’ perspective, employers’ perspective, and both employees-employers’ perspectives. As a matter of fact, previous studies have not been able to document the potential impact of employers and firms on pay determinants within the Malaysian economy, owing to a lack of appropriate data. Therefore, with the availability of new datasets – worker-level dataset (WLD) and firm-level dataset (FLD) obtained from the Second Malaysian Productivity Investment Climate Survey (PICS-2), we have developed a matched-worker-firm dataset (MWFD), so that by employing such dataset it will add a new dimension to pay analysis in Malaysia as well as allowing for a comprehensive understanding and clearer picture of Malaysia’s pay system. From the employees’ prospective, the findings of this thesis indicate that a worker with a higher education level, skills and training generally gets a higher pay compared to those without. In addition, a worker who undergoes training from his/her current employer gets a higher pay compared to those who had training from a previous employer or only off-the-job training. At the same time, workers with complex computer skills, as well as those who are in professional employment and management, also receive a considerably higher pay. From the employers’ prospective, however, the findings indicate that firm size, human capital stock in the firm, worker performance, capital stock, and firm performance are important factors that affect the Malaysian average monthly pay. Besides, the elasticity of pay with respect to employer size is two percent, and this figure supports the notion that the Malaysian labour market can be characterised as imperfect competition. From both employers-employees’ prospective, it is obvious that both observable worker characteristics and unobserved firm-effects are key elements of pay determinants. Nevertheless, firm effects seem to explain the variability in pay determinants more than observable worker characteristics. In addition, the relationship between pay component and firm performance exhibits a positive tendency. This implies that workers get a higher pay either because of worker characteristics or that firm-effects are being employed in firms that are more productive and profitability.

This thesis is concerned with the nature of employment-type relationships that currently exist in Australia, with specific regard to the meaning of the terms 'employer,' 'employee,' and the 'employer-employee relationship', and the extent to which the employee-independent contractor dichotomy is respected. This thesis seeks to show how current legislation at federal, state and territory level is largely inconsistent in defining key terms; to explain why this is problematic; and to propose a workable solution. An examination is made of the common law as it currently stands, followed by an investigation of federal, state and territory revenue, superannuation, workers' compensation and employment laws that govern or affect employer-employee and principal-contractor relationships. The thesis recognises that there currently exists no comprehensive solution to the problems plaguing the employee-contractor dichotomy, and an all encompassing solution is proposed. The solution presented moves away from the traditional common law approach, rejects a statutory definitional approach, and instead adopts the principles of the Torrens Title system to land ownership in Australia. Following this proposed solution, alternate models and arguments are compared and contrasted.

Diese Arbeit besteht aus empirischen und methodischen Beiträgen zur Literatur über den deutschen Lohnunterschied zwischen Männern und Frauen. Bisher war es aus Mangel an geeigneten Daten nicht möglich, den potentiellen Einfluss von Arbeitgebern bzw. Firmen auf diesen Lohnunterschied zu untersuchen. Auf der Basis neuer Linked Employer-Employee Daten wird dies in drei empirischen Studien untersucht. Die erste Studie wendet sich dem innerbetrieblichen Lohnunterschied zu. Dabei zeigt sich, dass dieser stark über die Firmen schwankt. Demnach weisen Unternehmen mit einem Betriebsrat und solche, die Tarifverträge anwenden, geringere Lohnunterschiede auf. Firmen, die einem starken Wettbewerbsdruck ausgesetzt sind, nehmen weniger Entlohnungsunterschiede zwischen den Geschlechtern vor. In der zweiten Studie steht die Frage, wie viel des beobachteten Lohnunterschieds durch verschiedene individuelle Merkmale und wie viel durch die Selektion in unterschiedliche Betriebe erklärt werden kann, im Mittelpunkt. Dazu wird eine Zerlegung in vier Komponenten mit einem Verfahren von Machado und Mata (2005) über die ganze Lohnverteilung vorgenommen. Die Analyse zeigt, dass der Lohnunterschied am unteren Rand der Lohnverteilung am höchsten ist. Dies ist auf die Segregation von Frauen in weniger erfolgreiche und produktive Firmen zurückzuführen. Dagegen haben Unterschiede in der Humankapitalausstattung nur einen geringen Einfluss. In der dritten Studie wird die Beziehung zwischen dem Frauenanteil in Unternehmen und dem Lohn untersucht. Ein hoher Frauenanteil innerhalb von Unternehmen könnte eine für Frauen attraktive Arbeitsumgebung, geringe Qualifikationsanforderungen von Seiten der Arbeitgeber oder weniger Diskriminierung gegenüber Frauen widerspiegeln. Die Analyse zeigt, dass auch bei sukzessiver Berücksichtigung von individuellen und Firmenmerkmalen, der Frauenanteil einen negativen Einfluss auf den Lohn hat. Insbesondere eine attraktive Arbeitsumgebung führt zu einem geringen Lohn in frauendominierten Firmen. / This thesis consists of empirical and methodological contributions to the literature on the German gender wage gap. Due to a lack of appropriate data, previous studies have been unable to document the potential impact of employers and establishments on the gender wage gap. We investigate these issues using a newly available Linked Employer-Employee Dataset. The first study pays attention to the gender wage gap within establishments. We find that the gender wage gap varies tremendously across establishments. Establishments with work councils and those covered by collective wage agreements are found to have a smaller wage gap. Furthermore, establishments operating under strong product market competition behave in a more egalitarian way. In the second study, the key issue is to disentangle gender differences in human capital endowment and the segregation of men and women in different types of establishments as sources of wage inequality. Using an approach of Machado and Mata (2005), we apply a decomposition method extended to four terms across the entire wage distribution. The analysis shows that the gap is highest in the lower part of the wage distribution. This is largely explained by segregation of women into less successful and productive firms. Gender differences in the human capital endowment have a lesser impact upon the gap. The third study comprises an investigation of the relationship between the share of women in establishments and the wages of both sexes. For this correlation, hypotheses are formulated as to what a high proportion of women in an establishment can indicate: attractive working conditions for women, lower qualification requirements or less discrimination against women. The results show, that even when including worker and establishment covariates, a higher share of female employees reduces wages for both males and females. In particular, attractive working conditions lead to lower wages in female dominated establishments.

