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The companies in Big Tech (Alphabet, Amazon, Apple, Meta, Microsoft) increasingly rely on contract workers, not only as suppliers but as contributors who fulfill key organizational functions without formal employment. To understand contractors' communicative construction of their organizational membership, we analyzed contract workers' descriptions of membership negotiation in Big Tech using crowdsourced company reviews (n = 500). Contract workers noted their positions enhanced their career development but also described being constrained in negotiating full inclusion within organizations, influencing work processes, and changing their membership status. We discuss the findings' implications for understanding and practicing membership negotiation in nonstandard work arrangements. [ABSTRACT FROM AUTHOR]

This article utilizes a new nationally representative survey, executed in January 2020, that measures non-standard work. The author estimates the incidence of contract company employment and freelancing and describes who goes into non-standard employment. He then studies earnings and access to employer-provided training among contract company employees—the largest and most mis-measured group of non-standard workers. Training is important because it affects wage growth and career trajectories and also gives insight into the evolving character of employment relationships. Findings indicate that contract company employees face an earnings penalty but that considerable heterogeneity occurs within this category. The analysis of multiple forms of formal training finds that contract company employees receive less training than do standard employees even after multiple controls. Informal training is more textured due to the nature of social interactions inherent in its availability. Throughout the analysis, racial and ethnic disparities are apparent. [ABSTRACT FROM AUTHOR]

Refugee women face significant challenges when seeking employment in Western host countries. To advance gender-sensitive perspectives within migration and refugee research, this study examines differences in employment outcomes between refugee women and men. Specifically, this study provides a nuanced picture of six indicators of employment outcomes, including pay, fixed-term versus permanent employment contract, overqualification, career prospects, an at-home feeling in the workplace and the ability to talk to colleagues about personal problems. The study also shows that individuals’ occupational status plays a role in gender disparities. Our findings, based on a recent survey of refugees working in Austria, reveal several gender gaps, with an especially significant gap regarding fixed-term employment contracts. Refugee women, who are more likely to be disadvantaged in employment outcomes, benefit disproportionately from working in high-skill jobs. The findings underscore the complex nature of gendered patterns in labour market integration of refugees and imply specific policies addressing gender inequality in this setting. [ABSTRACT FROM AUTHOR]

The case concerns the alleged failure by the resisting administration to fulfill obligations arising from the contract and employment relationship, as well as the violation of safety regulations leading to the workplace accident reported by an Airforce Sergeant. Following the accident, the soldier complains of developing barotraumatic hearing loss with tinnitus and reactive post-traumatic stress disorder to the traumatic event. The case provides an opportunity to analyze the relevance of forensic medical assessment and its integration with psychodiagnostic examination for the correct nosographic classification aimed at evaluating and quantifying biological damage. [ABSTRACT FROM AUTHOR]

The authors Geimer and Redeker have published two books. Geimer's book deals with international civil procedural law and contains fundamentals and specific questions on this topic, as well as information on new legislative changes. Redeker's book is a practical work on contract drafting in IT and telecommunications law and includes annotated contract templates as well as updates on various topics. Both books can be ordered online, and the text provides information on prices, invoicing, orders, termination periods, and copyrights. It also provides instructions for authors and contributors and highlights the benefits of a subscription, as well as information on an online library. [Extracted from the article]

Platform food delivery workers have been under much scrutiny over the last couple of years. Undocumented riders, and their recent strikes and protests in France, have not received as much attention as other issues regarding platform labour (contract work, algorithmic control, surveillance). This article follows fieldwork conducted in Paris and interviews with food couriers. Building on work by critical urban studies, migration studies and science and technology studies, this research puts forward citizen‐rentier‐ship, a tool to understand how multiple parties profit from aspects of precarious status. Interviews with undocumented couriers who worked in Paris highlight how the subletting of accounts, the complicit role of the state, the hypocrisy of employers and the interdependency with the "regularised" put undocumented couriers in hyper‐precarious situations. This article concludes that labour laws, misclassification and migration policies are at the centre of the struggles of Paris' delivery workers and that they need changes. [ABSTRACT FROM AUTHOR]

Copyright of Necmettin Erbakan University School of Law Review is the property of Necmettin Erbakan University School of Law Review 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 de Derecho de la Seguridad Social, Laborum is the property of Ediciones Laborum S.L. 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.)

