At the outset of this treatise the development of the unfair labour practice is traced. The point is made that common law knows nothing about fairness and it is pointed out that the concept was introduced as a statutory concept in 1979. In 1995 the development of unfair labour practices since 1979 was relied upon to provide a list of unfair labour practices. The main thrust of the treatise concerns an evaluation of an unfair labour practice relating to benefits – listed presently in section 186(2) of the Labour Relations Act. Reference is made to Industrial Court cases and case law since 1996 is considered and commented upon. In particular, the issue of remuneration not being a benefit, and the fact that interest disputes are not justiciable as unfair labour practices for instance are canvassed.

In the last decade South Africa saw the introduction of s 8C into the Income Tax Act, no.58 of 1962, the introduction of IFRS 2 into the International Financial Reporting Standards and the promulgation of the 2008 Companies Act. Each of these changes is relevant to and impact on the consequences flowing from executive share incentive schemes, from the perspective of both the employer company offering the scheme and the employee participating in the scheme. The aim of this study was to analyse, from the employer company’s perspective, the implications of each discipline in isolation, as well as the interrelationship of the three disciplines. The further aims of this study were to utilise the findings from the analyses to identify where legislative amendment is required to close loopholes or ensure equitable results, to identify where the interrelationship of the three disciplines result in unintended consequences, and to provide recommendations on how to avoid these adverse consequences. The most significant findings of this study are summarised below. Due to the legal precedent created by the Supreme Court of Appeal in the Labat case, the mode of settlement – cash or equity – will be the determining factor as regards the availability of an income tax deduction in the hands of the employer company. It is submitted that legislative amendment is required to rectify this inequitable result. Where payment by the employer pursuant to a share appreciation rights scheme occurs in a year of assessment subsequent to the year of assessment in which vesting occurred, changes in the value of the underlying equity instrument from the vesting date to the payment date could result in adverse income tax consequences to the employer and/or the fiscus. To address this, it is recommended that the Income Tax Act should be amended to expressly bring cash-settled executive share incentive schemes within the scope of s 7B and to align the provisions of s 7B and 8C in order to avoid anomalies existing between these two sections in so far as the income tax consequences in the hands of the participating employees are concerned.

The diploma thesis deals with the impact of a possible introduction of the employee cost lump sum and of cancelling the tax exemption of some tax fringe benefits on the tax liability of the employee. In the first part the fringe benefits taxation system is described, in the second part the fringe benefits taxation system in some OECD countries is described; the third final part shows calculations of the rate of the employee cost lump sum and the analyses of the impact of the modified tax legislation on the tax liability of the model tax payers.

Occupational fitness programs have enjoyed enormous popularity over the course of the past decade. Their continuing penetration into all sectors of the business community coupled with the rapid growth of organizations serving professional fitness personnel, suggests that their presence may be permanent. A major reason for the popularity of occupational fitness programs, is the claim that fitness programs can reduce employee absenteeism. Two important issues at this time are: (1) the role of physical fitness in mediating sickness absence behavior, and, (2) the role of participation in occupational fitness programs as a way of enhancing worker attendance motivation. These issues fit in well with the Steers & Rhodes (1978) Process Model, a conceptual framework which deals with employee absenteeism from the standpoints of ability to attend (ie. high fitness) and motivation to attend (ie. high morale). The Steers & Rhodes theoretical model was chosen as an appropriate vehicle to guide this study. Part I reviewed the claim that physical fitness as a physiological state, is inversely related to sickness absence among employees. The literature review suggested that fit employees would miss fewer days from work than unfit employees. The prediction that physical fitness and sickness absence will be inversely related, formed the core of the hypotheses generated in Part I. In addition, hypotheses were also developed concerning the possible effects of gender, age, length of service and company affiliation. Correlational analyses were performed on several physiological and absence variables obtained from a sample of employees from the years 1979 through 1984. Modest but significant inverse correlations were found to exist between MVO₂ and a number of different absence measures. The magnitude of these correlations disappeared in some cases when the groups were controlled for gender. Significant correlations were also found between variables such as length of service and absence or age and absence. Absence patterns for males and females and management and classified employees also showed significant group differences. These results point to the need to consider these personal and socio cultural variables when attempting to describe any relationships between occupational fitness and absenteeism. Part II chose the Steers & Rhodes concept of motivation to attend. Based on the review of literature, it was expected that participants in the company fitness program would report positive changes in a number of attitudinal and personal variables. A simple questionnaire was developed to assess this change, and the entire population of a very large (n=1076) corporate fitness program was polled. Respondents in the main, indicated a significant improvement in their personal perception of a number of different attitudinal variables. The magnitude of this improvement was significantly related to the length of time they have been members of the program and their degree of participation in the program / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

