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Journal articles on the topic 'Dismissals of group of employees'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Gruževskis, Boguslavas, and Inga Blažienė. "Socially Responsible Restructuring: Employees' Security Dimension in Lithuania." Business: Theory and Practice 11, no. (4) (2010): 302–13. https://doi.org/10.3846/btp.2010.33.

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Social security dimension of employees of enterprises undergoing restructuring is analysed: the concept of socially responsible restructuring is discussed; the recent developments in restructuring processes in Lithuania (including procedures of enterprise restructuring and bankruptcy, European Restructuring Monitor information and data on redundancy of group of employees) are described; restructuring legislation in Lithuania including the concept of restructuring, legal aspects of employees' security in case of restructuring and dismissals of group of employees are discussed. Active labour mar

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2

Volk, Elena A., and Kirill L. Tomashevski. "Dismissal of an employee at the initiative of the employer for a single gross violation of labour duties (clause 7 of Article 42 of the Labour Code of Belarus)." Russian Journal of Labour & Law 13 (2023): 275–95. http://dx.doi.org/10.21638/spbu32.2023.119.

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During the third global reform of the Labor Code of the Republic of Belarus, which took place in 2019-2020, Article 42 of the Labor Code was set out in a new edition. In the updated Article 42 of the Labor Code of the Republic of Belarus, five grounds for dismissal at the initiative of the employer for a single gross violation of labor duties were combined into one paragraph 7. In 2021, this paragraph was supplemented with three new grounds. In this paper, for the first time, an attempt is made to comprehensively analyze all eight grounds for dismissal on the initiative of the employer for a s

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3

Freitas, Marlos Rocha de, Márcio Lopes Pimenta, Per Hilletofth, Daniel Jugend, and Pedro Carlos Oprime. "Demand management: the role of cross-functional integration in a context of political turbulence." Asia Pacific Journal of Marketing and Logistics 32, no. 3 (2020): 817–39. http://dx.doi.org/10.1108/apjml-11-2018-0473.

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PurposeThe purpose of this study is to investigate how cross-functional integration supports the execution of the demand-side processes and its effects on both the demand and supply-side processes.Design/methodology/approachA case study was conducted including a Brazilian multinational manufacturer in the automobile industry and some of its suppliers and dealers. 17 interviews were conducted. A theoretical framework is proposed containing five basic elements, they are: characteristics of the demand/supply processes; involved functions; integration factors; context influencers and impacts of in

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4

Formella, Martyna. "What drives large companies to cut jobs? Analysis of group layoffs in Poland in the period 2016–2024." Catallaxy 9, no. 2 (2024): 55–65. https://doi.org/10.24136/cxy.2024.005.

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Motivation: Since the beginning of 2024, much information has been regarding waves of mass layoffs in Poland. Some media in early 2024 reported that the number of collective redundancies was alarming. Such information may make one wonder whether this state of affairs is different from the data from previous years (the study includes the period from 2016).Aim: This article presents the number of collective redundancies in the post-pandemic period compared to previous years and the reasons that induce employers to reduce employment through collective redundancies.Materials and methods: The study

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Almeida, Sofia, Susana Mesquita, and Inês Carvalho. "THE COVID-19 IMPACTS ON THE HOSPITALITY INDUSTRY HIGHLIGHTS FROM EXPERTS IN PORTUGAL." Tourism and hospitality management 28, no. 1 (2022): 61–81. http://dx.doi.org/10.20867/thm.28.1.3.

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Purpose - To better understand the impact of COVID -19 on the tourism sector, with a focus on the hospitality industry, and how these changes will affect the sector and business responsiveness. Design - This is research focusing on the COVID-19 impacts on the hospitality sector in Portugal. The study reports in detail how a group of experts perceived this critical situation caused by the pandemic. Methodology - For data collection, a focus group was conducted with six experts in the field. A thematic analysis was conducted to interpret the data and NVivo software was used to organise and defin

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Almeida, Sofia, Susana Mesquita, and Inês Carvalho. "THE COVID-19 IMPACTS ON THE HOSPITALITY INDUSTRY HIGHLIGHTS FROM EXPERTS IN PORTUGAL." Tourism and hospitality management 28, no. 1 (2022): 61–81. http://dx.doi.org/10.20867/thm.28.1.3.