The effect of Brexit is an important topic in European and British political agendas. In this study, we examine the effect of Brexit on the Portuguese labour market. We apply the synthetic control method to estimate how the number of UK citizens working in Portugal would have evolved if the Remain vote had won the referendum. Our results suggest that the Brexit referendum reduced the number of UK-dependent workers in Portugal, particularly in the case of non-university-educated, male individuals with temporary employment contracts. This reduction is explained by the decrease in the number of incomers. We also find that those UK citizens who were already working in Portugal before Brexit were more likely to continue working in the host country. [ABSTRACT FROM AUTHOR]

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores 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.)

Ukraine, as the sole post-Soviet country still reliant on the Labour Code of 1971 to govern labour relations, faces a critical need for an update. Despite numerous amendments over its half-century lifespan, this regulatory act no longer aligns with the current state of social and labour relations. The urgency to codify labour legislation to meet European Union standards is paramount, underscoring the significance of this endeavour. Since the end of the last century, all attempts to adopt a new Labour Code of Ukraine have never been completed. None of the drafts of the Code submitted to the Verkhovna Rada of Ukraine managed to overcome the so-called "second reading" stage, remaining somewhere on the archival shelves of the Parliament. Therefore, the emergence of the next draft Labour Code gives us hope that our country will finally receive a modern codified act that will not be ashamed to join the system of legislation of the united Europe. However, the very first impressions from reading the draft of this code submitted to the Parliament were not encouraging. Unfortunately, the conceptual component of the draft looks relatively weak. Serious concerns are raised about the structure of the code, the object of its regulation, the principles (foundations) on which such regulation will be based, the scope of its validity, etc. Therefore, the purpose of this article is to review some conceptual approaches to defining the most important concepts and terms of labour law and to make suggestions and recommendations to the drafters and the submitting entity to improve its regulatory content. It is proposed, in particular, to revise some of the wording of such legal concepts as labour relations, employment contracts, a form of employment contracts, etc., that are crucial for labour law. The author concludes that a promising option in the context of the globalization of the labour market is the adoption of a codified act to regulate only individual labour relations. Special legislative acts should regulate collective relations and relations that depend on labour relations. [ABSTRACT FROM AUTHOR]

Noncompetes are often included in modern employment contracts to prevent employees from working for competitors in a specified geographic area and for a specified amount of time after termination of employment. Noncompetes can take the form of a clause in a larger agreement, like an employment contract, or can be a completely separate agreement. [ABSTRACT FROM AUTHOR]

Copyright of Acta Universitatis Lodziensis. Folia Luridica is the property of Wydawnictwo Uniwersytetu Lodzkiego 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.)

Assessment of the performance of employees of a survey service company produces a final score that is not in accordance with the company's transformation strategy in responding to external challenges and demands. The variable assessment process still uses 180 Degree Feedback which is one-way from superiors to employees. This makes the company's learning and growth activities, especially in the human resources department, not Accepted April 19, 2024 occur. Therefore, companies should improve the assessment model to become a tool for acquiring highly qualified performing employees. This study contributes to obtain a more comprehensive employee performance assessment model proposal and evaluate the model so that it can be implemented. The research limitation lies in the use of data, namely contract employees with the position of Project Manager. This study uses the Analytical Hierarchy Process and Naïve Bayes methods to obtain variable weights. Based on the results of the analysis, it was found that SOE (State Owned Enterprises) AKHLAK was a new variable. The classification of the assessment variables is divided into Performance and Behavioral aspects based on the Minister of SOE Regulation. Changes that occur include formulas, mechanisms, and rating scales. The results of the verification and validation show that the model is in accordance with the design so that it can be implemented. Model trials with 360 DF show that PM's final score has a good chance of being assessed as a full-time employee. This valuation model can change along with company policies in responding to internal and external changes. [ABSTRACT FROM AUTHOR]

Purpose: The goal of this research was to learn how psychological contracts influence workers' innovative work behavior in Pakistan's information technology industry. Design/methodology/approach: Employees from several software companies in Rawalpindi, Islamabad, participated in the study. Standardized scales were used to obtain data from 234 workers via questionnaires. Findings: The study's findings showed a favorable correlation between innovative work behavior and the presence of psychological contracts (both transactional and relational). Originality/value: There remained uncertainty and little study was done on the mediation function of work engagement in the relationship between Psychological Contract and Innovative Work Behavior despite decades of research on the subject. Thus, work engagement was employed as a mediator in this research, and the findings demonstrated that work engagement mediates the relationship between innovative work behavior and the psychological contract in a positive and meaningful way. [ABSTRACT FROM AUTHOR]

Copyright of Perspektiven der Wirtschaftspolitik is the property of De Gruyter 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.)

