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The actuality of the research topic is conditioned by the theoretical and practical importance of the subjects related to the institution's understanding of the termination of the individual employment contract and, in particular, the termination of the individual employment contract at the initiative of the employer (dismissal) and the determination of its place and role within labor law, and not only. The institution of labor law, perhaps more than any of the legal institutions, is constantly undergoing a deep transformation, in the context of the new legislative changes in labor law. Obviously, the sub-institution of termination of the individual employment contract at the initiative of the employer is subject to the same development process. Due to this fact, we have devoted ourselves completely to the understandable approach of this institution, trying to elucidate the consequences that appear in the socio-legal level, as a result of the termination of employment relations.

Dismissal for social media misconduct is a common practice in South African constitutional and labour laws. It generally occurs when employees exercise their right to freedom of expression in social media which sometimes affects the employers’ right to a good name or reputation. Prior to the transition to democracy in 1994, employees experienced challenges in exercising their right to freedom of expression. Under the current constitutional era, this right is enshrined in the Bill of Rights and contains internal limitations and can also be limited by the law of general application. Nevertheless, there is no specific statute which deters the misuse of social media in South Africa. Employers often exercise disciplinary measures and dismiss employees for conducts that impede on their right to good name and reputation. It is often difficult for employers to dismiss employees as there are no specific guidelines on the regulation of social media misconduct with regard to the potential conflict between the employees’right to freedom of expression and the employers’ right to dignity or good name in South African workplaces. This often leaves employers with no remedy when the conduct of the employees on social media, in their own personal capacity, has potential to damage the reputation of their employers either directly or indirectly. Employees should be responsible in the use of social media and always avoid any conduct that can damage the reputation of their employers. They can be held liable in case they damage the good name of their employers through social media.

This work examines the issue of dismissal from service (from the ranks of the NPU). Issues related to organization, legal regulation and social consequences are considered. It is noted that there are three stages of dismissal from the ranks of the NPU. The first stage is the adoption of a decision on dismissal, where the question of the admissibility of termination of service relations is decided. The II stage consists in the collection and coordination of the documents necessary for the dismissal of the employee. At this stage, draft orders are prepared, which contain information about the reasons for dismissal, personal data of the employee and the relevant clause of the law. The third stage includes registration of the fact of termination of relations with the National Police body, which involves the exclusion of the employee from the personnel lists, signing of the bypass letter and carrying out a financial settlement. The organization of dismissal from service in the ranks of the NPU is based on the relevant legal acts regulating the dismissal procedure and the grounds for making such a decision. A detailed study of these regulations allows you to understand the rights and obligations of the parties involved in the dismissal process, as well as to determine the procedure for its implementation. The article pays special attention to the legal regulation of the dismissal procedure. It has been analyzed that the norms are defined by legislation and highlight the order of their application. This analysis is based on the provisions of laws regulating the activities of the National Police. A separate part of the article is an analysis of the social consequences of dismissal from service. Dismissal can have a serious impact on the psychological state of the employee, his social status and financial stability. As a conclusion, it is said that the procedure for the dismissal of police officers includes several consecutive stages that ensure the legality and formality of this process. Each stage has its own important role in ensuring the correct termination of service relations and compliance with the established requirements of the law. This article analyzes in detail the organization of dismissal, its legal regulation and social consequences, which makes it interesting and useful for researchers and practitioners. [ABSTRACT FROM AUTHOR]

Copyright of Studies in Law & Economics / Studia Prawno-Ekonomiczne is the property of Lodz Scientific Society / Lodzkie Towarzystwo Naukowe and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We compare a group of firms switching auditors while their annual audit is underway (LateSwitches) with two control groups: firms switching their auditors during the fourth quarter of the fiscal year and firms switching their auditors during the first three quarters. First, we find that LateSwitches tend to be riskier with regard to litigation risk, audit risk and business risk. Second, we find that LateSwitches have a higher chance of announcing restatements and receiving going concern opinions in the first year of audit with the successor auditor. Despite the higher risks, we fail to find that LateSwitches disclose more adverse events in Forms 8‐K than other groups. We also document that stock market returns following an auditor change are more negative for LateSwitches. These results indicate that LateSwitches stand to face significant negative consequences when the relationship with their auditor is terminated abruptly in the final phases of an audit. [ABSTRACT FROM AUTHOR]

Copyright of Istanbul Law Review / İstanbul Hukuk Mecmuası is the property of Istanbul Law Review / Istanbul Hukuk Mecmuasi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

