Search

While observers agree that courts function poorly in developing countries, a lack of data has limited our understanding of the causes of malfunction. We combine data from administrative records on severance cases filed in the Mexico City Labor Court with interventions that provide information to parties in randomly selected cases on predicted case outcomes and conciliation services. We first use the data to document a set of stylized facts about the functioning of the court. The interventions nearly double the overall settlement rate, but only when the plaintiff herself is present to receive the information directly. Administrative records from six months after the treatment indicate that the treatment effects remain unchanged over that period, even though an additional one in three cases in the control group settle in that period. The post-treatment results indicate that lawyers do not convey the information provided in the intervention to their clients. A simple analytic framework rationalizes the experimental results. Analysis of settlements induced by the interventions suggests that the provision of information is welfare-improving for the plaintiffs. The experimental results replicate over two phases conducted in different sub-courts, showing robustness.

The COVID-19 crisis has had a profound effect on higher education, especially medical education due to its sensitive nature, dealing with people's life and wellbeing. This study presented a crisis management model of how to direct medical education during crises. A qualitative design was used via a focus group among 83 medical education administrators at Shiraz University of Medical Sciences. Four major challenges emerged regarding medical education during the COVID-19 pandemic including "The health and wellbeing of faculty members and students"; "Spatial constraints"; "Time constraints", and "Access to resources". A total of 13 strategies were suggested to tackle the challenges, including virtualization, technological support, empowerment, participation, sharing, helping, integration, compression, omission, flexibility and diversity, severance, protection; and monitoring. For a sustainable educational pathway in medical education, personalized approach to education via the incorporation of technology is essential. This provides opportunities to tackle the issues caused by the crisis, by provision of any time and anywhere approach to education via flexible technologies/platforms adjusted based on the audiences. The scope of crisis management expands not only on individual and academic levels but also on social and global relations.

Originally founded in 1885, Gwanghyewon later became the Severance Hospital (named after philanthropist Louis Severance, who supported and funded the construction of a modern hospital) and Yonsei University College of Medicine. The Department of Neurosurgery at Severance Hospital was established in 1957, and its residency program began in 1961. Currently, the Department of Neurosurgery has 34 professors and 17 fellows; specialties include vascular, functional, pediatric, tumor, skull base, and spine neurosurgery. With its state-of-the-art neurosurgical facilities and services, the Department of Neurosurgery has developed into a department of excellence within the Yonsei University Health System. In this vignette, the authors present a historic overview of the Department of Neurosurgery.

Artikel ini menjelaskan faktor-faktor yang memengaruhi kebijakan luar negeri Iran terhadap Arab Saudi pascaeksekusi mati Nimr al-Nimr pada tahun 2016. Nimr al-Nimr adalah ulama Syiah yang dihormati di Timur Tengah. Iran sebagai negara dengan populasi penganut mazhab Syiah terbesar di dunia bereaksi keras atas tindakan Arab Saudi tersebut sehingga hubungan kedua negara memburuk, bahkan berujung pada pemutusan hubungan diplomatik. Pertanyaan penelitian yang diajukan adalah faktor-faktor domestik apakah yang memengaruhi kebijakan tersebut? Dalam riset ini, periset menggunakan metode riset kualitatif dengan pengumpulan data melalui wawancara pada sejumlah pakar Timur Tengah dan menelaah literatur, dokumen, dan media massa. Dalam menganalisis, periset menggunakan teori dari Mintz dan DeRouen mengenai tiga faktor domestik yang memengaruhi kebijakan luar negeri suatu negara, yakni kepentingan ekonomi, peran opini publik, dan siklus elektoral. Hasil riset ini adalah kebijakan luar negeri yang diambil Iran pascaeksekusi mati Nimr Al Nimr sangat terkait dengan kepentingan ekonomi, terutama terkait pelaksanaan ibadah haji; sejalan dengan opini masyarakat Iran yang sangat menghormati Nimr Al Nimr; dan pertimbangan siklus elektoral, dimana kebijakan yang diambil Rouhani berpengaruh pada kemenangannya dalam pemilu tahun 2017.

This article aimed at evaluating whether the increase in termination fines for the Brazilian Government Severance Indemnity Fund for Employees (Fundo de Garantia do Tempo de Servico–FGTS) (amendment No. 110/2001) from 40 per cent to 50 per cent, concerning employees dismissed without just cause, has affected the dynamics of dismissals in the Brazilian formal labour market. Data from the Social Information Annual List (Relacao Anual de Informacoes Sociais–RAIS) 2001–2002, descriptive and econometric analyses using fixed effects panel data and quantile regressions for panel data suggested that passing the amendment 110/2001 helped reducing dismissals without just cause. This may also have contributed to reduce possible “agreements” or “collusion” between the employee and the employer to the employees gets the benefits that he/she is entitled to when get fired without justification.

Government prepares Law Copyright Labor by using the concept of Omnibus Law, to be used as a scheme to build the economy in order to attract investors to invest in Indonesia. Law Number 11 of 2020 concerning Job Creation has several clusters, one of which regulates employment as stated in the previous Law, namely Law Number 13 of 2003 concerning Manpower. In the employment cluster, the Government seeks to harmonize the 3 laws so that they are in line so as to provide a space for investors to open their businesses without worrying about overlapping regulations and causing losses to investors. This research menuse normative juridical methods , the concept of the Omnibus Law So far it is not clearly regulated in Law Number 11 of 2020 concerning Job Creation . The government is trying to implement the omnibus law to create jobs. But it is not balanced with regulatory substances that are able to avoid conflicts that have occurred so far. This Job Creation Act still has many weaknesses. This problem exists in changes to the provisions for leave, giving severance pay and others. These changes further narrow the space for workers / laborers to fight for their rights.