The article on the function of human resource managers in making employee employment contracts and employee development is a scientific literature review article within the scope of human resource management science. The purpose of this writing is to build a hypothesis of the influence between variables which can later be used for further research within the scope of human resource management. The research method used is descriptive qualitative. Data was obtained from previous research that is relevant to this research and sourced from academic online media such as Publish or Perish, Google Scholar, digital reference books and Sinta journals. The results of this article are: 1) Human resources managers play a role in creating employee work contracts; 2) The human resources manager plays a role in meeting the needs of the company and employees in making employee work contracts; and 3) Human resources managers play a role in employee development. [ABSTRACT FROM AUTHOR]

We derive a typology of firms regarding how they use non‐standard contracts, using register data. We find that 58% of firms fit the core‐periphery model. They use non‐standard contracts differently for low‐skilled and high‐skilled employees. The other firms use non‐standard contracts similarly for different groups of employees. [ABSTRACT FROM AUTHOR]

Copyright of FinanzRundschau is the property of De Gruyter 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 paper aims to reveal the nature, specifics and limits of application of one of the legal grounds for termination of employment relationships established in the labour law of the Republic of Lithu ania – termination of the employment contract at the employer's will. The analysis tests the hypothesis that the goal of increasing flexibility by simplifying the termination of employment relations, which was set at the initiation of the reform of the legal regulation, was not achieved. The presumption is put forward that this ground for terminating the employment contract is neither new nor safely applicable, and the benefits of relatively simplified procedural requirements do not outweigh increased financial burden. To reveal the impact of statutory amendments in question on the regulation of termination of employment relations in Lithuania, the historical background and the impact of obligations established in international documents on it are assessed, key indicators (such as legal grounds, procedural requirements, burden of proof and order of its distribution, etc.) are identified, and the relevant case law is examined. [ABSTRACT FROM AUTHOR]

Employer-provided training is an important determinant of economic outcomes, yet our understanding of its extent and distribution is well out of date—with the most recent national survey being from 2008. This article updates our understanding of employer-provided training through a 2020 nationally representative survey of 3,648 working civilian adults between the ages of 24 and 64. Results show that while employer-provided training is reasonably extensive, considerable disparities occur along the lines of race, ethnicity, and educational attainment. Additionally, the author contributes to the literature by making clear distinctions among types of employment—standard, contract (those employed by a contract company but working onsite at another firm), and freelancer (those with no employer per se). Contract workers receive considerably less employer training than do employees who work under standard arrangements. Findings are robust to a range of job skill measures as well as skill specificity. The author also examines the relationship between employer-provided training and whether people seek out training on their own and shows that the inequalities in access to employer-provided training are accentuated with self-directed training. [ABSTRACT FROM AUTHOR]

This article studies the impact of flexible work contracts and multi-skilled agents on a multi-objective workforce planning problem. Each agent has a work contract with a weekly and daily work capacity. The company has to create a planning for its agents to fulfil the customers' demands. When assigning agents to specific demands, three different objectives have to be attained, including minimising the travel costs between agents' home and their workplace, and maximising agents' satisfaction related to the workload balance between them, and to their preferences for certain working periods. In the context of the evolution of the demands over time, the company has to introduce different levers to increase the level of workforce flexibility. Flexible work contracts and multiple skills are the two levers that are focused on here. The mixed integer linear programming method is used to model and solve the problem. Numerical experiments with real data provided by a Brazilian company show the positive impact of these two levers on the feasibility of problem solving and on the quality of the solutions obtained. Different managerial recommendations based on these results are proposed to companies to help improve their strategy for workforce development. [ABSTRACT FROM AUTHOR]