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Purpose - To better understand the impact of COVID -19 on the tourism sector, with a focus on the hospitality industry, and how these changes will affect the sector and business responsiveness. Design - This is research focusing on the COVID-19 impacts on the hospitality sector in Portugal. The study reports in detail how a group of experts perceived this critical situation caused by the pandemic. Methodology - For data collection, a focus group was conducted with six experts in the field. A thematic analysis was conducted to interpret the data and NVivo software was used to organise and defin

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7

Evdokimov, V. I., E. G. Ichitovkina, V. K. Shamrey, A. G. Soloviev, and M. S. Pluzhnik. "Dynamics of Mental Disorders Morbidity among Employees of the Ministry of Internal Affairs of Russia from 2008 to 2023." Psychiatry (Moscow) (Psikhiatriya) 22, no. 6 (2025): 34–42. https://doi.org/10.30629/2618-6667-2024-22-6-34-42.

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Background: the professional activity of employees of the Ministry of Internal Affairs of Russia belongs to the extreme, in which there is an increased risk of mental adaptation disorders, the occurrence of stress-related and mental disorders. The aim of study: to assess mental disorders dynamics among employees of the Ministry of Internal Affairs of Russia and use this data for prevention, timely detection, treatment and social rehabilitation. Patients and Methods: we studied the dynamics of mental disorders in employees of the Ministry of Internal Affairs of Russia with special ranks for 16

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8

Rаssokha, A. A., E. G. Ichitovkina, M. V. Zlokazova, and A. G. Soloviev. "Dynamics of the formation of mental disorders in combatants from the Ministry of Internal Affairs of Russia." Medicо-Biological and Socio-Psychological Problems of Safety in Emergency Situations, no. 2 (August 3, 2022): 52–59. http://dx.doi.org/10.25016/2541-7487-2022-0-2-52-59.

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Relevance. Participation in hostilities is a stressful factor affecting the formation of mental disorders in combatants. According to scarce studies, combatants resigned from the security forces have some problems with mental health.Intention. Catamnestic analysis of mental disorders over time in combatants entitled to retirement pension upon their dismissal from the Internal Affairs bodies of Russia.Methodology. A catamnestic survey was conducted in 209 employees of the Ministry of Internal Affairs of Russia in the Kirov region who were retired from 2015 to 2019. Depending on participation in

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9

Sereda, O. Hr, and N. M. Shvets. "Participation of Trade Unions in the Procedure of Mass Dismissal of Employees: International Experience and National Prospects." Uzhhorod National University Herald. Series: Law 2, no. 82 (2024): 35–40. http://dx.doi.org/10.24144/2307-3322.2024.82.2.5.

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The article is devoted to topical issues of legal regulation of participation of trade unions in the procedure of mass dismissal of employees. The author emphasises that legal regulation of collective dismissals requires additional regulation in view of the social and economic challenges that arise as a result for employees. The author determines that the protective activities of trade unions should play an important role in mass dismissals, the essence and purpose of which is to minimise the negative impact of market factors on the decline in the quality of life and work of employees. The aut

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10

Sausan Athirah and Azka Amalia Jihad. "PENERAPAN SANKSI PADA PEGAWAI INDISIPLINER DALAM PERSPEKTIF FIKIH MUAMALAH." JURISTA: Jurnal Hukum dan Keadilan 8, no. 1 (2024): 201–19. http://dx.doi.org/10.22373/jurista.v8i1.130.

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This research examines the process of proving an ijārah 'ala al-'amāl contract and the effectiveness of sanctions applied by the Badan Kepegawaian Aceh. The method used is an empirical legal approach in which data is collected from primary sources such as interviews, observations, and focus group discussions. Secondary data is collected from secondary sources such as books, journals, and other resources related to this research. The findings show that the sanctions applied have not been fully effective in tackling arrears. This research is important because the sanction policy of Badan Kepegaw

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11

Kostina, Elena, Vera Bulygina, and Alexander Dubinsky. "Individual psychological and neuropsychological characteristics of the dismissed employees of the internal affairs bodies with consideration to their professional suitability category." Vestnik of the St. Petersburg University of the Ministry of Internal Affairs of Russia 2025, no. 1 (2025): 256–70. https://doi.org/10.35750/2071-8284-2025-1-256-270.

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Introduction. Despite the large number of studies devoted to studying of stress with employees of security structures as a factor of reduction of adaptive resources, the individual-psychological and cognitive characteristics,rationale for low occupational suitability for service in the Ministry of Internal Affairs of the Russian Federation (hereinafter - MIA of Russia) and formation of pre-clinical level of mental disorders and, as a consequence, high risk of mental dislocation, allowing to predict the decision of dismissal from the MOI due to the impossibility of professional activitiescontin

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12

Latos-Miłkowska, Monika. "PROCESSING OF EMPLOYEES’ PERSONAL DATA AND COLLECTIVE REDINDANCIES." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 363–71. http://dx.doi.org/10.5604/01.3001.0015.6141.

