Relevant bibliographies by topics / Salaries, commissions

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Salaries, commissions'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Salaries, commissions"

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Azizah, Nur, Sri Rahayu, and Bekti Undari. "Prototype Android Based Payroll Monitoring Application at PT. Anugrah Distributor Indonesia." CCIT Journal 13, no. 1 (February 5, 2020): 56–63. http://dx.doi.org/10.33050/ccit.v13i1.894.

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A Salary is a form of wages or rewards from rights granted by companies to employees. Usually, salaries are given to workers also differ according to position and class level. At PT Anugrah Distributor Indonesia is one of the companies engaged in retail sales. The amount of wages varies as well as determining commissions for each sales process from each unit. Become a complexity factor in determining the amount and salary for employees. In the process of recording and calculating salaries so far using Ms. Excel. Where accountants (finance) as data processors have a central role in processing them experiencing delays in displaying data. The results of the management process and salary reports are in the form of paper and files (softcopy). Delays in displaying data have an impact on the salary that must be reported by the leadership. From these problems, problem-solving is obtained by making an android-based payroll monitoring application prototype, can display salary data and make it easier for leaders to see the salary that has been reported anytime and anywhere. This research was made using observation methods, interview methods, SWOT analysts and literature studies. Using UML as a modeling design.
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Singhania, Monica, and Sanjeev Sharma. "Financial turnaround of Indian Railways (B)." Emerald Emerging Markets Case Studies 2, no. 8 (October 17, 2012): 1–7. http://dx.doi.org/10.1108/20450621211289494.

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Subject area Financial management, strategic management. Study level/applicability The study can be used by business schools, companies/organizations, individuals, students of business management, in the area of financial and strategic management to study and analyse management strategies by a Government organization that has to balance social objectives and commercial viability. Case overview Indian Railways (IR) has mixed operations – passenger and freight – that generate resources for its development expenditure, as well as fully covering its operational costs. This is in sharp contrast to most world railways that depend on a subsidy for operations and development expenditure. While IR would strive to increase earnings through higher throughput levels and generate more funds through its own resources, the constraints of fixed expenditure, largely comprising staff related expenses and fuel costs make it difficult to achieve the target. Operational and safety considerations dictate the need to ensure adequate provision for working expenses. Global developments significantly influenced the Indian economy after 2008-2009 and resulted in moderation in growth compared with the robust growth in preceding years. IR is presently passing through a difficult phase which began with the slowdown in the economy and implementation of the Sixth Pay Commission's recommendations. While earnings continue to grow both in the passenger and goods segments, the expenditure on account of increases in salaries, allowances and pensions has been much higher than after previous Pay Commissions. This case explores this difficult period for IR when there was a major increase in operating expenditure largely due to the implementation of the recommendations of the Sixth Central Pay Commission and because of the global economic slowdown. Expected learning outcomes These include: being able to analyse whether the turnaround phase of IR is over; and discussing the strategies to return IR to the path of growth. Supplementary materials Teaching notes are available; please consult your librarian for access.
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Bilquees, Faiz. "Real Wages of the Federal Government Employees: Trends from 1977-78 to 1991-92." Pakistan Development Review 33, no. 3 (September 1, 1994): 229–51. http://dx.doi.org/10.30541/v33i3pp.229-251.

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This paper examines the trends in aggregate emoluments of the Federal Government Employees over the period 1977-78 to 1991-92. Levels of salary and allowances are very important factors in attracting and retaining good-quality human resources in any sector of employment in an economy because they have a direct bearing on the motivation and performance of the employees. In Pakistan, despite tbe fact that government is still the largest employer. the real wages of the government servants have continuously declined over time; the top five grades are the worst-affected. Despite periodic revision of salaries, the successive pay commissions have failed to acknowledge some very obvious anomalies in the basic pay and allowances structures. These anomalies not only harm the interests of the employees, their cost to the national exchequer is also quite significant. The paper aims to provide greater awareness of the weaknesses of the existing salary structures so that they can be reformed. It makes strong recommendations on the revision of the existing patterns of renumeration, to the advantage of both the employer and the employee.
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Safwan, Safwan. "MULTI LEVEL MARKETING DALAM PERSPEKTIF ETIKA BISNIS ISLAM." Jurnal Ekonomi Syariah, Akuntansi dan Perbankan (JESKaPe) 3, no. 1 (June 28, 2019): 94–115. http://dx.doi.org/10.52490/jeskape.v3i1.442.