Background: International mobility of health workforce affects the performance of health systems and has major relevance in human resources for health policy and planning. To date, there has been little research exploring the reasons why general practitioners (GPs) migrate. This mixed methods study aimed to investigate the reasons why Spain-trained GPs migrate and develop GP retention and recruitment health policy recommendations relevant to Spanish primary care. Methods: The study followed an explanatory sequential mixed methods study design combining surveys with semi-structured interviews and focus groups with GPs who qualified in Spain and were living overseas at the time of the study. The survey data examined the reasons why GPs left Spain and their intention to return and were analysed using quantitative methods. The transcripts from interviews and focus groups centred on GPs' insights to enhance retention and recruitment in Spain and were analysed thematically. Results: The survey had 158 respondents with an estimated 25.4% response rate. Insufficient salary (75.3%), job insecurity and temporality (67.7%), excessive workload (67.7%), poor primary care governance (55.7%), lack of flexibility in the workplace (43.7%) and personal circumstances (43.7%) were the main reasons for leaving Spain. Almost half of the respondents (48.7%) would consider returning to Spanish general practice if their working conditions improved. Interviews and focus groups with respondents (n = 24) pointed towards the need to improve the quality of employment contracts, working conditions, opportunities for professional development, and governance in primary care for effective retention and recruitment. Conclusion: Efforts to improve GP retention and recruitment in Spain should focus on salary, job security, flexibility, protected workload, professional development, and governance. We draw ten GP retention and recruitment recommendations expected to inform urgent policy action to tackle existing and predicted GP shortages in Spanish primary care. [ABSTRACT FROM AUTHOR]

Legal suspension of the individual employment contract can occur in several situations provided by the law. Legal suspension of the individual employment contract does not imply its termination. The contract resumes automatically after the end of the suspension period, without the need for a new agreement between the parties. However, it is important that the employer and the employee comply with the legal provisions and are aware of their rights and obligations during the suspension. The individual employment contract can be suspended in the case of maternity leave and maternal risk leave in accordance with the specific labor legislation in Romania. In Romania, the duration of maternity leave is 126 calendar days (42 days before the birth and 84 days after the birth). If the birth is multiple or if there are medical complications, this leave can be extended. The individual employment contract of the woman who is on maternity leave is suspended during this leave. During the suspension, the employee is entitled to a maternity allowance. The employer cannot denounce or terminate the individual employment contract during the maternity leave. Maternal risk leave is granted to pregnant women in risk situations for their health or that of the fetus. It is necessary to present a medical certificate attesting the necessity of this leave. The individual employment contract can be suspended in the case of maternity leave for the period indicated in the medical certificate issued by the specialist doctor. The employee is entitled to a maternity risk allowance. The employer cannot terminate or terminate the individual employment contract during the maternity leave. In both cases, the employer must respect the rights of the pregnant woman or mother in accordance with Romanian labor and social insurance legislation. Any discrimination or violation of these rights is prohibited. [ABSTRACT FROM AUTHOR]

Copyright of Revista Confluências Culturais is the property of Fundacao Educacional da Regiao de Joinville - FURJ 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 research investigates the role played by influencer relations professionals—also known as influencer intermediaries—in driving upfront and compliant disclosure of sponsorships in influencer marketing. Using semistructured interviews with 21 influencer relations professionals in Canada, the research identifies how influencer intermediaries can support sponsorship disclosure in three areas: (1) legal contracts and statements of work, (2) formal and informal content vetting processes, and (3) intermediary knowledge transfer. Using Bourdieu's sociological theory of field as a theoretical lens and analytical tool, the findings identify how these intermediaries have access to forms of social, cultural, and technical capital that can influence best disclosure practices. This research has implications for theory and practice by contributing to research in influencer relations management and by suggesting sponsorship disclosure solutions that emerge directly from the perspectives of influencer relations professionals. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Derecho Penal y Criminologia is the property of Editorial UNED 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.)