This study aims to explain and analyze the settlement of disputes in cases of termination of employment at the Palembang Industrial Relations Court. The research method used in this research is a type of empirical legal research (juridical empirical) that sees law as facts. The results showed that the incidence of termination of employment in Palembang City was caused by several factors, but the most dominant was that qualified workers/laborers resigned. The process of resolving a case of termination of employment at the Palembang Industrial Relations Court can be carried out using a quick program and an ordinary event. The two events, which are most often used to resolve cases of termination of employment at the Palembang City Industrial Relations Court, are normal. The obstacle related to the judges of the Palembang City Industrial Relations Court in resolving cases of termination of employment is that the parties do not agree on severance pay. The author suggests that the parties in a case state cooperative, not concerned with their respective egos related to severance pay so that the settlement of the case for termination of employment at the Industrial Relations Court can run smoothly. Besides, Industrial Relations Court judges also need to explain if the party does not agree on severance pay.Keywords:  Settlement; Termination of Employment; Industrial Relations Court.Â

Diplomatic buildings are considered a model representing the civilization of a country withinthe host country ,They represent bridges between countries,The aggression against it by elements belongingto the host country reflects negatively on the relations between the two countries, which is represented bythe severance of relations and may reach the outbreak of war between them ,Accordingly, the primary taskin planning these buildings is related to achieving their requirements represented by the security component,in addition to the symbolic, environmental and ideological component .Therefore, the security aspect is anessential element in the planning and design of these buildings .As a result of the rise in terrorist attacksagainst these buildings in a number of countries, in addition to the lack of local studies on the securityindicators of these buildings, The need appeared to adopt more studies on planning and design indicatorsand the security safety of diplomatic buildings ,This, in turn, requires an extensive study of indicators thatmost meet the security and diplomatic safety requirements By studying the security of these buildings andidentifying the most important elements required to secure them ,As the goal of the research lies in extractingindicators of security decisions for diplomatic buildings, and diagnosing indicators for assessing theirsecurity level .Where attacks against embassy buildings are confronted by risk management and evaluationthat determine the mechanisms to respond to these risks ,And how to take preventive measures to preventdanger ,by designing the defensive ranges of the diplomatic building from the perimeter of the building toits internal parts ,Whereas, the physical security measures of the building are among those preventivemeasures aimed at preventing threats and dangers through defensive ranges and consisting of securitymeasures and insurance elements .Therefore, this research will give great attention to security design criteriaand to identify mechanisms in the field of measuring the safety and security of diplomatic buildings againstterrorist threats, in order to determine the best design alternatives.

The introduction of advanced technologies requires restructuring the labour market and redistributing the workforce. Therefore, the study of the demand for workers in the digital economy is necessary for preventing unemployment. We examine the impact of advanced technologies on unemployment in Russian regions. The transition to a new technological wave and the development of advanced technologies will differently affect the unemployment among various categories of population depending on their educational level. Using the combination of spatial analysis, statistical and econometric methods, we identified clusters of high-tech, medium-tech, and low-tech regions of the Russian Federation, described the impact and confirmed the proposed hypothesis. We have discovered that most Russian regions have a low potential to transition to a new technological wave. Simultaneously, in high-tech regions with sufficient potential to develop a new technological wave, digital economy does not require a large number of employees with university education. Moreover, such regions are experiencing an acute shortage of people with vocational education. Currently, selected Russian regions have resources, potential and reserves to develop the sixth technological wave, while others provide human resources. This situation leads not only to deepening regional differentiation but also to severance of economic relations between regions, hindering their interaction in the new conditions. The obtained results can be used to support proposals and measures for regulating labour market processes to develop scientific, technological and economic potential of the country.

ZusammenfassungAm 19.02.2019 kam es nach Durchtrennung eines 110-kV-Kabels zu einem großflächigen Stromausfall im Berliner Bezirk Treptow-Köpenick. Nachfolgend waren ca. 30.000 Haushalte ohne Strom; betroffen waren ca. 70.000 Menschen. Der Stromausfall dauerte mehr als 24 h an und stellte alle Beteiligten vor eine Vielzahl von Herausforderungen. Es wurde der Führungsstab (operativ-taktisch) einberufen, in dem auch medizinische Schwerpunkte fortlaufend identifiziert und reevaluiert werden mussten. Hierbei handelte es sich mitunter um die Identifikation von besonders gefährdeten Patienten wie beispielsweise heimbeatmeten Patienten oder Patienten mit Kunstherz. Weiterhin mussten einzelne Pflegeheime evakuiert werden. Im Verlauf war es notwendig, aufgrund des Ausfalls der Stromversorgung im Schadensgebiet, eine Intensivstation bzw. „Intermediate-care“-Station mit 23 Patienten zu evakuieren. Krankenhäuser müssen sich im Rahmen von Vorplanungen auf derartige Szenarien einstellen. Weiterhin müssen seitens der zuständigen Behörden Vorplanungen erfolgen, die die besonderen Bedürfnisse von vulnerablen Gruppen beinhalten.

This two-part article aims to compare and analyze the Czech and Polish legal regulations on the termination of employment due to organizational changes adopted by the employer. In particular, the analysis deals with the extent, to which the compared legal regulations protect the employee and the durability of his employment, and (on the other hand) the employer's right to freely conduct business activity by managing his enterprise and deciding on the composition of his workforce. The first part of the article contains a comparison of selected aspects of the basic legal regulation of termination of employment in both countries and the presentation of the conditions for the application of organizational reasons for termination of employment, focusing mainly on the Czech regulation and its judicial interpretation. The second part of the article aims to compare the previously described Czech approach with its Polish counterpart, as well as to compare other socio-legal tools of employee protection related to the main topic, such as the application of the provisions on collective redundancies and mandatory severance pay, special protection of various groups of employees against dismissal, obligatory consultations with trade unions, etc. On this background, the authors also formulate certain proposals for legislative changes in the subject area.