Die vorliegende Untersuchung hat die Folgen der Alterung von Beschäftigten auf den Arbeitsmarkt zum Gegenstand. Namentlich werden die Produktivitäts- und Lohn-, die Innovations- sowie die Mobilitätseffekte des Alters auf empirischem Weg analysiert. Der räumliche Fokus liegt dabei auch dem deutschen Arbeitsmarkt; als Datenbasis fungieren Personen- und Betriebsdaten des Instituts für Arbeitsmarkt- und Berufsforschung Nürnberg (IAB). Mit Blick auf die Produktivitäts- und Lohnwirkung des Alters liefert die ökonometrische Analyse von Betrieben des Verarbeitenden Gewerbes Hinweise auf einen positiven Einfluss des Anteils der mittleren Jahrgänge auf die betriebliche Produktivität. Es bestätigt sich der umgekehrt u-förmige Verlauf des Alters-Produktivitätsprofils, der auch in anderen Ländern gefunden wurde. Die Analyse der Produktivitäts-Lohn-Relation im Altersverlauf erbringt ferner deutliche Belege für ein ungleiches Muster beider Profile. Insbesondere die Altersgruppe der 41-50-Jährigen scheint im Vergleich zur Referenzgruppe der über 50-Jährigen aber auch zur Gruppe der 15-30-Jährigen deutlich unter Produktivität entlohnt zu werden. Hinsichtlich des Einflusses der Altersstruktur auf das betriebliche Innovationsverhalten erbringt die mikroökonometrische Untersuchung ebenfalls Belege für einen umgekehrt u-förmigen Verlauf – die Gruppe der Beschäftigten im Alter von ca. 40 Jahren treibt demnach den betrieblichen Innovationsprozess am stärksten. Ein weiterer Befund der Analyse betrifft die Wirkung von Altersheterogenität. Der erwartet positive Innovationseinfluss einer altersgemischten Belegschaft konnte hier nicht belegt werden. Was die Mobilitätseffekte des Alters betrifft, so besagen die Ergebnisse der Arbeit, dass das ein höheres Alter von Erwerbstätigen die – betriebliche und berufliche – Job-Mobilität dämpft. Das geschätzte Mehrgleichungsmodell macht sichtbar, dass sich der Lohn Älterer durch einen Wechsel nur vergleichsweise wenig oder überhaupt nicht verbessern lässt, mithin für die meisten Älteren keine finanziellen Mobilitätsanreize gegeben sind. Die zweite Erkenntnis der Analyse besteht darin, dass das Alter auch nach Kontrolle dieses für Ältere fehlenden Lohnanreizes immer noch signifikant negativ auf die Wechselneigung wirkt. Neben dem Beitrag zur wirtschaftswissenschaftlichen Forschung haben die Untersuchungsergebnisse auch Bedeutung für betriebliches und staatliches Handeln. Allgemein gesprochen sind beide Ebenen aufgefordert, die Herausforderungen des demographischen Wandels für die Produktivitätsentwicklung zu bewältigen. Dies ist einerseits erforderlich, um die nötigen Ressourcen für eine Gesellschaft zu generieren, in der sich ein steigender Anteil im nicht-erwerbsfähigen Alter befindet. Andererseits ist dies unerlässlich, um den wachsenden Anteil der Älteren, die noch im erwerbsfähigen Alter sind, mit echten Beschäftigungschancen auszustatten und so Erwerbstätigkeit im Kontext einer alternden Gesellschaft zu unterstützen. / The present study analyses the labour market effect of workers’ ageing. Explicitly, the impact of age on productivity and wages, on innovation as well as on mobility is explored empirically. The econometric analyses are based on firm and employment data from the Institute for Employment Research (IAB) and, thus, refer to the labour market of Germany. Regarding the productivity and wage effects of age the econometric results confirm a positive correlation between firm productivity and the share of middle-aged employees (41-50 years old) within the manufacturing sector. Hence, the results provide evidence of an inverted u-shaped age-productivity profile in this sector also found for other countries. Furthermore, age-wage and age-productivity profiles seem to follow unequal patterns. Compared to the group of the 15-30 and the 51 and above years old workers the group of middle-aged employees earn less than a productivity based wage scheme would require. In terms of age effects on innovativeness the micro-econometric analysis again reveals an inverted u-shaped profile. Workers aged around 40 years seem to act as key driver for innovation activities within firms. An additional finding concerns the impact of age diversity on innovation. The expected positive effect of a heterogeneous age structure is not confirmed by the data. With respect to labour market mobility results are in favour of a negative correlation between age and job mobility either in terms of changing professions or firms. The estimation of a multi equation model verifies that expected wages of older workers do not or only marginally increase due to job mobility, so, financial incentives to change jobs are very low. Yet, even after controlling the absent wage incentive older employees still remain more immobile than younger workers. Altogether, these results should not only be of academic interest but also informative for actors on the firm and the governmental level. Both sides are asked to cope with the challenges of demographic change. Only by maintaining productivity and innovativeness until old ages the necessary resources can be generated to preserve an economy’s prosperity even if the share of non-active population is increasing by demographic developments. Secondly, enhancing productivity is essential to ensure employability of older persons and to sustain the size of workforce even in the circumstances of an ageing economy.