The main focus of this diploma thesis is motivation program in Šroubárny Kyjov comapny. The theoretical part to explains the basic ideas and concepts related to on the topic. The practical part of this work is presented Šroubárny Kyjov company, s.r.o. It analyses the contemporary state of motivational programme in the company. The result of last part is creating more effective motivation program, which would improve satisfaction and increase in the efficiency of work of staff.

The purpose of this thesis was to test the theory of wage incentives, as presented in the literature, to determine if the theory is sound when applied to work situations. Data were collected by means of a survey of manufacturing plants within the state of Virginia. Questionnaires were sent to a randomly selected sample of 294 plants from among the 20 manufacturing industry classifications. It was determined that in those manufacturing plants in which wage incentive plans are applicable, they result in increased earnings for hourly workers, increased productivity of these workers, and decreased unit labor costs. It was further determined that unionism has no apparent effect on the use of these plans. / M.S.

No description available.

Accountants agree that nonqualified stock options are compensatory. However, only a limited amount of remuneration cost is recognized on the date that such options are granted; frequently, there is no recognition. Hence, the income numbers reported by grantor firms may be over-stated owing to such lack of recognition. In this regard, the objective of this study is to estimate the value of compensation implied in grants of stock options, and to present evidence pertaining to the materiality of the impact these estimates have on income from continuing operations of selected firms. The Black and Scholes option pricing model was selected to estimate the value of a stock option. This formula provides a probabilistic point estimate of the market value of a call option. A restrictive set of assumptions underlie the derivation of this formula, but empirical studies indicate that alterations of the model to accommodate violations of these assumptions fail to impart greater predictive ability. The standard Black and Scholes formula was used to estimate the compensation implied in grants of stock options during 1978 for a non-random sample of 171 firms. These estimates were adjusted for amounts related to such grants that had already been recorded. Since most firms granted options having exercise prices equal to the market prices of the optioned shares, such adjustments were infrequent. The resulting incremental compensation estimate was divided by income from continuing operations, giving an option compensation index for each enterprise in the sample. Assuming 10 percent, 5 percent, and 3 percent materiality thresholds, income from continuing operations is materially reduced for 16 percent, 31 percent, and 47 percent of the sampled firms, respectively. A statistical analysis suggests systematic association between the magnitude of the compensation index and the classification of the industry in which the enterprise operates. Other statistical tests indicate that estimates of compensation implied in grants of stock options are material for large firms in the manufacturing and retail sectors, and for small firms in the manufacturing, retail, and banking-finance sectors. These statistical results must be interpreted circumspectly owing to the non-random sample. Nevertheless, this evidence supports a re-examination of the accounting methods for stock options.

This diploma thesis deals with object income tax from dependent activities and perquisites. In the general part of the thesis is described the tax of income of individuals and its conctruction elemnts such as tax subject, tax base or tax rate. Income tax is included in the system of taxes in the Czech Republic. Outcomes are the changes effective from 1th January 2013. A big change occurred when so called solidarity tax rate was introduced. It is also defined employment and functional benefits there. Major part is the fifth part, which is devoted to the subject of taxation of income from ependent activities and perquisitess. This section describes in detail the subject of tax. This section is divided into two smaller parts. One of them consists of income that are not subject to tax. The second consists of income that are subject to tax, but the tax may be fully or partially exempt and therefore have a duty paid. In conclusion, the evaluation of existing legislation with reference to its complexity. Subject to tax on personal income from employment and remuneration is regulated by numerous laws and is difficult to orient. One way to solve the current confusion is the introduction of expenditure employment rate instead of the various kinds of exceptions and exemptions.

published_or_final_version / Public Administration / Master / Master of Public Administration