Research shows a wave of layoffs and a decrease in labor/employee/employee income during the COVID-19 pandemic. The percentage of dismissed workers/employees/employees in Indonesia at the end of April 2020 was 15.6%. Based on data obtained by the South Sumatra Regional Office of Manpower and Transmigration on April 29, 2020, as many as 612 workers in South Sumatra experienced layoffs due to the COVID-19 pandemic. A total of 7,020 workers were laid off and received no wages during the pandemic. The research method used is socio legal research, namely research that examines the social symptoms that exist in society and then correlates them with statutory regulations. The impact of layoffs during this pandemic, many of these companies often use force majeure reasons. On the other hand, to tackle the Covid-19 problem, one of the efforts made by the Government is the Circular of the Minister of Manpower Number M/3/HK04/II/2020 concerning Protection of Workers/Laborers and Business Continuity in the Context of Preventing and Overcoming Covid-19. Some companies that cut off work relations during the COVID-19 pandemic often use force majeure reasons, to avoid wages and severance pay that should be the rights of workers/laborers.

This study aims to determine how the hotel policies in laying off employees are reviewed according to the labor law in Law No. 13 of 2003 and Civil Law in terms of work agreements. The interest of having a job is the most important interest of every society. Because by having a job, people have income to meet their daily needs.This study discusses the policy of the hotel to lay off employees while in the work agreement, employees have the right to pay that they must receive in accordance with the work contract. It is true that no one knows if the COVID 19 pandemic that attacks all countries in the world has had many adverse effects on society. One of the most important impacts is the decline in income and business due to government policies that require reducing the number of people gathering or creating crowds in Indonesia. As a result of this decreased income, employers made efforts to lay off employees to prevent their business from rolling down. However, this policy creates losses for employees who work in the place of business. The conclusion that can be drawn is a violation of the contents of the agreement if when laying off employees or workers but they do not give their rights, namely salary, because salary is the right of every employee who works, and when leaving but not returning to employ an employee where the contract is still valid it is a violation of the contents of the contract, except with the agreement and conditions to terminate the employee's unilateral contract with compensation for severance pay by the hotel. However, this will be difficult if the employees who are dismissed and not given a salary and who are not called back to work are employees who work under an oral agreement. Because there is no written agreement that is binding and proves what was agreed upon orally between the employee and the entrepreneur.

This research is the implementation of tax planning for the costs of the welfare of employees to minimize the burden of taxes owed to the tax at PT. Pertani (persero) Medan. The analysis of this research used descriptive technique analysis data. The data were collected and arranged, then conducted an analysis of the data. Descriptive analysis of data collected in the form of numbers. This is due to the quantitative method. PT. Pertani has done the implementation of tax planning on employees welfare costs but the effort is not maximized because there are still policies related to the costs of employees welfare which is a costs that can not be charged as a deduction of company's gross income (non deductible) . The company policy regarding of employees welfare costs, among others are : PT. Pertani doesnt bear outcome added tax according to section 21 pph about employees.The company establishes its own clinic where the costs incurred by the company for the provision of doctors and the provision of medicines to employees can not be deducted from gross income.

Entrepreneurs start and grow their ventures in a widely varying set of institutional contexts. One differentiator is a country’s regulatory efficiency which encompasses the freedom to start and to run a business without excessive government interventions around registering, hiring, and firing employees, and price controls on currency. The efficiency of regulations varies substantially among countries and imposes additional costs and risks on entrepreneurs’ activities. We integrate insights from institutional theory and recent literature on gender and entrepreneurship to better understand how a country’s regulatory efficiency affects male and female entrepreneurs’ employment growth ambitions. We explore three aspects of regulatory efficiency: business freedom (e.g., to start, operate, and close a venture), labor freedom (e.g., laws around minimum wage, layoffs, severance), and monetary freedom (e.g., price stability) using data from over 47,000 entrepreneurs in 68 countries. We find that entrepreneurs’ growth ambitions are higher in countries with more efficient regulations, particularly those countries characterized by fewer labor law restrictions and greater monetary freedoms. These findings are further exacerbated by gender by such that, relative to their female counterparts, male entrepreneurs have significantly greater venture growth ambitions. Our paper contributes to the discussion on how formal institutions influence women and men entrepreneurs in distinct ways.

Urban barriers are often a consequence of the unplanned expansion of transport infrastructures, housing growth nearby existing transport infrastructures, and the vehicular traffic itself. This process, also known as “community severance”, is a problem that affects the travel patterns of the population and causes negative impacts to adjacent communities, but it is not easy to assess. As an alternative to the costly technologies and restricted-access data sometimes used to analyze urban barriers, we propose an analytical approach that assesses community severance levels by classifying the quality of Pedestrian Crossings on Urban Streets (the PeCUS index). Additionally, the approach is used to identify possible inequities nearby the different classification groups regarding demographic data. We used the chi-square (χ2) test of independence and the standardized Pearson residuals to indicate deficits and excesses of residents regarding the demographic characteristics studied surrounding the urban streets. We found the following evidences of associations: residents with low-income or those aged up to 19 tend to live close to the worst crossings, whereas residents with permanent mobility constraints or the elderly tend to live near the crossings with the best classifications. Therefore, the study shows that the assessment of community severance by the analysis of the PeCUS index is feasible. Moreover, it reveals that the distribution of residents surrounding the distinct classes of quality of crossings is equitable for vulnerable social groups, except for low-income or young residents.