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This article is devoted to the issues of personal data processing in the event of collective dismissals. The author identifies situations in which personal data may be processed in the course of collective dismissals, the compliance of the processing of such data with Regulation No. 2016/679 on the protection of individuals with regard to the processing of personal data and on the free movement of such data, and the repeal of Directive 95/46 / EC and analyzes the consequences of unlawful processing of employees’ personal data during collective redundancies.

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13

Berloffa, Gabriella, Eleonora Matteazzi, Alina Şandor, and Paola Villa. "Gender inequalities in the initial labour market experience of young Europeans." International Journal of Manpower 40, no. 3 (2019): 379–97. http://dx.doi.org/10.1108/ijm-02-2018-0063.

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Purpose The purpose of this paper is to investigate gender differences in employment status trajectories of young Europeans during their initial labour market experience, and the way in which they are affected by some labour market institutions. Design/methodology/approach The empirical analysis is based on EU-SILC longitudinal data (waves 2006–2012), and focusses on young people aged 16–34. Monthly information on self-declared employment statuses for 36 months is used to define “employment status trajectories”. Young people are observed in two different phases: the first three years after lea

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Alves de Sousa, Ana Leticia, and Silvana Nunes de Queiroz. "ADMISSÃO POR PRIMEIRO EMPREGO E REEMPREGO NO MERCADO FORMAL BRASILEIRO E CEARENSE: ANÁLISE COMPARATIVA DA REMUNERAÇÃO ENTRE 2010 E 2020/Admission for first employment and reemployment in the formal market in Brazil and Ceará: comparative analysis of remuneration in 2010 and 2020." Informe GEPEC 28, no. 1 (2024): 64–85. http://dx.doi.org/10.48075/igepec.v28i1.31079.

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O presente estudo tem como objetivo geral analisar a presença de diferença salarial entre trabalhadores admitidos por primeiro emprego e por reemprego no Brasil e no Ceará, nos anos de 2010 e 2020. O tipo de pesquisa é descrititvo-explicativa, utilizando o método dedutivo a partir da utilização do procedimento comparativo, além do método quantitativo para apresentar e explicar as diferenças encontradas. Os dados foram coletados a partir da Relação Anual de Informações Sociais (RAIS), do Ministério do Trabalho e do Emprego (MTE). Os principais resultados apontam que tanto para o Brasil quanto p

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15

Schoot Uiterkamp, Annet. "Stutter, houwer, vliegenier. Sociaal-professioneel profiel van tewerkgestelden in de Willem-Sophia, 1945-1946." Studies over de sociaaleconomische geschiedenis van Limburg/Jaarboek van het Sociaal Historisch Centrum voor Limburg 63 (January 12, 2023): 204–45. http://dx.doi.org/10.58484/ssegl.v63i12395.

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Timberman, hewer, aviator. The socio-professional profile of political prisoners at the mine Willem-Sophia, 1945-1946 This article is a sequel to ‘“For the time being keep it silent”. Employment of political prisoners at the mine Willem-Sophia in Spekholzerheide (1945-1946)’ in Jaarboek 2017. It outlines the profile of the first political prisoners employed in this mine. The data are extracted from two registers that include personal and professional particulars of the 641 employees concerned. It surveys former employer or profession, place of origin, age, duration of employment and reas

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Sanders, Astrid. "The law of unfair dismissal and behaviour outside work." Legal Studies 34, no. 2 (2014): 328–52. http://dx.doi.org/10.1111/lest.12023.

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Four of the better-known unfair dismissal cases involve dismissals of employees for behaviour outside work. All four of those dismissals were held to be ‘fair’. This paper looks afresh at the subject matter of dismissals for behaviour outside work. It will argue, first, that employment tribunals should apply a separate framework to dismissals for behaviour outside work and not just apply the normal framework that is designed for dismissals for behaviour at work. Secondly, the paper will construct this separate framework to apply to dismissals for extramural behaviour. It will be argued that th

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17

Wright, Melissa W. "Asian Spies, American Motors, and Speculations on the Space — Time of Value." Environment and Planning A: Economy and Space 33, no. 12 (2001): 2175–88. http://dx.doi.org/10.1068/a343.

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How do strategists' decisions regarding the organization of corporate resources reflect the interplay of power and identity within the firm? And what is at stake for the production of value? These are the questions I address through the presentation of an ethnographic study I conducted in the Asian and Mexican facilities of a multinational firm that produces outboard motors and boats. I draw attention to a particular moment in this corporation's history when a group of US – American engineers try to prohibit corporate support for a new product designed by the company's Hong Kong Chinese engine

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18

Chelliah, John, and Brian D'Netto. "Unfair dismissals in Australia: does arbitration help employees?" Employee Relations 28, no. 5 (2006): 483–95. http://dx.doi.org/10.1108/01425450610683672.