IntroductionEndometriosis is a common condition with average delays to diagnosis in New Zealand of almost 9 years.MethodsIn total, 50 endometriosis patients participated in anonymous, asynchronous, online group discussions about their priorities, and their experiences with the development of symptoms, seeking a diagnosis, and receiving appropriate treatment.ResultsHigher subsidy of care was the top change endometriosis patients wanted, followed by more research funding. When asked to choose whether research should be focused on improving diagnosis or improving treatment methods, the results were evenly split. Within this cohort, patients highlighted that they did not know the difference between normal menstrual discomfort and pathological endometriotic pain. If, upon seeking help, medical practitioners classified their symptoms as “normal,” these dismissals could instill doubt in patients, which made it more difficult for them to continue to seek a diagnosis and effective treatments. Patients who did not express dismissal had a significantly shorter delay from symptom onset to diagnosis of 4.6 ± 3.4 years vs. 9.0 ± 5.2 years.ConclusionDoubt is a frequent experience for endometriosis patients in New Zealand, which was reinforced by some medical practitioners who were dismissive of their pain and thus prolonged the patient's delay to diagnosis.

This paper provides a detailed description of the distribution of an utterance-accompanying or utterance-replacing throwing away gesture (see Bressem & Müller 2014, 2017), THROW, and proposes a formal analysis of its contribution. We argue that this gesture conveys dismissal, which we model as the marking of the question addressed by a preceding discourse move as unimportant. This work extends the growing body of linguistic work on formal gesture semantics to discourse-management gestures; moreover, we find that the dismissal meaning encoded by THROW is unlike other discourse-management operators in being unable to operate on propositional content that it accompanies.

Copyright of Journal of Nabo is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article assesses the challenges precipitated by the amendments to the South African Labour Relations Act concerning dismissals for operational requirements. The contribution analyses a seminal judgment by the Constitutional Court, which marked the first case to have been heard regarding the amended section 187(1)(c) of the Labour Relations Act. The methodology employed is that of a qualitative case study which is the most suitable approach as we discuss a Constitutional Court judgment. The research notes that section 187(1)(c) of the LRA created and will continue to create contention between employers and employees where employers view dismissal for operational requirements as a legitimate reason for dismissal, and employees see it as a guise to dismiss them unfairly. The article also finds that while the Constitutional Court made a definitive pronouncement on the legitimacy of the section as a reason for dismissal, it, however, created a vacuum in terms of the test to be used in determining whether section 187(1)(c) is the true reason for dismissal in a particular case. It concludes by emphasising the importance of certainty in the law and offers suggestions on which test should be applied moving forward. This contribution will be of critical importance to legal practitioners regarding future litigation on section 187(1)(c) and academics as it opens the potential for further research and legislative development. [ABSTRACT FROM AUTHOR]

Copyright of Angle Health Law Review is the property of Angle Publishing Co., Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of ASBU Law Journal is the property of Social Sciences University of Ankara and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Catalana de Dret Públic is the property of Revista Catalana de Dret Public and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Firat University Faculty of Theology / Fırat Üniversitesi İlahiyat Fakültesi Dergisi is the property of Firat University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

International Labor Organization set security of work as one of the basic aspects of decent work. In order to achieve the standard of decent work, it is not enough to have appropriate working conditions, it is also important to achieve that employment cannot be easily terminated by the employer and prevent worker from being exposed to financial instability, that is, social insecurity. Bearing in mind the increasing spread of flexible forms of work that often lead to a reduction in the scope of security of work, authors' focus in the paper is dominantly on analyzing the existing problems in the countries in the region regarding the standardization of security of work. The paper analyzes existing solutions in four countries - two which are the members of the European Union (Hungary and Croatia) and two which are not (Bosnia and Herzegovina and Montenegro). The solutions foreseen in the aforementioned legislations were compared with the solutions from the Labor Law of Serbia, with the aim of making conclusions regarding the possibilities of improving the normative framework in the period of harmonization with the legal acquis of the International Labor Organization and the European Union. The primary aim of the critical review of legal solutions is to recognize certain trends in the regulation of work relations, to analyze existing relations between employers and workers in terms of the labor contracts forms, rights of workers in terms of termination of employment as well as to conclude whether it is possible to preserve the right to security of work in accordance with its traditional elements, given the current circumstances. Authors based the paper on the initial hypothesis that in the observed countries the forms of work flexibility actively influence the abandonment of the concept of employment security, as well as that the scope and quality of the rights regarding the termination of the employment in the countries of the region are not harmonized and secondly, that it is more favorable for workers to achieve employment security in the countries that are members of the European Union and that do not recognize work outside the employment relationship.