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Amid the sluggishness and deterioration of the national economy, came a business system that had much promise and success and offered wealth in a short time. This system became known as Multi Level Marketing (MLM) or Networking Marketing. Multi Level Marketing (MLM) systems cut distribution channels in conventional sales because it doesn't involve distributors or sole agents and wholesalers or sub-agents, but directly distributing products to independent distributors who work as retailers or sellers directly to consumers. In this way, marketing and distribution costs (transportation, warehouse rent, salaries and sales force commissions etc.) can be obtained transferred to an independent distributor with a system tiered which is generally adjusted to the achievement of targets the sales or turnover of the distributor concerned, coupled with the controversies regarding the MLM system in today's society, starting from the aspect of products that must be halal to the system transactions, bonus giving, member recruitment, and coaching who do not use things that are forbidden by Islam, then plus the elements of money games, maysir, dharar, dzulm, immoral and usury. So it becomes interesting when we see Multi Level Marketing (MLM) through the perspective of Islamic business ethics.
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Bunza, Mukhtar Umar. "The New Role of Ulama in Nigeria: Focus on the Post 1999 Democratic Dispensation." Al-Jami'ah: Journal of Islamic Studies 52, no. 2 (December 30, 2014): 391. http://dx.doi.org/10.14421/ajis.2014.522.391-415.

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Nigeria is a country with a centuries’ long tradition of Islamic revivalism and activism. It was the impact of the activities of the 17th century scholars of Nigeria that culminated in the success of the 19th century tajdeed movement that brought about the emergence of the muslim caliphate of Sokoto. British imperialism brought an end to the caliphate in the beginning of the 20th century, the circumstances of which have been consistently challenged mainly by the ulama and their followers ever since. Some contemporary scholars such as Shaikh Abubakar Mahmud Gummi, former Grand Qadi of Northern Nigeria, contributed significantly in the new dimension to the roles of muslim scholars in the government. Since 1999 muslim scholars have taken on new roles in the administration of states, serving as commissioners for newly established ministries for Religious Affairs, as special advisers, or directors of commissions like Hisbah, Hajj, Masjid, Moon Sighting, and other related government bodies, with full salaries and other benefits unlike ever before in the Nigerian system. This new role of ulama and its impacts in the governance of the contemporary Nigeria is what this paper intends to investigate and expound.[Nigeria merupakan sebuah negara dengan tradisi revivalisme dan aktivisme Islam selama berabad-abad. Hal itu terkait dengan upaya para ulama Nigeria abad ke-17 yang berpuncak pada keberhasilan gerakan tajdid pada abad 19 dengan munculnya kekhalifahan muslim dari Sokoto. Imperialisme Inggris mengakhiri kekhalifahan ini pada awal abad ke-20, yang terus dilawan oleh terutama para ulama secara konsisten. Beberapa ulama kontemporer seperti Syaikh Abubakar Mahmud Gummi, mantan Grand Qadi Nigeria Utara, memberikan kontribusi signifikan dalam membentuk dimensi baru peran ulama dalam pemerintahan Nigeria modern. Sejak tahun 1999 para ulama telah mengambil peran baru dalam pemerintahan, sebagai pegawai Kementerian Agama yang baru didirikan, sebagai penasihat ahli, atau direktur komisi seperti Hisbah, Haji, Masjid, Rukyah Hilal, dan badan-badan pemerintah terkait lainnya, dengan gaji penuh. Peran baru dari ulama dan pengaruhnya dalam pemerintahan Nigeria kontemporer inilah yang menjadi fokus tulisan ini.]
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Daugherty, Christopher, Julie Johnson, Stacie K. Levine, Kristen Wroblewski, Bradford Lane, William Dale, Monica Malec, and Fay J. Hlubocky. "Lower costs of care, improved discharge disposition, and improved survival of advanced cancer patients (ACP) receiving early inpatient palliative care (PC) compared to standard oncologic care (SOC)." Journal of Clinical Oncology 37, no. 15_suppl (May 20, 2019): 11609. http://dx.doi.org/10.1200/jco.2019.37.15_suppl.11609.