In a work relationship such as other legal relationships it does not always run smoothly,because the wishes of one party (generally workers) cannot always be fulfilled by otherparties (employers), so that this will cause problems in work relationships such astermination of employment (layoffs) ) the formulation of the problem in this study are: 1.What factors cause the termination of employment (FLE) to permanent employees. 2.What is the legal effect if there is a termination of employment (FLE) against permanentemployees according to Law Number 13 of 2003. This study uses a type of normativeresearch, namely research by examining library material or secondary data. Factors thatcaused employers to lay off workers / laborers according to Law No. 13 of 2003 are: a)violations of work agreements, company regulations, and collective labor agreements. b) Violations or serious mistakes. c) Employees are detained by the authorities. d) Due tochanges in company status. e) because the company is closed. e) Because workers arecaught in a criminal case. f) Because the company is closed. g) bankrupt company. h)Workers are absent from their jobs. The legal consequences of termination of employmentwith workers / laborers according to Law No.13 / 2003 in Article 156 paragraph (1) areto give obligations to employers to provide; a) Severance pay, b. Working period awardmoney (service fees). C. Reimbursement of rights. D. Separate money.

Employers have an interest in increasing the productivity of their business performance, whereas workers have an interest in obtaining wages, rewards, or incentives from carrying out work. Employee relations with employers often occur disputes that end in Termination of Employment (layoff). The implementation of layoffs can lead to conflict if one party does not accept the dismissal decision. The settlement of the industrial relations dispute is generally settled using Law No. 13 of 2003 concerning Employment. But, in this law, there are still many weaknesses that can be distorted by and overlapping causes legal uncertainty inferred from Article 156 Paragraph (1). The purpose of this study is to carry out reconstruction in Article 156 Paragraph (1) to fulfill the element of justice for workers. This study uses empirical juridical approach method related to the granting of workers' rights due to layoffs. The type of data used in this study includes primary data and secondary data. The collected data were analyzed by descriptive analytics. The results of the study found that giving of workers' severance and rights due to layoffs occurred injustice and disadvantaged the workers as weak party. This injustice can be in the form of non-payment of rights that should be received by workers due to layoff, legal uncertainty, and ambiguity in the judge's decision. Therefore, in order to guarantee legal certainty on the balance of rights and obligations for employers and workers, the legal norms reconstruction in Article 156 Paragraph (1) needs to be emphasized by adding the length of time of the given rights and the reasons for the layoff workers’ rights.

In many countries, labor courts play a central role in the determination of firing costs by monitoring and supervising the procedures for dismissals, and, eventually, deciding severance payments mandated by the employment protection legislation (EPL). To get some insights about the impact of labor courts on effective firing costs, we explore a new database that contains information on labor courts’ intervention in firings before and after the implementation of significant EPL reforms modifying severance payments and procedures for dismissals. Our results suggest that labor court rulings on economic dismissals did not fully translate the reduction of firing costs mandated by the new EPL to effective firing costs.

Background Aspects of community severance (the separation of people from goods, services, and each other by busy roads or other transport infrastructure) have been linked to poor health and wellbeing, but few studies have examined the overall relationship between community severance and health. We created a novel index for community severance and estimated its association with the self-rated health of adults in Great Britain. Methods Data were collected from a nationally-representative online panel survey of 4,111 participants, February-July 2016. To construct an index, polychoric factor analysis (suitable for ordinal variables), was conducted on four survey items related to the perceived impact of roads on ability to walk locally: 1) traffic volume, 2) traffic speed, 3) availability of crossing points, and 4) adequate crossing time. Community severance index scores were negatively skewed, and were thus categorised into four groups (lowest 40%, second, third and highest). Logistic regression was used to examine the association of community severance with self-rated health (‘good’ (very good/good) vs. ‘poor’ (fair/bad/very bad)), adjusting for potential confounders (age, income, employment status). We also examined effect modification of the severance and self-rated health association by environment type (urban/not urban) and the presence of a car in the household. Results Polychoric factor analysis confirmed that it was appropriate to combine the four survey items into a single index (Cronbach’s Alpha=0.86; Keiser-Meyer-Olkin measure of sampling adequacy= 0.76, all factor loadings >0.74). After controlling for confounding factors, being in the highest community severance index group was associated with higher odds of reporting poor self-rated health (Odds Ratio: 1.79, 95% Confidence Interval: 1.48–2.17) compared with the lowest scoring group. There was a dose-response gradient, with those in the second and third highest groups having increased odds of reporting poor self-rated health, though of lower magnitude ((OR 1.21, 1.01–1.45) and (OR 1.41, 1.16–1.71) respectively). Conclusion We found an inverse association between community severance index and self-rated health. This suggests that to improve health, local governments and road authorities should take steps to reduce community severance through traffic reduction and calming, pedestrian prioritisation, and the installation of well-designed crossing points.

In many countries, there is a movement away from ‘car-centred’ policies and a stronger interest in developing healthy, equitable, and sustainable transport systems that enhance liveability. However, the translation of these new priorities into convincing ‘economic cases’ for funding agencies requires changes in appraisal methods. This paper reviews the state of the art in the appraisal of nine impacts of transport related to liveability: trip quality, time use in transport, place quality, time use in places, personal security, visual blight, community severance, equity/social inclusion, and health/wellbeing. We look at whether and how these impacts are currently appraised in practice and propose alternative methods based on a review of the literature and our suggestions. We found that there are robust methods to measure and monetise some of the impacts, but those methods tend to be integrated in national guidelines and are not always suitable at the city or regional level. Research on stated and revealed preferences methods has moved fast but application faces issues of complexity, transferability, and double counting. It is still difficult to monetise impacts such as time use in transport and visual blight without further methodological developments.