The present study elaborates on the issue of termination of employment of lecturers with academic ranks. The aim is to perform an up-to-date normative analysis of the grounds for termination in the two dedicated laws: the Act on Development of the Academic Staff in the Republic of Bulgaria and the Higher Education Act, as well as the general source, i.e. the Labour Code. The exploration is complemented by a review of the relevant case law. The methodology includes traditional methods of the legal doctrine – induction, deduction, comparative and normative analysis, etc. Conclusions and summaries on the application of the norms are made on the basis of the performed analysis. The termination pursuant to the special laws is in accordance with the goals and the spirit of the normative regulation of the higher education and the academic staff. In view of this, the grounds are consistent with the specifics of this activity and reflect both the traditions of Bulgarian education and the contemporary processes. In addition, the general grounds for termination under the Labour Code are applicable, insofar as the special laws do not provide otherwise.

The advent of social media-related platforms has directly and/or indirectly affected the employer-employee relationship in the South African workplace. The misuse of social media by employees in the workplace during office working hours has resulted in numerous dismissals of employees for social media-related misconduct in South Africa. While such dismissals of employees for social media-related misconduct could be justifiable, some employees have been sometimes unfairly dismissed for their mere use of social media platforms and/or for the innocent comments made through such platforms in the South African workplace during office working hours. Owing to this conundrum, the article investigates the procedural and substantive fairness of social media-related dismissals of employees in accordance with the South African employment laws. This is done to unpack problems associated with social media-related misconduct in the workplace and related flaws in the South African employment laws. Moreover, examples of social media-related misconduct by employees are discussed and possible recommendations that could adopted to combat such misconduct are provided.

Discrimination against pregnant employees is widespread despite labour laws aimed at protecting them. Pertaining to recently emerging research on pregnancy in the workplace, including pregnancy discrimination, this study considered the gravest manifestation of direct discrimination, and one that has been neglected to date: dismissal during pregnancy. Inspired by John's contextual theory, we sought to identify the socio-economic profile of dismissed pregnant employees, illustrating their uneven distribution across the labour market. This overlooked actuality of pregnancy dismissal was studied in Israel, an environment where labour laws extensively protect pregnant employees. We focused on nearly two decades (2004–2020) of cases litigated in Israeli labour courts. This study adds to the research on pregnancy in the workplace with a new perspective that not only illuminates a frequent yet hardly addressed reality but also reveals its social variability, deconstructing the generalized vulnerability that pregnancy often connotes for women employees. Finally, directions for future research and implications for the labour market, legislators and policymakers are put forward. [ABSTRACT FROM AUTHOR]

Dismissal for social media misconduct is a common practice in South African constitutional and labour laws. It generally occurs when employees exercise their right to freedom of expression in social media which sometimes affects the employers' right to a good name or reputation. Prior to the transition to democracy in 1994, employees experienced challenges in exercising their right to freedom of expression. Under the current constitutional era, this right is enshrined in the Bill of Rights and contains internal limitations and can also be limited by the law of general application. Nevertheless, there is no specific statute which deters the misuse of social media in South Africa. Employers often exercise disciplinary measures and dismiss employees for conducts that impede on their right to good name and reputation. It is often difficult for employers to dismiss employees as there are no specific guidelines on the regulation of social media misconduct with regard to the potential conflict between the employees' right to freedom of expression and the employers' right to dignity or good name in South African workplaces. This often leaves employers with no remedy when the conduct of the employees on social media, in their own personal capacity, has potential to damage the reputation of their employers either directly or indirectly. Employees should be responsible in the use of social media and always avoid any conduct that can damage the reputation of their employers. They can be held liable in case they damage the good name of their employers through social media. [ABSTRACT FROM AUTHOR]

The main ways of adapting labor legislation in accordance with the conditions of martial law are revealed, the innovations and individual issues of changes in labor relations under the conditions of martial law in Ukraine are analyzed. Since the issue of limiting, violating and protecting the labor rights of employees, and expanding the labor rights of employers became quite relevant with the onset of martial law, the authors focused on the important provisions of the amended labor legislation and tried to explain the theoretical and practical features of the application of new labor legislation. After all, war times require the adoption of difficult and unpopular decisions in other spheres of life, in particular, in labor relations. The main aspects of the transformation of labor legislation in wartime conditions were studied, the content of the updated provisions of the legislation was revealed, namely, on the dismissal of employees, on the procedure for suspending an employment contract, registration of layoffs and vacations, on changing the terms of wages and on increasing working hours. The positive and negative aspects of changes in labor legislation at such a difficult time for Ukrainian society are analyzed. At the same time, the authors of the article revealed the mechanisms, provided by the current labor legislation, which, although aimed at maximum compliance with the rights and guarantees for employees, cannot always be fulfilled by employers in martial law conditions. [ABSTRACT FROM AUTHOR]