It is critical that the funds allocated towards public road infrastructure are utilized prudently to achieve value for money whilst meeting project objectives. Therefore, contracts which facilitate the attainment of significant value are utilized. However, these contracts are seldom reviewed. Furthermore, ineffective Contract Management is a frequent occurrence in Zambia. In view of the foregoing, the aim of this study was to develop a Public Road Contract Management framework for the Zambian Construction Industry (ZCI). The study adopted a sequential exploratory research design to identify and determine the associated challenges and critical success factors (CSFs), respectively, throughout the Contract Management cycle in the ZCI. This was achieved by ranking the challenges and CSFs based on the data collected through questionnaire surveys from 92 respondents. The major challenges in each phase of the cycle viz. Initiation, Planning/Procurement, Implementation/Administration, Monitoring & Control and Closure were that viability of strategic plans is affected by political regime changes, failure to allocate the contract with the required budget, lengthy payment processes, delay in payments for satisfactory performance and lack of reviews to document lessons learnt and best practices, respectively. The top CSFs in each phase were preparation of comprehensive feasibility studies; allocating the contract with the required budget; adequate funding during implementation; monitoring being carried out by qualified, competent, and experienced personnel; and enhanced record keeping, respectively. Statistical analysis of the data using the Spearman correlation coefficient showed that there was a strong positive relation between Contract Administration/Implementation, and Monitoring and Control. The developed framework is expected to facilitate timely completion of roadworks that are executed to the desired quality at the budgeted cost and thereby achieve successful Public Road Works Contract Management. [ABSTRACT FROM AUTHOR]

The article "Staff provision to outsourced hospitals and temporary employment directive" deals with the topic of staff provision in hospitals and the temporary employment directive. The European Court of Justice has ruled that a system of staff provision is not subject to the temporary employment directive if it is in the interest of the employees. In Austria, many hospitals have been outsourced to their own operating companies, which is considered a transfer of business under labor law. The legal situation for the outsourced state hospitals is more complex, as labor law is the responsibility of the state. However, a regulation has been created that allows employees to continue to be employed by the state while performing their work for the new legal entity. The article discusses the application of the temporary employment directive to long-term staff provision after outsourcing. It refers to a decision of the ECJ which states that the temporary employment directive is not applicable in a specific case. The ECJ argues that the employment relationship with a user company must inherently be temporary in order to fall under the directive. It is also emphasized that a permanent transfer of an employee's tasks to a third-party company cannot establish a temporary employment relationship. The ECJ also points out that the temporary employment directive exclusively applies to temporary employment relationships and not to permanent employment relationships. The article discusses the decision of the European Court of Justice (ECJ) regarding staff provision to outsourced hospitals and the temporary employment directive. The ECJ determines that in this specific case, there was no risk of abuse or circumvention of the directive. The ECJ refers to the objective of the directive, which takes into account both the flexibility needs of companies and the compatibility of work and private life. When tasks are definitively transferred to a third-party company, the objective of flexibility for companies and the creation of new jobs is not relevant, as the employment contract continues to exist. It is noted that the ECJ's decision does not provide legal certainty in cases where there is circumvention of the temporary employment directive. It is emphasized that staff provision is only legally secure if it satisfies a comprehensible workforce interest and does not result in a disadvantage compared to direct employment. [Extracted from the article]

Purpose: This paper examines the consultancy process in small and medium-sized enterprises (SMEs), focusing on consulting entrepreneurs at the beginning of their entrepreneurial career chosen out of necessity due to a terminated long-term employment contract in a public company. Methodology: A qualitative study design was adopted to look into the consultancy process with five new entrepreneurs who participated in a program that combined trainings and consultancy sessions. Text analysis of written feedback from consultants was conducted to understand the challenges entrepreneurs faced and progress they made. Evaluation sheets with closed and open questions were analyzed to explore the effects of the program and the entrepreneur satisfaction with the program. Five years after completing the program, semi-structured interviews were conducted to identify the current status of the entrepreneurial ventures. Results: In this study, the success of the consultancy process was threatened by time constraints and a lack of comprehensive reasoning behind client motivation to become entrepreneurs. These were the most detrimental factors for the client-consultant relationship, which ended up lacking transparency and thoroughness. Conclusion: Research results indicate the importance of consultant's efforts to contextualize the client's decision to become an entrepreneur. Investing time in building a client-consultant relationship as well as providing long-term follow-up support proved to be crucial to ensuring a positive impact of consultancy support for entrepreneurs starting a new business. [ABSTRACT FROM AUTHOR]