Aim - the search, analysis and systematization of historical facts concerning the formation and evo-lution of the world medical standartization; severance of its certain long-standing models for the optimization of settling and introduction of the existing, and future analogs, particularly, in the clinical audit format. Material and Methods. In order to study the medical standard as a historical component the fol-lowing methods were used: bibliographic, historical, analytical and methods of systematization and comparison. Results and Discussion. As a result of the conducted research the main historical events in the world development of the medical standartization starting from 1500 up till nowadays were col-lected. In order to study the evolution of the medical standartization, the analysis of the normative documents that have regulated the process of standartization, especially the Doctor's statute(s) in Russia, Minimal standard of the medical equipment and works of the American college of surgeons, was carried out. The scientific works that initiated the introduction of the clinical audit in the Health Care system in Ukraine, Turkey, the USA and Great Britain were throroughly analyzed. Conclusions. The improvement of quality as to rendering the medical aid is a job priority in the health care systems in many countries. For that reason, the search for its optimization was and is still retrieved for many centuries. The territorial formation of medical standartization is associated with England, Russia and the USA, but the occurrence of clinical audit is connected with Ukraine, Turkey, the USA and Great Britain. The foundations of the medical standardization was lauched in 1500 year, while the clinical audit - in 1854 year. The medical standartization is a reflection of the history of development of the organization of health care system, that's why the expertness (knowl-edge) of historical stages concerning the setting and the introduction of medical standartization may give a new impulse in its improvement and development under present-day conditions of reforma-tion in the medical sphere in Ukraine. The earlier beginning of implementation of the medical stan-dartization in the health care system in different countries makes it possible to actualize its introduc-tion into the clinical audit format, that, in its turn, allows to improve the quality of rendering the medical aid. Key words: medical standartization, clinical audit, quality of medical aid

According to OECD statistics, in 2003–2013 annual incidence of job displacement varied from 1% to 7% of total number of wage and salary workers aged 20–64. Labour reallocation is a necessary part of labor market flexibility and economic growth however worker displacement generally also leads to an increase in unemployment and to a decrease in the income of those dismissed. Therefore, a set of measures to mitigate the negative consequences of this process is becoming an important direction of labor market policy. Significant cross-country differences in the ratios of re-employment and the size of wage gaps between jobs indicate that a well-designed and effective labor market measures, as well as properly “tuned” institutions, can significantly reduce the social risks of layoffs. Employees of obsolete professions who require serious professional retraining are in the group of primary risk after the displacement. Given the increasing dynamism and flexibility of the labor market throughout the world, the development of a more targeted system of financial support for the dismissed which involves coordinating the payment of benefits of various types, as well as taking into account the interests of vulnerable workers who do not have time to gain the tenure necessary to participate in the voluntary insurance program, is needed. Present study outlines the main policies for mass layoffs in OECD countries. Particular attention is paid to the characteristics of the system of financial support for the displaced workers, including the specifics of unemployment benefits and severance pay, as well as the configuration of active programs in the labor market and the practices of the public employment service. Acknowledgements. The article was prepared within the framework of the Basic Research Program at the National Research University Higher School of Economics (HSE) and supported within the framework of a subsidy by the Russian Academic Excellence Project “5–100”.

This piece of writing has investigated the legal and institutional frameworks regulating rural land governance in Ethiopia by taking the comparative analysis of rural land governance of other African countries, namely Ghana, Kenya and Uganda. The best experience of these countries on the legal and institutional frameworks is examined so as to draw a lesson for the Ethiopian land governance system. The article has employed doctrinal legal research approach and rural land legislations of the country were investigated in great detail. The article has also comparative aspect because, it has drawn lessons from the legal regimes of other African countries that have best experience on the legal and institutional frameworks governing rural lands. Ethiopia can draw many good practices from Ghanaian, Kenyan and Ugandan rural land governance. Rural land legislations in these countries have given sufficient room for the protection of customary land rights and these rights are equally compensated at the time of compulsory acquisition of land use rights. In addition to these, land legislations in these countries compensate owners not only for the value of the produce upon their land but also for the market value of the land taken, cost of disturbance and other damage like severance and injurious affection. So, this can be a good lesson for Ethiopia in order to consider the life of individuals whose land is being expropriated but unable to rehabilitate to their past economic situation after compulsory acquisition. Ethiopia can also acquire a good lesson from these countries on the mode of institutional arrangement governing rural land administration is concerned. In all these African countries, the mandate to administer land is arranged at the ministry level at the apex and there are also other independent sector based institutions up to the lowest administrative hierarchy. Ethiopia, that governs land at the directorate level under the Ministry of Agriculture at the top and bureau of land and environmental protection at the middle and land and environmental protection offices/departments at the lower administrative level can capture this good practice from Ghana, Kenya and Uganda in order to give sufficient room for this vital economic resource that is livelihood for mass populations of the country.