Some patients experience negative interactions with health care providers, such as when they perceive that their concerns are ignored by providers. The present study, guided by patient-centered communication, examined health care provider communication behaviors that resulted in patients feeling dismissed, and whether there were differences in providers who dismissed being perceived as (dis)similar to the patients in gender, race/ethnicity, or age. U.S. adults claiming they felt dismissed by a provider were asked to recall demographic information they perceived about the provider and what the provider said that was dismissive. Responses were coded for emergent themes. Results revealed that younger, female, and non-White participants most frequently reported being dismissed by a dissimilar provider. Patients felt dismissed when they perceived that providers were rude or did not take action, provided poor information, did not believe patients, rushed the visit, or were uninformed. Providers may want to avoid these behaviors and could consider obtaining training in supportive communication behaviors such as providing validation to patients and listening to patients in order to enhance patient satisfaction. Patients can also receive communication training to take a more active role in their medical encounters by learning to effectively ask questions, express preferences, and speak up for themselves. [ABSTRACT FROM AUTHOR]

Copyright of Romanian Case Law Review / Revista Română de Jurisprudenţă is the property of Universul Juridic Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Çalışma ve Toplum is the property of Calisma ve Toplum and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Even if 18 years have passed since the adoption of the Romanian Labor Code, in the practice of legal labor relations there are many situations in which employers have major difficulties in establishing the correct content of dismissal decisions. Irregularities in the resolution of individual labor disputes often lead to the annulment of dismissal decisions by the courts. We have proposed that, in the content of this material, we identify and analyze the conditions under which a dismissal decision can be drawn up under legal conditions.

New work is used as a general term to summarize professional developments in contemporary work style, structure and modus of organizations and society—this means collaborative work and flexible working hours on individual levels, and flat hierarchies and participatory decision-making on organizational levels. Contemporary corporations strive to orient toward the concept of new work to keep up with stakeholder demands, for instance in their branding strategies as an employer. However, studies on organizational practices indicate that alongside explicit values and agendas, organizations tend to slyly exert power to secure their (economic) interests. Constructive dismissal is one such instance where contractually protected employees are made to resign their positions because the work environment is altered to become increasingly unbearable. This research analyzes two case studies to explicate routine dismissal procedures at the managerial level in two internationally operating German corporations. Both corporations explicitly profile as new work environments and are structured according to democratic principles including flat hierarchies, feature institutionalized diversity management including control committees for equal opportunities, and emphasize values such as workplace dignity, employee agency, and equality. The data contain long-term participatory observation collected over a 6-month period from two managers of 5 and 8 years of experience in managerial duties. The content analysis of data reveals characteristics of everyday processes in these organizations especially in terminating managers. The findings are presented as the ' model of the silent dismissal ,' containing seven types of managerial termination carried out by implicit power and symbolic conventions that circumvent subject participation and litigation in an effortless manner. After exposing the model's mechanisms, we turn to discuss its meaning for both terminated and surviving subjects against a critical theoretical framework of neoliberalism, democracy, and power. [ABSTRACT FROM AUTHOR]

This article aims at proving that the dismissal, terminative interlocutory decision rendered in the first phase of the rite of the jury, which departs on an interim basis the competence of the Council of Judgment for trial of criminal case, presents contradictions to constitutional order that ensures maximum effectiveness of fundamental rights. The study demonstrates that the decision violates the principles of guarantee of the individual in criminal proceedings, as the state of innocence, the sealing of 'bis in idem', sealing of judgment in expired term, besides violating the legal security of res judicata. Finally, it shows the need for recognition of its unconstitutionality presenting a more adequate legal remedy in the event of doubt on the recognition phase of accusationis judicium. [ABSTRACT FROM AUTHOR]

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Human Sciences (19922876) is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of College of Law Journal for Legal & Political Sciences / Magallat Kulliyyat Al-Qanun Li-L-ulum Al-Qanuniyyat Wa-Al-Siyasiyyat is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)