In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more engaged employees will be. Furthermore, the selection of communication channels can impact on the success of the message that is sent. Research has shown that if the inappropriate communication channel is selected when communicating with employees, the message might not be effectively received and understood. New technology, specifically Facebook can be introduced to provide an open and transparent channel for communication. Facebook can also facilitate two-way communication, which can lead to increased employee engagement. The literature study conducted informed the interview schedules that were developed and used to conduct semi-structured interviews with managers and focus group interviews with employees within two organisations in the South African financial sector. This was done in order to understand their expectations regarding the use of Facebook as an internal communication channel to enhance employee engagement. In terms of the conclusions derived from the empirical research, it seems evident that Facebook could be used as an additional internal communication channel to enhance employee engagement. Trust remains a very important factor in that managers should trust employees to use the channel in an ethical manner and employees should trust the organisation and its managers that they may voice their opinion freely, without the fear of victimisation. Facebook can be used to promote engagement on a social level to build relationships inside the organisation. However, managers and employees can together create a contract of understanding that will form the outline for a policy that will govern the use of Facebook. The parties involved can then negotiate the terms of this contract of understanding to ensure that all expectations regarding the use Facebook are met. / MA (Communication Studies), North-West University, Potchefstroom Campus, 2013

In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more engaged employees will be. Furthermore, the selection of communication channels can impact on the success of the message that is sent. Research has shown that if the inappropriate communication channel is selected when communicating with employees, the message might not be effectively received and understood. New technology, specifically Facebook can be introduced to provide an open and transparent channel for communication. Facebook can also facilitate two-way communication, which can lead to increased employee engagement. The literature study conducted informed the interview schedules that were developed and used to conduct semi-structured interviews with managers and focus group interviews with employees within two organisations in the South African financial sector. This was done in order to understand their expectations regarding the use of Facebook as an internal communication channel to enhance employee engagement. In terms of the conclusions derived from the empirical research, it seems evident that Facebook could be used as an additional internal communication channel to enhance employee engagement. Trust remains a very important factor in that managers should trust employees to use the channel in an ethical manner and employees should trust the organisation and its managers that they may voice their opinion freely, without the fear of victimisation. Facebook can be used to promote engagement on a social level to build relationships inside the organisation. However, managers and employees can together create a contract of understanding that will form the outline for a policy that will govern the use of Facebook. The parties involved can then negotiate the terms of this contract of understanding to ensure that all expectations regarding the use Facebook are met. / MA (Communication Studies), North-West University, Potchefstroom Campus, 2013

This diploma thesis deals with a termination of employment. Its aim is to analyze legal framework for the individual means of termination of employment with the emphasis on the termination of employment by legal action and to point out some problems in the application practice. The thesis consists of an introduction, six chapters, which are further internally divided apart from the fifth chapter, and the conclusion. The first chapter contains the general characteristics of the institute of termination of employment, also the principles of its legal regulation are mentioned in this chapter, and it deals with the termination of the employment in general terms. Termination grounds may be divided into three groups, depending on the type of legal situation based on which the employment ends: termination of employment by legal action, by legal event and by decision of the competent public authority. The focus of the thesis is on the second, the most extensive, chapter on termination of employment by legal action, which can be found in practice most often. In addition to the individual ways of terminating the employment, this chapter also discusses the issue of invalidity claims, which are closely linked to the termination of employment. The third chapter deals with the termination of employment by legal...