Thesis (Ph. D.)--University of Wisconsin--Madison, 1974. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Inaug.-Diss.--Heidelberg. / Lebenslauf. "Schrifttum": p. 72-74.

Thesis--Wisconsin. / Vita. Includes bibliographical references (leaves 205-210).

Project (M.A.) - Simon Fraser University, 2006. / Theses (Dept. of Economics) / Simon Fraser University. Senior supervisor : Dr. Krishna Pendakur.

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In the context of population ageing and its consequences for future welfare state support, the issue of low fertility in Europe has become very topical over the past two decades. The role of policy and gender equality in explaining fertility behaviour has gained a prominent position in the literature and even today represents two streams that are believed to be important predictors of the current fertility outcomes in Europe. When building arguments regarding the policy effects on fertility behaviour, authors often implicitly assume that everyone living in a given country is entitled to support from particular statutory policy and/or that each individual is entitled to the same amount of support. However, although everyone of reproductive age is likely to make a decision about having children, the policy support does not mean the same thing for each one of them. Instead the set of rules on eligibility conditions clearly states who is entitled to welfare state support and how extensive this support is going to be. These rules consequently mediate the impact a child is going to have on an individual’s circumstances and therefore may influence the decision of whether or when to start a family and how big this family is going to be. The issue of within-country variation in the distribution of entitlements to policy support has been largely ignored in the comparative welfare state literature and has not been sufficiently acknowledged in fertility research. By focusing on the birth-related leave schemes in Europe, this thesis aims to address this gap. It does so by linking the individual-level survey data from EU-SILC with legislative rules from 27 European countries. Such an approach allows the identification of individuals that would be entitled to birth-related leave and compares how their socio-economic situation would change if they were to have a child. Apart from that the thesis is set into a wider context of contemporary fertility research that examines the role of gender issues in fertility behaviour. As such the thesis is particularly interested in the distribution of entitlements to birth-related leave between men and women and in the analyses pays special attention to the policy designs that strengthen traditional gender roles and whether they are associated with fertility behaviour.

SANTRAUKA TIKSLINĖS ATOSTOGOS, JŲ RŪŠYS, PRIGIMTIS IR APMOKĖJIMO TVARKA Tikslinių atostogų institutas Lietuvos darbo teisėje yra Konstitucijos deklaruojamos kiekvieno dirbančio žmogaus teisės turėti poilsį ir laisvalaikį teisinė išraiška. Teisės į tikslines atostogas užtikrinimas sudaro didesnes galimybes darbuotojų teisėms ir interesams apsaugoti ir tuo pačiu stiprina pagrindinės darbo teisės funkcijos- apsauginės funkcijos vaidmenį. Iš pradžių Lietuvoje darbuotojams buvo numatyta teisė tik į 3 rūšių tikslines atostogas, tačiau atsižvelgiant į visuomenėje vykstančias permainas, kartu su kitais darbo teisiniais santykiais palaipsniui buvo reformuotas ir atostogų institutas, ko pasekoje šiandien darbuotojai jau gali pasinaudoti teise į nėštumo ir gimdymo atostogas, vaiko priežiūros atostogas, tėvystės atostogas, mokymosi atostogas, kūrybines atostogas bei įstatymų nustatytais pagrindais turi teisę būti atleidžiami nuo darbo valstybinėms ir visuomeninėms pareigoms atlikti. Šio darbo turinį sudaro keturios dalys: 1. tikslinių atostogų samprata, prigimtis ir rūšys; 2. tikslinės atostogos, skirtos darbo ir šeiminių pareigų derinimui; 3. tikslinės atostogos, skirtos darbuotojų asmeninių savybių ir profesinių gebėjimų tobulinimui; 4. laisvas nuo darbo laikas įvairiems socialiai reikšmingiems veiksmams atlikti. Tikslinės atostogos  palyginus naujas Lietuvos darbo teisės institutas. Doktrininiu ir moksliniu lygmeniu jis praktiškai nenagrinėtas, todėl šiame magistriniame darbe... [toliau žr. visą tekstą] / SUMMARY SPECIAL-PURPOSE LEAVES, TYPES, NATURE, AND PAYMENT PROCEDURE Institute of special-purpose leave—which is set out under the Lithuanian labour law—is a legal expression of the right of each working individual to recreation and leisure as declared in the Constitution. Ensuring the right to special-purpose leave provides better opportunities for safeguarding employee rights and interests as well as at the same time strengthening the role of the key labour law function, i.e. the protective function. In the beginning, there were only three types of special-purpose leave to which Lithuanian employees were entitled, although taking into account changes that are taking place in the society, the institute of leave was gradually reformed together with other labour associated legal relations, due to which employees of today are able to utilize their right to pregnancy and confinement leave, child-care leave, parental leave, educational leave, sabbatical leave, and leave for performance of official or public duties. The content of this paper consists of four parts: 1. conception, nature, and types of special-purpose leave; 2. special-purpose leave for balancing labour and family obligations; 3. special-purpose leave for employee personal and vocational improvement; 4. free of work time for delivery of various socially significant actions. Special-purpose leave is a rather new institute in Lithuanian labour law. On the level of doctrines and science it is practically untouched... [to full text]

Thesis (Mtech(Business Administration)--Cape Technikon, Cape Town, 2001 / The researcher identified an absenteeism problem at the Cape Technikon Library and sees the effect of it on a daily basis. It is a costly and disruptive problem and places unnecessary pressure on staff that are at work. From the outset, companies might not realise the cost of absenteeism until they actually measure it. Absenteeism of other staff members create various problems such as low morale, increased stress, break in team work, etc. between the staff that are at work. To reduce the absenteeism rate, certain measures and control systems should be put in place. Absenteeism can either be addressed by putting a reward system in place or making use of punishment contingencies, or using a combination of both. If staff members see that other staff members get away with excessive absenteeism, they will soon follow. Within the context of the Cape Technikon Library, a culture of absenteeism has been created and it is not easy to break that culture. This study considered possible reasons for the absenteeism as well as possible solutions. To improve productivity and cost-effectiveness, the Gross Absence Rate (GAR) should be less than 3% (Van der Merwe: 1988:25). According to Van der Merwe (1988:25) an absence rate of 10% is extremely serious and any absence rate of more than 5% should be regarded as an indicator of a situation needing further investigation. An absence rate of less than 3% can be regarded as satisfactory, although capable of furtherimprovement. On some days the absenteeism rate at the Cape Technikon Library is approximately 12%.

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