Purpose- The aim of this study is to examine the conditions of the right to claim severance pay if the employment contracts of the teachers in private schools are not renewed at the end of the term.Methodology- The conditions for entitlement to severance pay for private school teachers will be discussed in light of Law No. 5580, 4857, 1475, court practices and views of scholars.Findings- With regard to whether private school teachers can receive severance pay if the employer terminates the fixed term employment agreement by not renewing at the end of its term and if such a decision by the employer isn’t based on a valid reason. There is no clear provision. Conclusion- After the Supreme Court’s decision via private school teachers will be entitled to severance pay upon the nonrenewal of their pre-renewed employment contracts, it is possible to state that the disadvantages of working in a fixed term contract by teachers working in private schools are reduced., Amaç- Bu çalışmanın amacı, özel okullarda eğitim veren öğretmenlerin iş sözleşmelerinin süre sonunda yenilenmemesi halinde kıdem tazminatı talep hakkı koşullarının incelenmesidir.Yöntem- Özel okul öğretmenlerinin kıdem tazminatına hak kazanma koşulları, 5580, 4857 ve 1475 sayılı Kanunlar’ın ilgili hükümleri, Yargıtay kararları ve öğreti görüşleri değerlendirilmek suretiyle incelenecektir. Bulgular- Özel okul öğretmeninin iş sözleşmesinin bir sonraki yıl yenilenmeyeceğine ilişkin işveren bildiriminin, haklı bir nedene dayanmaması halinde, öğretmenin kıdem tazminatına hak kazanıp kazanmayacağına ilişkin mevzuatta açık bir düzenleme bulunmamaktadır.Sonuç- Özel okul öğretmeninin önceki yıllarda yenilenmiş olan iş sözleşmesinin, bir sonraki yıl yenilenmeyeceğinin, işveren tarafından işçiye bildirilmesi halinde, öğretmenin kıdem tazminatına hak kazanacağına ilişkin Yargıtay Hukuk Genel Kurulu kararı, özel okul öğretmeninin belirli süreli iş sözleşmesiyle çalışıyor olmasına ilişkin olumsuz sonuçları azaltmıştır.

One form of strategy to convey the beauty of Indonesian products is through promotion. Promotion is an effort of the marketer in informing and encouraging other people or parties who are interested in making transactions products or services that they market. Interpersonal communication is a form of communication that is often used in promotions through word of mouth marketing activities. The interpersonal relationship that starts from the beginning, continues with the stage of involvement, then the stage of intimacy. The next two stages constitute relationship decline, namely destruction and severance. The socialization of the role of interpersonal communication in enhancing the promotion of traditional weaving in the representatives of the people of the weavers of Kanekes Village, Baduy is expected to provide increased understanding and knowledge about interpersonal communication, in an effort to carry out promotions and provide plenary services for both Overseas and Nusantara tourists visited.

We examine the association between CEO severance pay (i.e., payment a CEO would receive if s/he is involuntarily terminated) and corporate tax planning activities. We find that CEO severance pay is positively associated with corporate tax planning, consistent with CEO severance pay providing contractual protection against managers' career concerns and thereby inducing otherwise risk-averse managers to engage in incremental levels of tax planning. This result holds under an instrumental variable approach and propensity score matching, and survives alternative measures of CEO severance pay and corporate tax planning. Finally, we find that severance pay provides stronger tax planning incentives in situations where managers are expected to face greater career concerns—when they are less experienced, when they face stronger shareholder monitoring, and when they manage firms with higher idiosyncratic volatility. Overall, our results suggest that CEO severance pay represents a form of efficient contracting with otherwise risk-averse managers.

With this study, we aimed to evaluate professional and amateur athletes’ social insurances with legal aspects in Turkey.In this study -which was prepared by making use of descriptive analysis- related laws, regulations and literature were reviewed and the recent situation was demonstrated by researching the obtained resources. It’s understood that professional and amateur Athletes’ contracts are a sort of service contracts, but neither group is subject to Labor Law No. 4857, therefore they cannot demand severance pay, notice pay or annual leave; and that general and special provisions of Law on Debts No. 6098 were implemented for the athletes who signed a contract with a club; and it is also understood that state athletes, jockeys and foreign athletes were subject to the Law On Social Insurance and General Health Insurance No.5510; and that, amateur athletes who have a contract with a club were evaluated in the scope of private health insurance, despite that, amateur athletes without contract to any club aren’t subject to social insurance provisions

This study performed a root cause analysis on large fire accident that took place at Severance Hospital in Shinchon, Seoul, where it held around 1,200 inpatients to provide ways of improving fire safety and decrease the risks. Accident reports, comprehensive analysis countermeasure report, and fire safety regulations were used to collect information and data for the root cause analysis. The fire and safety supervisors were also interviewed. The drill down analysis confirmed lack of safety management on kitchen facilities (brazier), chelation of the ventillation duct due to the oil mist, and the problem with allowing the use of gas brazier inside the breakrooms of the hospital. Safety improvements must be taken into an initiative in not only the areas of accident, but everywhere to decrease the risk of danger.

Zusammenfassung In diesem Beitrag wird untersucht, ob Vorstandsabfindungen von börsennotierten Unternehmen durch die Empfehlung 4.2.3 Abs. 4 Satz 1 des Deutschen Corporate Governance Kodex in der Fassung vom 7. Februar 2017 in ihrer Höhe begrenzt werden. Die dort vorgeschlagene Vereinbarung einer Begrenzung der Abfindungshöhe im Anstellungsvertrag entfaltet jedoch bei der vorzeitigen Vertragsbeendigung mittels eines Aufhebungsvertrags keine rechtliche Bindungswirkung. Die Analyse umfangreicher empirischer Daten zu Entsprechenserklärungen aller CDAX-Unternehmen in den Jahren 2010 bis 2014 zeigt, dass signifikant mehr als 20 Prozent der Unternehmen die Vereinbarung der empfohlenen Obergrenze ablehnen. Des Weiteren kann für die tatsächlichen Abfindungsrelationen vorzeitig ausgeschiedener Vorstandsmitglieder von DAX-Unternehmen in den Jahren 2010 bis 2014 gezeigt werden, dass die empfohlenen Obergrenzen trotz anderslautender Entsprechenserklärungen mehrheitlich überschritten wurden. Auf Basis der empirischen Ergebnisse wird eine Gestaltungsempfehlung für die Praxis abgeleitet, welche der Empfehlung zu einer stärkeren Wirkung verhelfen kann.

