Tony Blair’s extraordinary decision to ask for Parliament’s approval for British military deployment in the Iraq War prompted lingering questions about who decides on matters of war and peace in modern Britain. His successors’ use, and thereby confirmation, of the new parliamentary prerogative suggested a fundamental reorganization of war powers in British politics, giving Parliament a significantly stronger position in the realm of foreign affairs. This paper argues that a number of factors, like a Prime Minister’s leadership style, the role Cabinet and the civil service, and Parliament’s governing disadvantages that makes it difficult for Members of Parliament to assert themselves proactively rather than reactively, make the prospect of a “War Powers Act” enshrining Parliament’s constitutional role in authorizing war highly unlikely.

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

This research is based on analyzing policys of the sparsely populated area (glesbygd) in Sweden formulated during cabinet of Reinfeldt and cabinet of Löfven. The purpose is to contribute knowledge about the sparsely populated areas construction thought the cabinets policys. The investigation has focused on what problems that has been constructed through policys, the causes behind the problems investigating through assumptions and presumptions, keywords and the dichotomy city/ sparsely populated area and the effects produced by the constructed problems. The method that has been used is a critical policy study (WPR) that is a kind of discursive analysis that is based on social constructive theory. The interest is furthermore to compare the two different governemnts to see similarities and differences. The result shows that the sparsely populated area has a negative development, the presumption and assumption is rooted in the sparsely populated area deviate from the city and that both the residents and the government are accountable to the represented problems. The results has been interpreted trough the theory center and periphery relation and urban preference that describe the results by thinking that there is a urban norm that permeate the thinking and agenda setting of the sparsely populated area.

No description available.

The Employment Protection Act (1982:80) provides provisions regarding priority of re-employment. A few cases where these provisions have been subject to examination, have been discussed thoroughly in SOU 2014:55. In these cases the Labour Court has identified the question whether the provisions regarding priority of re-employment can be subject to circumvention in an illegal manner. The Labour Court has stated that it would be incompatible with the sense of justice if the provisions could be circumvented to the detriment of employees entitled to priority of re-employment. However, the Labour Court stated that certain conditions have to be imposed for the assessment. After analysis of the conditions, it is established that they are deemed to cause major difficulties for employees, why it is held that the purpose and the function of the conditions are not achieved. The purpose of the essay is therefore to investigate whether the application of the conditions imposed by the Labour Court, need to undergo modifications to meet the underlying purpose of the creation of the conditions. By reason of the difficulty with the conditions, the essay provides three different amendments in which two of the amendments are ascertained to not contribute to such an improvement that they should actually be applied. The third amendment implies that the burden of proof to some degree is reversed from the employee to the employer, whereby the difficulties following the second condition are limited. To preserve the balance between the interests of both parties the standard of proof is modified for the employer. Except from the fact that the underlying purpose of the provisions can be met with this modification, the amendment also ensures that the procedural premises conform to what generally is considered valid. Additionally, the rules regain their effectiveness and predictability. / I LAS finns bestämmelser om arbetstagares företrädesrätt till återanställning. Ett antal rättsfall där dessa företrädesrättsregler varit föremål för prövning har i SOU 2014:55 diskuterats närmare. I dessa rättsfall har ifrågasatts om företrädesrättsreglerna kan kringgås av arbetsgivare på ett sätt som kan anses lagstridigt. Arbetsdomstolen har i dessa rättsfall slagit fast att det onekligen skulle vara oförenligt med rättskänslan om företrädesrättsreglerna kan kringgås till skada för företrädesberättigade arbetstagare. Arbetsdomstolen har emellertid fastställt att det måste uppställas bestämda krav för att sådant kringgående ska vara för handen, varför ett antal förutsättningar uppställts. Efter analyser av dessa förutsättningar konstateras att de ger upphov till stora svårigheter för arbetstagare, varför det i uppsatsen konstateras att förutsättningarnas syfte och funktion inte uppfylls. Det huvudsakligen syftet med uppsatsen är därför att undersöka huruvida rättstillämpningen på området behöver genomgå förändring för att uppnå det bakomliggande syftet till förutsättningarnas uppkomst. I uppsatsen utarbetas med anledning av problematiken med gällande förutsättningar tre olika förslag till ändring av gällande rättsläge. Två av dessa konstateras emellertid inte ge upphov till sådan förbättring att de bör tillämpas. Det tredje ändringsförslaget innebär emellertid att viss bevisbörda flyttas från arbetstagaren till arbetsgivaren, varigenom svårigheterna med den andra förutsättningen begränsas. För att i största mån upprätthålla balansen mellan båda parters intressen justeras också beviskraven för arbetsgivare, vilket utöver att syftet med reglerna uppnås också resulterar i att de processrättsliga utgångspunkterna överensstämmer med vad som generellt torde vara gällande. Därutöver återfår också reglerna deras effektivitet och förutsebarhet.

No description available.

Magister Legum - LLM

This thesis sets out to provide a deep analysis of the mechanisms for review of convictions in New Zealand and England after initial appeal rights are exhausted, and to identify the key areas of similarity and difference between these systems, the reasons for these differences, and their implications. The appeal systems in each jurisdiction are briefly examined, alongside the pressures and restrictions on their functioning. Particular attention is paid to the options for appeal out of time, and for revisiting appeal decisions if new material comes to light. The main discussion is of the specialist procedures for review of suspect convictions in each jurisdiction: the Royal Prerogative of Mercy process carried out by the New Zealand Ministry of Justice and the work of the English Criminal Cases Review Commission. This discussion presents the results of empirical research carried out by the author utilising the files of each of these bodies. It investigates the legal context in which each body functions, and provides an account of how each body functions in practice, by examining the circumstances in which each body will contemplate referring a matter back to an appeal court and the means by which a determination is made as to whether to do so in an individual case. In addition it examines the various factors (legal and non-legal) which impact on their work. Finally, the key features of the two systems are contrasted, with a discussion of the areas of similarity and difference, as well as the possible implications of these, in particular for reform of the New Zealand processes.

In this study, I try to find the reason behind men’s comparatively small involvement in gender politics, relative to women. I suggest that this may be due to gender politics being an area of female power and authority, where men are finding it difficult to make an impact. In interviewing eight young politicians, knowledgable on the subject, I find some support for this claim. According to two interviewees, women are said to wield more influence, than men, primarily over what’s perceived to be women’s issues. According to one, women wield more influence, both over perceived men’s and perceived women’s  issues. I make the claim that these kinds of ideas may influence men’s involvement in gender politics, though more research on the subject is needed.