Rework in construction contracts is an interesting topic as it influences contractual claims and disputes. Changes in design, scope, and construction turn into rework and then affect project completion time, performance, and contract sum. Addressing the rework provision in a well-defined contract before the work commences will safeguard the project against unforeseen circumstances Contractual rework provisions are difficult to trace as they are often written indirectly or in a complex context. Therefore, a list of rework causes from the literature is used in this study to investigate rework clauses and identify the relevant provisions in the general contract conditions. Rework provisions in the New Zealand standard contract are reviewed first and the identified contract clauses are then evaluated based on the result of the questionnaire survey and professional interviews. The mixed method, both quantitative and qualitative approach, is utilized for data collection and analysis. This research revealed that only five significant causes of rework, involved in the categories of process, materials and equipment, are adequately addressed in the contract conditions, so the remaining causes of rework require further investigation. The result also identified five contract clauses related to rework provisions. The study suggests the contract parties review the rework provisions ahead of time during the negotiation of the contract. This approach enables the parties to manage their obligations under rework events by addressing other causes of rework. Properly addressing the causes of rework in the contract provisions reduces contractual claims, disputes, and improves the overall project performance. [ABSTRACT FROM AUTHOR]

How should firms provide incentives to a group of workers when performance measures are unverifiable? We provided some answers to this question in our paper “Team Incentives in Relational Employment Contracts” in 2006. Here we reflect upon the contribution of that paper and provide a further analysis of this research question. We propose a more applied theoretical framework and explore stochastic properties of performance variables, including correlations that make one agent’s performance informative about another agent’s effort. In this framework cooperative incentives tend to be preferable when performances are negatively correlated, while competitive incentives tend to prevail under positive correlation. [ABSTRACT FROM AUTHOR]

Many of the more than 27 million refugees in the world today are highly educated professionals, but resolving their displacement via skilled migration pathways is typically not possible. At the request of employers facing severe skill shortages and the coordination of Talent Beyond Boundaries (TBB)–a non-profit organisation–the Australian government introduced in 2018 a pilot program enabling employers to sponsor refugees through an employment contract meeting existing skilled visa requirements. The pilot effectively added immigration places to refugees, as employer-sponsored visa are uncapped in Australia. We highlight some insights collected from TBB's 2018 and subsequent pilots. [ABSTRACT FROM AUTHOR]

The pharmacist is the most accessible healthcare provider. The even distribution of pharmacies throughout the country is an important factor for ensuring patients’ access to pharmaceutical care. Aim: The study aims to track the distribution of community pharmacies and patients’ access to specific pharmaceutical activities by territorial areas in Bulgaria. Materials and methods: Public registers of the Bulgarian Drug Agency, the Ministry of Health, Regional Health Inspectorates, the National Health Insurance Fund, Bulgarian Pharmaceutical Union are analyzed. The survey is conducted for the period of June-August 2022. Results: In Bulgaria there are 3309 pharmacies, unevenly distributed by territorial areas. On average, one pharmacy is served by 2.11 pharmacists. At the national level, 68 % of the pharmacies have a contract to work with the NHIF. Only 13 % of the pharmacies have permission to prepare medicinal products according to the magisterial recipe and pharmacopoeia recipe. An active license to work with narcotic substances is established at 55% of the pharmacies in the 10 regions of the country studied. The еstablished uneven territorial distribution of the offered pharmaceutical activities may lead to difficulties according to patients’ access. [ABSTRACT FROM AUTHOR]

Policy decisions in business and economic fields are often informed by surveys of employees. Many employee surveys use costly interviewer-administered modes to reach this special population. However, certain employee subgroups may be especially hard to reach using these modes. Thus, besides high administration costs, nonresponse bias is a concern. To reduce costs and potential nonresponse bias, some employee surveys have introduced web as part of a sequential mixed-mode design. However, the impact of introducing web on response rates, nonresponse bias, and costs in employee surveys is understudied. The present study addresses this research gap by analyzing a mode design experiment in which employees selected for a national survey in Germany were randomly assigned to a single-mode telephone design or a sequential web-telephone mixed-mode design. The study revealed four main findings. First, introducing the web mode significantly increased the response rate compared to the single-mode design. Second, despite the higher response rate, aggregate nonresponse bias was higher in the mixed-mode design than in the single-mode design. Third, the likelihood of web participation varied across certain employee subgroups, including occupation type and employment contract. Lastly, potential cost savings were evident under the mixed-mode design. [ABSTRACT FROM AUTHOR]