Artificial intelligence (AI) and robotic technologies have become nearly ubiquitous. In some ways, the developments have likely helped us, but in other ways sophisticated technologies set back our interests. Among the latter sort is what has been dubbed the ‘severance problem’—the idea that technologies sever our connection to the world, a connection which is necessary for us to flourish and live meaningful lives. I grant that the severance problem is a threat we should mitigate and I ask: how can we stave it off? In particular, the fact that some technologies exhibit behavior that is unclear to us seems to constitute a kind of severance. Building upon contemporary work on moral responsibility, I argue for a mechanism I refer to as ‘technological answerability’, namely the capacity to recognize human demands for answers and to respond accordingly. By designing select devices—such as robotic assistants and personal AI programs—for increased answerability, we see at least one way of satisfying our demands for answers and thereby retaining our connection to a world increasingly occupied by technology.

The practice of Foreign Direct Investment (FDI) in developing countries often cause the labor problems, such as the labor on strike demanding higher wages or the severance pay as the results of the “down-sizing” whose made changes etc. In the country who has inadequate labors regulation or even does not have a strong labors union, it is difficult to enforce the rights of the labors. With the extreme separation position system between the labors and the employer, the problem is always decreasing, so the concept of alternative working relationship to solve this problem. The mudharabah principle in working agreement may be the way to solve the problem. That principle puts the labor and the employer to the same position, so the worker can develop their self to be productive and will gain the the profit for the company and also increase the labors income. In that principle, the company does not need “downsizing” or facing the labors “strikes” or “layoffs”, because the labor welfares can directly obtain from the hard work for the company. Besides the welfare for the labors, this concept is also can attract the foreign investment in our country.

Promotion of active travel is a fixture in transport policy and planning. Yet, this paper argues, walking and the availability of comprehensive and accessible pedestrian environments have an importance for mobility justice and sustainability which is not currently recognised. The paper investigates how and why walking provision matters for justice, and explores what this means for decision-making affecting mobility systems and the built environment. It begins with an argument that a coherent conception of mobility justice would be simultaneously concerned with environmental and social implications of transport since both affect people’s physical lives, welfare and flourishing. That requirement frames the types of mobility systems which could be compatible with justice, and points to a need for prioritisation of active travel far beyond current policy and practice. Specifically, the need for environmental sustainability coupled with social inclusion creates a case for systematically prioritising provision for walking over other mobility. This means the removal of all forms of barriers to walking so that no one is excluded by severance, impassable surfaces or lack of safety.

The entry of Corona Virus Disease (Covid-19) in early March 2020 to Indonesia, forced companies / employers to forcibly lay off workers / laborers due to the non-operation of the company and obeying the regulations issued by the government regarding the prohibition of gathering and maintaining distance from each other. The formulation of the problem in this research is the concept of legal protection for workers who have been laid off due to Covid-19 which is reviewed through Law Number 13 of 2003 concerning Manpower and Law Number 11 of 2020 concerning Job Creation. The purpose of this study is to describe and provide an overview of legal protection for workers who have been laid off due to this pandemic. This research method is a qualitative method with a normative form of research that puts laws or rules to answer the problems to be studied. The approach in this research comes from statutory regulations and literature study. Based on the results of this study, the concept of legal protection for workers who were laid off due to Covid-19 which was reviewed through the Manpower Act is based on Pancasila which includes legal protection for wages, welfare and social security for workers and the concept of legal protection for workers who have been laid off as a result of Covid-19 based on the Job Creation Law, namely equal justice by giving severance pay as the fulfillment of labor rights. This study advises the government to include specific rules regarding legal protection for workers who have been laid off due to disease outbreaks and advises employers / employers to include the rights that workers need in the work agreement if a forced layoff occurs. Key Words: Legal Protection, Covid-19, PHK.

This paper examines suitable conceptual and model frameworks for identifying, measuring and evaluating the effects on the community, both positive and negative, of transport investments. It is concerned with the changing nature of these effects (or 'impacts') over time: eg, at the stages of policy generation, preliminary planning, construction or implementation and eventual commissioning; and at the various stages in the operating life of a policy or investment. It is concerned also with the wider questions of conflict and competition, alienation, disamenity and severance which the implementation of major transport plans can bring about within an otherwise stable community.

This report provides an ex ante assessment of the distributional effects of introducing portable severance pay accounts in Spain based on micro-simulations. In the current system, permanent workers who are dismissed from their job are entitled to 20 days of severance pay per year of service, which is relatively high by OECD standards. The report considers a reform that replaces the current severance payment system with individual saving accounts financed through periodic contributions by employers. The report focuses on two versions of the reform that keep constant respectively the total compensation in case of dismissal (“constant benefit”) or the expected costs for firms of employing a permanent worker (“constant-cost”). Importantly, the analysis in the report does do not take account of the behavioural responses of firms and workers to the reform.

This article systematically analyses new Labour code rules (regulation from July 2017) and the judicial practice of Lithuania relating to the termination of an employment contract initiated by the employer by employer’s will (Labour Code of the Republic of Lithuania, Article 59). It is important to separate this new background of termination from an ordinary one – the termination of an employment contract by the absence of an employee’s fault (Article 57 of Labour code) – and reveal the theoretical and practical aspects and the conclusions in disclosing the true norm meaning. Employers will be able to terminate an employment agreement without the employees’ fault due to the following reasons (Article 57 of Labour code): employee’s work function is no longer required; employee fails to reach the agreed results of work; employee does not agree to change the terms of their employment agreement, place of work, or working regime; employee does not agree to continue employment after business transfer or a part thereof; employer ceases its activities. New rules, indicated in Article 59 of the Labour code (Termination based on employer’s will), says that if an employer intends to terminate an employment agreement due to other reasons, not listed in Article 57 of Labour code, the employee may be served with a 3 business days’ prior written notice and paid a severance pay of at least 6 average monthly salaries.