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ISHKINEEV, FARID I., FARIDA F. ISHKINEEVA, ZHANNA V. SAVELEVA, and LILIA K. KHUSAINOVA. "PREVALENCE OF THE DIAGNOSIS OF «OBESITY» AMONG LAW ENFORCEMENT OFFICERS." Bulletin of Contemporary Clinical Medicine 15, no. 5 (2022): 32–37. http://dx.doi.org/10.20969/vskm.2022.15(5).32-37.

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Abstract. Introduction. The issue of the prevalence of the disease among law enforcement officers is of particular relevance and urgency in connection with the problems of professional performance. At the same time, this socio- professional group was not in the focus of researchers’ attention in the context of the prevalence of the disease. Aim. Identification of the dynamics of the prevalence of obesity among law enforcement officers of the Republic of Tatarstan. Material and methods. A statistical analysis of the conclusions issued by the military medical commission of the medical and sanita

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20

Roe, Thomas. "Transfer of undertakings–dismissals and variations." Cambridge Law Journal 58, no. 1 (1999): 1–48. http://dx.doi.org/10.1017/s0008197399341015.

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IN conjoined appeals in Wilson v. St. Helens Borough Council [1998] 3 W.L.R. 1070, the House of Lords considered two important questions concerning the Transfer of Undertakings (Protection of Employment) Regulations 1981, S.I. 1981/1794, which enact the Acquired Rights Directive (77/187/EEC): Wrst, whether a purported dismissal of an employee, the reason or principal reason for which is the transfer of an undertaking, is eVective or is a nullity, and secondly, the extent to which employees are free, expressly or by conduct, to accept variations by the transferee in their terms of employment.

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Newaj, Kamalesh. "Defining Fairness in Dismissals of Unauthorised Foreign Nationals." Potchefstroom Electronic Law Journal 23 (August 24, 2020): 1–25. http://dx.doi.org/10.17159/1727-3781/2020/v23i0a7586.

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It is trite that if a person's employment is prohibited by law it is not possible for such a person to perform his or her work lawfully. However, people are employed despite failing to comply with statutory requirements. One such class of persons consists of unauthorised foreign nationals. This arises in circumstances where they are employed without work permits or where their work permits expire during employment. The Labour Court in Discovery Health Limited v CCMA 2008 7 BLLR 633 (LC) has affirmed that the absence of a valid work permit does not invalidate the contract of employment, thereby

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Newaj, Kamalesh. "Does the incorrect classification of misconduct charges constitute substantive unfairness? EOH Abantu v CCMA (2019) 40 ILJ 2477 (LAC)." Obiter 41, no. 3 (2021): 631–41. http://dx.doi.org/10.17159/obiter.v41i3.9586.

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Dismissals are commonplace in employment and arise for various reasons. One such reason is the unacceptable or undesirable conduct of an employee, which is recognised as a dismissal for misconduct. Notwithstanding the employers’ right to effect dismissals, employees are considerably protected by the law (s 185 of the Labour Relations Act (LRA)). An employee has the right to challenge his/her dismissal by referring an unfair dismissal dispute to the CCMA (s 191 of the LRA). This is not surprising considering the fact that fairness is the cornerstone of the employment relationship (as evident fr

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23

Capşa, Tudor. "Rights and guarantees for employees in case of collective redundancy: legal and practical aspects." National Law Journal, no. 2(250) (May 2024): 120–37. http://dx.doi.org/10.52388/1811-0770.2023.2(250).13.

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The article analyzes in detail and comments on the main legal and practical aspects of domestic labor legislation that regulates the rights and guarantees established for employees in case of collective dismissals by the employer, as well as the practical and correct application of the relevant legal provisions, with the formulation in the exposure process of the material of the conclusions and recommendations based on the researched current topic. At the same time, the comments contained in this article are intended to assist the teaching staff, doctoral students, master’s students, students

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Ferentz, Larissa Maria da Silva, Murilo Noli da Fonseca, and Carlos Mello Garcias. "COVID-19 RESPONSE MEASURES IN BRAZILIAN STATES: LEGISLATIVE AND JOURNALISTIC APPROACH." Qualitas Revista Eletrônica 21, no. 3 (2021): 25. http://dx.doi.org/10.18391/req.v21i3.5653.

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State governors had to take restrictive measures to prevent Covid-19 from advancing with the arrival of the disease in Brazil. According to the Constitution, states and municipalities can define more restrictive laws to those instituted at the Federal level. Thus, the present objective is to analyze the measures adopted by each Brazilian state to combat the new coronavirus. As a methodology, the state laws in force and the strategies implemented during the evolution of the disease were identified through journalistic articles. As main results, the dismissal of employees belonging to the risk g

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Gribanova, Svetlana, and Anna Abeltina. "Management of creative class. The case of IT professionals in Latvia." SHS Web of Conferences 74 (2020): 02006. http://dx.doi.org/10.1051/shsconf/20207402006.