Emerging challenges and opportunities from business environments keep organizations embedded in volatility and unpredictability. Acknowledging the increasing need for organization flexibility, this study examined the influence of human resource flexibility on the performance of selected deposit money banks in Nigeria. To achieve this objective, the variables were operationalized, and models specified. The study adopted a descriptive survey research design. Data were gathered from primary sources, and study hypotheses were tested using the Multiple Regression Technique. The findings showed that all the factors used to proxy functional flexibility, except relational flexibility, had a significant effect on customer loyalty; and that functional flexibility significantly affects customer loyalty. The study also found numerical flexibility to influence service innovation positively and significantly in the selected Banks. Based on these findings, the study recommended that in order to achieve a higher level of flexibility in these banks, managers should put in place coordination mechanisms towards generating new forms of collective human capital through the combination of individual capabilities of employees, in addition to maintaining other aspects of their employees' functional flexibility; and that managers should minimize the application of fixed-term contract employments and focus more on contracting external specialists who will introduce fresh ideas. [ABSTRACT FROM AUTHOR]

Background. The article is devoted to the main issues of legal regulation of platform employment in the Republic of Kazakhstan. The authors gradually considered the issues of the overarching concept of platform employment, its national legal regulation, the correlation of platform employment with labour relations, and the necessity of mandating Internet platform operators to conclude employment contracts with individuals providing their services. Methods: In the process of analysing the current Kazakhstani labour and related legislation, national and international judicial practice, the authors came to the conclusion that the Social Code adopted in 2023 and the Law 'On Online Platforms and Online Advertising' separate the concept of an Internet platform and online -platforms. Internet platforms are so-called work platforms that specialise in mediating the provision of services and work performance. The authors identified several problems that arose with adopting the Social Code. In particular, the authors do not share the legislator's idea on the need for civil law regulation of relations in platform employment between the contractor and the Internet platform operator. The authors propose a targeted approach to determining the nature of the legal regulation of platform employment. Labour activity using Internet platforms, if it has signs of hidden labour relations specified in the ILO recommendations, should be regulated by labour legislation. Otherwise, the trend towards precarisation of the Kazakh labour society will inevitably strengthen. Results and conclusions: Based on the statistical data analysis, the authors concluded that more and more people with higher or professional education adjoin the number of self-employed, hence the performers of platform employment. The data suggest that precarisation in the Republic of Kazakhstan is rapidly spreading among the underclass labourers and the relatively prosperous and promising able-bodied population of the country. [ABSTRACT FROM AUTHOR]

Labour law grants an employer the power to terminate an employment contract without the worker's consent when he is guilty of serious misconduct. This power can also be exercised when the employer has legitimate cause even if the worker has not committed any misconduct. This article compares how legislators in the UAE and Egypt regulate this power. The Emirati legislator has recently passed Law No. 33 of 2021, which updated the dismissal causes list and enabled the employer to terminate definite term contracts for a legitimate cause. The Egyptian legislator is currently debating the employer's power to terminate employment contracts in a discussion of the bill on employment law, which will soon replace the current Labour Law No. 12 of 2003. The article concludes that the various legal rules in the UAE and Egypt can be transplanted to balance the rights of employers and workers. [ABSTRACT FROM AUTHOR]

Copyright of Przeglad Sejmowy is the property of Kancelaria Sejmu 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 FinanzRundschau is the property of De Gruyter 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 study examines the impact of migration on local workers and high school dropouts of local students. A conventional approach without addressing the endogeneity issue may lead to biased results. Our endogeneity‐corrected estimates show a positive impact of migration on the monthly wages of local workers. A higher share of migrants increases the probability of local workers with employment contracts, social insurance, and holiday pay. Heterogeneity analysis shows that local workers, no matter their educational level, work experience, or occupation sectors, benefit from the inflow of migrants. Finally, migration inflow lowers the probability of high school dropouts among local students. Our findings resulting from rigorous statistical approaches suggest that internal migration produces positive impacts on the economic well‐being of local residents, refuting the argument about the adverse effects associated with internal migration. [ABSTRACT FROM AUTHOR]