A cap that limited exit payments made to public sector workers to £95 000 (€109 000; $132 000) has been lifted after a legal challenge from the BMA. In October last year the UK parliament approved government plans to place a £95 000 cap on exit payments—which include redundancy payments, severance packages, and other payments made as a result of terminating …

The MeToo movement exposed the pervasiveness of high-level, sex-based misconduct at major public companies. It also revealed a workplace culture seemingly permissive of such behavior. Companies responded slowly and imposed few consequences, often allowing culpable executives to depart with lucrative exit packages. Why did companies reward rather than penalize perpetrators? And what will it take to change this culture? In this Article, we shed new theoretical and empirical light on these questions using the lens of CEO employment contracts. Economic theory posits that CEO employment agreements are not negotiated at arms’ length, resulting in terms that are highly favorable to the executive. We argue that these include generous protections against termination, which leave room for executives to engage in misconduct without fear of reprisal. The MeToo movement represented a major shock to these bargaining dynamics. Facing new reputational and liability risks, we hypothesize that companies will push back on executive bargaining power and exert greater control over CEOs’ behavior—in particular, by reserving broader power to terminate CEOs for sex-based misconduct. To test our theory, we collect and code a novel dataset of CEO employment contracts executed before and after MeToo. In the wake of MeToo, we find a significant and growing rise in the prevalence of contracts that allow companies to terminate CEOs without severance pay in response to harassment, discrimination, and violations of company policy. We discuss the implications of these “MeToo termination rights” for corporate governance, executive contracting, and gender equity. We conclude that our results offer promising evidence of increased corporate control of CEO behavior and greater accountability for sex-based misconduct in the wake of the MeToo movement.

Given how things worked out, David should have spent more time understanding, discussing, and even negotiating his employment agreement with Goliath. The authors use the story of David and Goliath to highlight the importance of a strong, balanced employment agreement in maximizing the rewards of being a corporate executive. They consider the many ways to address provisions that are nearly universal in all agreements, including: the scope and nature of the employment relationship; title, duties, and responsibilities; reporting structure; exclusivity; fixed and incentive compensation; equity incentives and participation; employee benefits; term, termination, and severance; assignment and changes of control; restrictive covenants; reimbursement of expenses; restrictions on liability; ownership of intellectual and other property; and applicable law and dispute resolution.

We investigate a prevalent, but understudied, employment protection policy: mandatory advance notice (MN), requiring employers to notify employees of forthcoming layoffs. MN increases future production, as notified workers search on the job, but reduces current production as they supply less effort. Our theoretical model captures this trade-off and predicts that MN improves production efficiency by increasing information sharing, whereas large production losses can be avoided by worker-firm agreements on side-payments – severance pay – in lieu of MN. We provide evidence of such severance increases in response to an extension of MN using novel Swedish administrative data. We then estimate the production gain of MN: extending the MN period leads to shorter non-employment duration and higher reemployment wages, plausibly driven by on-the-job search. Using variation in notice duration across firms, we estimate the productivity loss of notice. The estimates of benefits and costs suggest that MN has a positive net impact on production, offering an empirically-grounded efficiency argument for mandating notice.

The closure of Bangunsari prostitution localization had a major impact on the economic point of view and lives of the social community in the Bangunsari area and its surroundings. The efforts carried out by Surabaya City Government in providing severance pay and skills training to ex-localization of the prostitution community have not yet restored their economic conditions. The purpose of this community service is to improve the economic independence of the affected community members through strengthening their self capacity. The method used in this community service is the Asset-Based Community-driven Development (ABCD) approach. The results of this Community Service are that the community members: can finally be economically independent by developing assets through the culinary, able to market the product through social media, develop participation in community service programs that have been held, and live a better social life after the closure of prostitution localization at Bangunsari.

The Jungian coaching and consulting approach can form a strong meta-structure which provides safety for uncertainty and discovery within its boundaries. In the last case study, in-depth coaching and consulting took place with individuals, groups (executive, operational, support and specialist) and the organization as a whole. Personal analytic coaching helped to identify and address personal barriers, often dealing with symbolic material from the personal and collective unconscious. Jung’s Word Association Test was selectively used to identify personal complexes which affected thinking and behaviour. The loss of soul is often labelled as mental illness and its rediscovery can become the province of the Jungian coach and consultant. According to Jung, there is a fundamental split in human nature, a severance from the experience of wholeness. Archetypal at its core, it is apparent at different recursive levels in time and space.

The emergence of new technologies, especially digital transformation, influences the entire society, including the medical aspects. Therefore, the concept of digital hospital has been emerging. Here we present the Yongin Severance Hospital, which has developed various novel solutions to serve as foundations for the establishment of a digitally innovative hospital. Further strategies have also been provided to implement consistent and long-term planning.

Using representative German employee data, we analyze the role of works councils for the incidence of severance payments subsequent to dismissals. While there is a positive relation with severance ...

The purpose of this research was to find out how PT. IMS Company dealt with the communication crisis and how it maintain its reputation and stability during the pre and post crisis of former employees in the company. This research used a descriptive qualitative method with a semi-structured interview in collecting the required data by interviewing 6 people consisting of 1 employee of the HRD section of PT. Ima Montaz Sejahtera and 5 people from the employees and former employees of PT. Ima Montaz Sejahtera, The theory used in this research was Situational Communication Crisis Theory (SCCT).In selecting the informants; this researched used purposive sampling method. The results showed that the company did such as socialization on the employees affected by the company. The socialization consisted of an independent business training program and severance pay. Furthermore, the company also determined to the strengthen relationship among employees by beginning to cooperate and invest on the business that have been set up by former employees. Keywords : Corporate; Reputation; Crisis.