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This paper has purpose to the study of factors for motivation of the creative class to work more efficiently. The paper examines the case of IT professionals in Latvia, a significant participant in knowledge economy. IT professionals are more flexible in terms of looking for a job on the labor market all over the world, opportunities of remote job allows they benefit on proposals from abroad, as there is a huge need for qualified IT employees in contemporary international environment. The article uses the results of an online survey of IT professionals in a sample of 1,200 individuals. Methodo

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Stevens, George E. "Newspaper Liability for Libel of a Former Employee." Newspaper Research Journal 8, no. 4 (1987): 51–57. http://dx.doi.org/10.1177/073953298700800405.

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Newspapers have experienced an increase in the number of libel suits brought by former employees. Cases have involved explanations to readers about why staff members were discharged, communications to staffers regarding the dismissals of former colleagues and employment references. This article discusses libel law as it applies to these problems and suggests how newspapers may avoid liability.

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27

Cho, Sang Kyun. "Effect and Determination of Employee Status under the Labor Standards Act of a Freelance Announcer of a Broadcasting Company." Center for Public Interest & Human Rights Law Chonnam National University 31 (August 31, 2023): 421–50. http://dx.doi.org/10.38135/hrlr.2023.31.421.

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In this case, an announcer who has been hosting news after signing a program appearance contract, a so-called freelance contract, seeks confirmation of her status as a newscaster in a case where she was excluded from news-hosting work as the broadcasting company recruited new employees. As a specific issue, it can be said whether an announcer who has signed a formal freelance contract has an employee status under ｢the Labor Standards Act｣, and if so, whether there is an interest in seeking confirmation of the employee status for being excluded from work by the broadcasting company. Regar

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Glondys, Olga. "Dismissals of the Congress for Cultural Freedom’s representatives in Latin America as part of the strategy of “Opening to the Left” (1961-1964)." Culture & History Digital Journal 7, no. 1 (2018): 010. http://dx.doi.org/10.3989/chdj.2018.010.

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This article reconstructs the history and the polemics surrounding an operation of dismissals of the Congress for Cultural Freedom’s [CCF] local representatives in Latin America carried out between 1961 and 1964. The operation was a consequence of adoption of the new guidelines -“Opening to the Left”- implemented as a basis of the new Latin American program in response to the Cuban Revolution by the CCF’s executives. The process of dismissals in the local Committees dismantled the original Latin American program of the CCF and affected mainly representatives proceeding from the Spanish exile d

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Kwadade-Cudjoe, Francis. "Fostering an effective organizational relationship between management and employees: A co-operative arrangement would promote the achievement of goals, and the delivery of projected products and services." Archives of Business Research 8, no. 8 (2020): 321–33. http://dx.doi.org/10.14738/abr.88.8911.

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A good relationship between management and employees within an organization has always been the best ingredient every entity should aspire for. Management alone cannot run the organization, and similarly, employees. There is therefore, the need for good rapport to exist between them for a successful management of the organization. The functions of management are quite distinct from employees, and similarly that of employees. When an organization is not able to achieve its goals / objectives, both management and employees would suffer, as they would lose their jobs. Management, as leaders of th

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Harman, Phillip. "Checklist - Bringing Harmony to the Workplace?" Legal Information Management 5, no. 4 (2005): 253–55. http://dx.doi.org/10.1017/s1472669605001003.

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On 1 October 2004 the Government introduced a new set of statutory dispute resolution procedures which apply to all employers. The new rules set out a series of basic procedural steps that an employer must follow when dealing with disciplinary hearings, dismissals and grievances. The Government's stated aim was to encourage employers and employees to resolve their disputes internally and thus reduce the number of claims being brought in the Employment Tribunal.

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Dedi Aringga, Rino, Agung Arafat Saputra, and M. Amin El Walad Meuraksa Meuraksa. "Termination of Employment (PHK) and its Impact on Workers." Journal of Law and Humanity Studies 1, no. 2 (2024): 40–46. https://doi.org/10.59613/q2yfhy93.

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Termination of Employment (dismissal) is one of the policies that can be implemented by companies as a last resort to address various issues, such as performance decline, operational efficiency, or financial difficulties. However, the implementation of dismissal must comply with the procedures stipulated in the Labor Law to ensure fairness for employees and avoid potential legal claims. This article discusses the dismissal procedures in accordance with labor regulations, the social and economic impacts of dismissal on employees, as well as the implications for communities affected by increased

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Marmysh, E. S., A. A. Soboleva, A. A. Shatova, and I. V. Shutikhin. "Human Resources in Russian Industry: why Do Employees Increasingly Quit Companies?" Management Science 11, no. 3 (2021): 71–85. http://dx.doi.org/10.26794/2404-022x-2021-11-3-71-85.

