The dissertation discusses problems of redundancy payments and other forms of compensation under labour law. Its focus is to describe in depth the current Czech law system's range of compensation which is related to employment termination. Every termination of employment comes with certain rights as well as obligations for either the employer or the employee. Among some of the obligations, provisions of different types of compensation are found, to which the rights are gained by termination of labour relations that are implied by the law as well as the agreement made by both sides. This dissertation is divided into five chapters. The introduction describes the labour law in general, because labour relations are ones of the most fundamental law relations in the life of almost every person. In the second chapter, we encounter the main topic of this dissertation - redundancy payments issues, what is their purpose, how one's rights to the payment are gained, on what legal grounds, what is the amount paid in specific cases of employment termination, and how it is calculated. The third chapter focuses on a specific clause and qualification agreement on improvement and deepening knowledge, and related labour compensation. Subsequently, in the fourth chapter, I discuss the severance issues as another...

In this Master's thesis there is discussed the subject of redundancy payment and other forms of compensation in labour-law relations. In individual chapters there are described different types of compensation, which the current labour law knows and at the same time there are mentioned even compensations for which employees shall have the right according to the previous legislation. Only marginally there are mentioned compensation provided within the civil service. The Master's thesis is divide into seven chapters. In the first chapter there is performed the systematic classification of compensations, which corresponds with the content of this thesis. Second chapter is focused on the general matters connected with severance payment such as the origin of claim for redundancy payment, difference between contractual and statutory redundancy payment, paying of redundancy payment or return of redundancy payment. There is perform also the comparison with redundancy payment according to the Act No. 65/1965 Coll., Labour Code in effect until 31st December 2006. Third chapter is focused on manners of the termination of labour relation establishing the claim for redundancy payment. In detail there are analysed manners of the termination of labour relation by an employer and termination of labour relation by...

The master's thesis deals with redundancy payment and other compensations that result from labour relations and service relations. The main task is a description of redundancy payment and notice reasons related to redundancy payment. The thesis describes redundancy payment in the Slovak Republic and compares it with redundancy payment in the Czech Republic. Compensation in the service relationship and officials of territorial self-governing units are discussed. The case law of the Supreme Court is included. The diploma thesis is divided into four chapters. The termination of employment is discussed in the first chapter. The chapter focuses on legal action towards termination of employment. The reasons for termination of employment under the Labour Code related to redundancy payment are described. The second chapter focuses on redundancy payment as the main topic of the thesis. The chapter contains definition and purpose of redundancy payment. The legal redundancy payment and its amount are defined. Further, the calculation of redundancy payment is explained. There is also an explanation of contractual redundancy payment where the parties can agree on redundancy payment. The third chapter describes the termination of employment, redundancy payment under the Slovak Labour Code. It also compares the...

This DPhil thesis is a collection of three empirical papers that study the role of firms in the UK labour market. Each chapter focuses on firms at different points in their lifecycle. Young firms are an engine of job creation but little is known about the quality of the jobs that they offer. In Chapter 1, I use a matched employer-employee dataset to study how starting wages and lifecycle earnings of employees differ between young and mature firms. I find that young firms pay a small premium to new hires, but subsequent wage growth is better at mature firms, both within continuing job matches and when individuals change jobs. Crucially, highly-paid and stable jobs at young firms have become increasingly rare over time, as young firms themselves have become less likely to survive and attain high productivity levels - both in absolute terms and relative to mature firms over the same period. Policies that aim to stimulate job growth by encouraging the formation of new firms should therefore pay close attention to the types of firms that form. Chapter 2 asks what determines the proportion of a firm's income that workers receive as compensation. I use longitudinal firm data from a period of substantial labour share variation to understand the firm-level determinants of the labor share of income - a question that has typically only been addressed with country- and sector-level data. Estimating a dynamic model using GMM, I find that firms with greater market power and a higher ratio of capital to labour allocate a smaller proportion of their value added to workers. Testing the impact of tangible and intangible capital on low- and high-wage firms leads to conclusions consistent with the hypothesis of capital-skill complementarity. Overall, the results suggest that firm-level drivers play a key role in the evolution of the aggregate labour share, which has declined significantly since the 1970s. Chapter 3 co-authored with Brian Bell, focuses on mature firms and asks how wages at such firms respond to idiosyncratic firm-level cost shocks. We create a unique dataset that links longitudinal data on workers' compensation to the unexpected costs related to firms' legacy defined benefit pension plans. We show that firms are able to share the burden of such costs when a significant share of their workers are current or former members of the plan. We also find that firms that respond to deficits by closing down the pension plans effectively reduce the total compensation of plan members. These results point to significant frictions in the labour market, which we show are a direct result of the pension arrangement that workers have. Yet closing schemes has an implicit cost for firms, since it reduces the frictions that workers face, and increases mobility.

This study was conducted to determine what the relationship is between the employee compensation/benefit programs in Texas public school districts and the basic values and beliefs that are important to the success of the districts.