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Voluntary dismissals are a problem that has long existed and is rapidly gaining momentum in the modern world. Almost any company has encountered it. The paper considers the case of one of the largest industrial companies in Russia which was also affected by increased staff turnover. Unlike many published studies on this topic, this paper is an organizational case-stage and is based on a mixed methodology that combines qualitative and quantitative analysis methods. Moreover, its uniqueness lies in the binding of the results to the theory of generations X and Y. The empirical basis is: a factor

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Signoretto, Camille. "Mutually agreed termination, job destruction and dismissals." International Journal of Manpower 37, no. 8 (2016): 1365–86. http://dx.doi.org/10.1108/ijm-11-2014-0224.

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Purpose The purpose of this paper is to study the implementation of a new open-ended contract termination in 2008 in France, called the rupture conventionnelle (RC), which is a mutually agreed contract termination. More precisely, this paper analyses first the impact of the RC on the employers’ termination decisions (termination or not?). Then it seeks to provide empirical evidence of a substitution between the RC and other contract terminations (if there is termination, what types?). Design/methodology/approach The approach is first empirical. The author uses two matched firms’ data sets: one

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Mantouvalou, Virginia. "I Lost My Job over a Facebook Post: Was that Fair? Discipline and Dismissal for Social Media Activity." International Journal of Comparative Labour Law and Industrial Relations 35, Issue 1 (2019): 101–25. http://dx.doi.org/10.54648/ijcl2019005.

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Is it fair to be dismissed for social media activity, and are there any limitations to the employer’s managerial prerogative? These are the questions that this article addresses by examining the compatibility of discipline or dismissal with human rights law, with a primary focus on United Kingdom (UK) and European human rights law. It argues that UK courts and tribunals erroneously accept the lawfulness of such dismissals most of the time. This is due both to weaknesses in the English law of unfair dismissal, and to courts’ and tribunals’ limited engagement with human rights at work. Technical

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Cornish, René. "Unsilenced Employee Voice in South Africa: Social Media Misconduct Dismissals as Evidence of E-Voice." management revue 33, no. 3 (2022): 356–96. http://dx.doi.org/10.5771/0935-9915-2022-3-356.

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Social media has transformed various aspects of daily life, particularly influencing communication and interaction in both physical and digital spaces. The South African employment relationship is no exception. Social media also creates opportunities for the articulation of employee voice. Through the content analysis of 118 South African first-instance social media misconduct dismissal decisions, this paper argues that employees use social media as a mechanism to express dissenting employee voice. There is evidence of individual employee voice notwithstanding employers implementing rules and

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Todolí-Signes, Adrián. "Algorithms, artificial intelligence and automated decisions concerning workers and the risks of discrimination: the necessary collective governance of data protection." Transfer: European Review of Labour and Research 25, no. 4 (2019): 465–81. http://dx.doi.org/10.1177/1024258919876416.

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Big data, algorithms and artificial intelligence now allow employers to process information on their employees and potential employees in a far more efficient manner and at a much lower cost than in the past. This makes it possible to profile workers automatically and even allows technology itself to replace human resources personnel in making decisions that have legal effects on employees (recruitment, promotion, dismissals, etc.). This entails great risks of worker discrimination and defencelessness, with workers unaware of the reasons underlying any such decision. This article analyses the

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Loginova, M. V. "Value orientations of police officers as a factor of personnel turnover in the National Police of Ukraine." Analytical and Comparative Jurisprudence 1, no. 3 (2025): 525–29. https://doi.org/10.24144/2788-6018.2025.03.1.80.

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The article examines the problem of personnel turnover in the National Police of Ukraine through the prism of the value orientations of its employees. The relevance of the study is due to the high level of dismissals among police officers, which negatively affects the effectiveness of law enforcement activities and public trust. Traditional studies of personnel turnover often focus on material aspects, however, this work emphasizes the importance of value orientations as a potential factor influencing the decision of police officers to remain in service or resign. The purpose of the study is t

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Foubert, Petra, J. Peeters, E. Langhendries, and N. Marocchi. "An EU Perspective on Age as a Distinguishing Criterion for Collective Dismissal: The Case of Belgium and The Netherlands." International Journal of Comparative Labour Law and Industrial Relations 29, Issue 4 (2013): 415–32. http://dx.doi.org/10.54648/ijcl2013026.

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As a result of the economic crisis in the European Union, many companies have been forced to reorganize their activities in an attempt to cope with the substantial difficulties they face. Collective dismissals may be the ultimum remedium for the company to survive. This article considers whether an employer can dismiss an employee, merely based on age and, more specifically, pursuant to national legislation containing an age-pyramid principle ( Belgium) or mirror-principle (the Netherlands). EU legislation and case law on discrimination on the basis of age are analysed to establish whether age

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Wiśniewski, Zenon. "CAN IT BE EFFECTIVELY COUNTERACTED DISMISSALS OF EMPLOYEES DURING THE CRISIS? EUROPEAN EXPERIENCES." Polityka Społeczna 588, no. 3 (2023): 1–8. http://dx.doi.org/10.5604/01.3001.0053.7090.

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In the course of the COVID-19 pandemic, short-time work has once again proven to be an effective instrument to stabilise employment. Despite considerable differences in the institutional design and logic of short-time work schemes, the rapid deployment and high take-up of short-time work benefits was a high priority in all European countries. The paper describes significant changes in the short-time work programme design since March 2020, the role played by short-time work scheme during the crisis and discusses possible effects against the background of former empirical findings.

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van Niekerk, André. "The evolution of the right to fair procedure in dismissals for misconduct." Acta Juridica 2024 (2024): 55–86. https://doi.org/10.47348/acta/2024/a3.

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The obligation to follow a fair procedure before dismissing an employee for misconduct, certainly in the private sector, has its origins in the concept of the unfair labour practice, introduced in 1979 by way of an amendment to the Labour Relations Act 28 of 1956. This article traces the history of the development of a right to fair procedure before a decision to dismiss, and attempts to identify the normative basis of and justifications for that right. These included international standards, comparative law, the principles of administrative law applicable to public sector employees, and emplo

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Karseno, Doni, and Billy Hendrik. "IMPLEMENTATION OF PERFORMANCE ASSESSMENT OF INDRAGIRI INSTITUTE OF TECHNOLOGY AND BUSINESS USING THE SIMPLE ADDITIVE WEIGHTING (SAW) METHOD." Jurnal Manajemen dan Bisnis 12, no. 1 (2023): 78–85. http://dx.doi.org/10.34006/jmbi.v12i1.597.

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Employee performance appraisal system is a system used to assess the best performance of its employees. Institutions or institutions conduct the best performance appraisal of their employees to evaluate, verify, motivate to improve its performance. The results of this performance are used to find out or help make decisions, which results of these decisions have an impact on the employees themselves, such as promotions, demotions, dismissals, bonuses and deductions for employees. In the assessment of research conducted using 6 criteria: Presence, Attitude , Craft , Creativity, quality and quant

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Kovačević, Tijana. "Safeguarding individual and collective employee rights in the event of a transfer of undertakings." Glasnik Advokatske komore Vojvodine 95, no. 3 (2023): 857–98. http://dx.doi.org/10.5937/gakv95-41485.

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This paper meticulously analyzes the mechanisms for safeguarding the individual and collective rights of employees in the event of a transfer to a new employer. In this context, the protection of employees is facilitated through the rules governing the automatic transfer of employment contracts from the "old" to the "new" employer while maintaining identical working conditions. Consequently, the status of employees remains unaffected irrespective of any alterations in the activities undertaken by the new employer and decisions concerning the company transfer. In this sense, the assurance of jo

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Frick, Bernd, Miguel A. Malo, Pilar García Martínez, and Martin Schneider. "The Demand for Individual Grievance Procedures in Germany and Spain: Labour Law Changes versus Business Cycle." Studies of Applied Economics 30, no. 1 (2020): 283. http://dx.doi.org/10.25115/eea.v30i1.3389.

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In this article, we analyze the determinants of annual number of grievance procedures, mainly individual complaints against unfair dismissals. Econometric analyses using two balanced panels from the 11 West German states (1964- 2006) and the 17 autonomous regions of Spain (1987-2006) show that labour market characteristics, such as the unemployment and the vacancy rate have a much stronger influence on the cyclical demand for individual grievance procedures than changes in “workers’ rights”. Thus, the individual costs of unemployment are better predictors of the demand for individual grievance

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Cooper, Christopher A. "Bureaucratic Identity and the Resistance of Politicization." Administration & Society 50, no. 1 (2015): 30–52. http://dx.doi.org/10.1177/0095399715581046.

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Explanations of politicization tend to focus on historical trends, administrative traditions, and government preferences. Absent from this literature are the actions of bureaucrats themselves. Drawing on theories of employee resistance from organization studies suggesting that changes threatening the financial security and professional identity of employees may be resisted, this article explores whether bureaucrats resist, and seek to deter, efforts of politicization. Through a most likely case study design of New Brunswick (Canada), this article finds that bureaucrats not only resisted effort

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Costello, Kevin. "United Kingdom Legal Influence and Irish Unfair Dismissals Law." International Journal of Comparative Labour Law and Industrial Relations 40, Issue 2 (2024): 205–26. http://dx.doi.org/10.54648/ijcl2024008.

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The influence of the law of the United Kingdom in the design of Irish social legislation is notorious. While the imprints of its British antecedents are stamped on the general design of the (Irish) Unfair Dismissals Act 1977, the Irish Act introduced at least two innovations: (1) the imposition on employers of a comparatively higher ‘substantial grounds’ standard for justifying direct dismissal (rather than the weaker British ‘reasonable’ grounds standard); and (2) the insertion of a more liberal ‘reasonable to resign’ standard for justifying constructive dismissal (in place of what appeared,

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Osmanović, Sead, and Sabri Klaiqi. "Examination of the relationship between employment protection regulation and unemployment: Panel case study of countries of the COMESA." Corporate Law and Governance Review 5, no. 2, special issue (2023): 211–20. http://dx.doi.org/10.22495/clgrv5i2sip8.

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This paper aims to empirically test the impact of the relationship between the rules concerning the protection of employees and the unemployment rate. The aim is to answer the question of whether there is a positive or negative relationship between stricter employment protection regulation and unemployment, and whether it is statistically significant. The methodology used is from the panel data analysis of the multifactorial regression model with fixed and random effects and the generalized method of moments (GMM) model. Fella (2000) and the Organisation for Economic Co-operation and Developme

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Degtyareva, Ekaterina. "The Situation of SME Workers as a Result of the Pandemic." Management of the Personnel and Intellectual Resources in Russia 10, no. 2 (2021): 65–70. http://dx.doi.org/10.12737/2305-7807-2021-10-2-65-70.

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The article considers the problems associated with the consequences of the pandemic for employees of small and medium enterprises in the Moscow region, namely a reduction in their wages and termination of the employment contract due to a reduction of the wage Fund SMEs, despite government measures. The article presents statistics on dismissals of employees in SMEs, data on the volume of labor violations in the Moscow region at SME enterprises, the volume of citizens ' appeals to the labor inspectorate. Innovations in the Russian labor legislation introduced due to the pandemic, as well as viol

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Safonov, D. A. "Social and demographic portrait of NKVD workers at the regional level in the 1930s." Modern History of Russia 14, no. 3 (2024): 670–85. https://doi.org/10.21638/spbu24.2024.309.

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The study is devoted to analysis of the socio-demographic characteristics of the revolutionary generation that took an active part in the construction of a new world. Most domestic researchers dealing with similar issues focus their attention on the repressive actions of the OGPU — NKVD, their participation in the “Great Terror”, and personally on the leadership team. The rank-and-file composition of the organs at the regional level, a “generational” section precisely, for obvious reasons, remained poorly studied. The author assumes that the study of this group will provide an opportunity to u

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Dierynck, Bart, Wayne R. Landsman, and Annelies Renders. "Do Managerial Incentives Drive Cost Behavior? Evidence about the Role of the Zero Earnings Benchmark for Labor Cost Behavior in Private Belgian Firms." Accounting Review 87, no. 4 (2012): 1219–46. http://dx.doi.org/10.2308/accr-50153.

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ABSTRACT This study investigates the influence of managerial incentives to meet or beat the zero earnings benchmark on labor cost behavior of private Belgian firms. We posit that relative to managers of firms reporting healthy profits, managers meeting or beating the zero earnings benchmark will increase labor costs to a smaller extent when activity increases and decrease labor costs to a larger extent when activity decreases. This should take the form of more symmetric labor cost behavior for firms that report a small profit. Our findings are consistent with this prediction. Using detailed em

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Newaj, Kamalesh, and Stefan Van Eck. "Automatically unfair and operational requirement dismissals: Making sense of the 2014 amendments." Potchefstroom Electronic Law Journal 19 (October 10, 2017): 1–30. http://dx.doi.org/10.17159/1727-3781/2016/v19i0a1203.

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This article explores the concept of the automatic unfair dismissal that is regulated in s 187(1)(c) of the Labour Relations Act, where the reason for the dismissal is to "compel the employee to accept a demand in respect of any matter of mutual interest". This provision raised important questions of law, as it brought to the fore the conflict that existed between this provision and sections 188(1)(a)(ii) and 189 of the LRA, which permits dismissals for operational requirements. This dichotomy was dealt with by the court in Fry's Metals, but the decision was controversial and faced criticism.

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