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11609 Background: Outpatient PC improves ACP symptom burdens, end-of-life care transitions, and mortality thereby enhancing quality of life. Yet, the financial implications, discharge disposition, and survival benefits of early, inpatient PC compared to SOC remains less understood. Methods: Retrospective cohort analysis of ACP receiving either PC or SOC between Jan 2015-Dec 2015 (N = 810). ACP cohorts were compared for demographics, costs, disposition, and survival. Financial costs collected included: fixed (overhead expenditures, facility maintenance, hospital property); variable (patient care supplies, diagnostic/therapeutic supplies, medications); operating (fixed, variable, breaking-even costs); direct (labor, materials, commissions, piece-rate wages, manufacturing supplies); indirect (production-supervision salaries, quality control, insurance, depreciation). Univariate and multivariate analyses were completed. Results: 468 were admitted to PC and 342 to SOC. Compared with SOC, PC were more likely to be: younger (61.1±13.2 v. 62.5±13.0, p = 0.02); African American (48% v. 36%, p = 0.0045); female (50% v. 40%, p = 0.005); and have shorter length of stay (5.7±4.9 v. 6.2±6.5, p = 0.01). PC had significantly less 30-day readmissions (16% v 23%, p = 0.03) and lower costs: direct ($9,478 v. $10,416, p = 0.01); indirect ($9,538 v. $10,999, p = 0.002); fixed ($10,308 v. $12,076, p = 0.001); variable ($8,709 v. $ 9,339, p = 0.02); operating ($19,017 v. $21,416, p = 0.003).Compared with SOC, ACP receiving PC were more likely to be discharged to: home (55% v.45%, p = 0.01); healthcare facilities (e.g. skilled nursing, inpatient rehabilitation) (36.1% v. 20%, p = 0.04); and hospice (home and inpatient) (7.7% v 5.8%, p = 0.02). PC had overall greater median survival from the time of discharge (106.8±99.95 v. 73.8±61.93, p = 0.03) compared to SOC. Conclusions: Early PC results in less financial strain, greater cost savings, and improved outcomes for younger and underserved inpatient ACP. Our results provide additional evidence for policies supporting that ACP access to routine PC must become a healthcare priority.
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Daugherty, Christopher, Julie Johnson, Stacie K. Levine, Kristen Wroblewski, Bradford Lane, William Dale, Monica Malec, and Fay J. Hlubocky. "Cost of care, discharge disposition, and survival of advanced cancer patients (ACP) receiving early inpatient palliative care (PC) compared to standard oncologic care (SOC) without palliative care." Journal of Clinical Oncology 36, no. 34_suppl (December 1, 2018): 130. http://dx.doi.org/10.1200/jco.2018.36.34_suppl.130.

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130 Background: PC significantly enhances ACP quality of life, provides symptom control, improves transitions to end-of-life care, and mortality. However, the financial implications, discharge disposition, and survival benefits of early, inpatient PC compared to SOC remains less understood. Methods: Retrospective cohort analysis of ACP receiving either PC or SOC between Jan 2015-Dec 2015 (N=810). ACP cohorts were compared for demographics, costs, disposition, and survival. Financial costs collected included: fixed (overhead expenditures, facility maintenance, hospital property); variable (patient care supplies, diagnostic/therapeutic supplies, medications); operating (fixed, variable, breaking-even costs); direct (labor, materials, commissions, piece-rate wages, manufacturing supplies); indirect (production supervision salaries, quality control, insurance, depreciation). Univariate and multivariate analyses were completed. Results: 468 were admitted to PC and 342 to SOC. In comparison with SOC, PC were more likely to be: younger (61.1±13.2 vs. 62.5±13.0, p=0.02); African American (48% vs. 36%, p=0.0045); female (50% vs. 40%, p=0.005); and have shorter length of inpatient stay (5.7± 4.9 vs. 6.2±6.5, p=0.01). PC had significantly lower costs: direct ($9,478 vs. $10,416, p=0.01); indirect ($9,538 vs. $10,999, p=0.002); fixed ($10,308 vs. $12,076, p=0.001); variable ($8,709 vs. $ 9,339, p=0.02); operating ($19,017 vs. $21,416, p=0.003).Compared with SOC, ACP receiving PC were more likely to be discharged to: home (55% vs.45%, p=0.01); health care facilities (e.g. skilled nursing, inpatient rehabilitation) (36.1% vs. 20%, p=0.04); and hospice (home and inpatient) (7.7% vs. 5.8%, p=0.02). PC had overall greater median survival from the time of discharge (106.8±99.95 vs. 73.8±61.93, p=0.03) compared to SOC. Conclusions: Early PC results in less financial burden and greater cost savings for inpatient ACP including for those who are younger and underserved. These findings provide further evidence for policies arguing that ACP access to routine PC must become a health care priority.
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de Tonnancour, Véronique, and Guylaine Vallée. "Les relations de travail tripartites et l’application des normes minimales du travail au Québec." Articles 64, no. 3 (November 10, 2009): 399–441. http://dx.doi.org/10.7202/038550ar.

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Résumé De nombreux travaux ont mis au jour l’inadéquation existant entre les lois du travail conçues pour des relations bipartites entre un salarié et un seul employeur clairement identifiable et les relations de travail tripartites qui découlent des nouveaux modes d’organisation de la production qu’adoptent les entreprises en quête de flexibilité. Le présent texte porte de manière particulière sur l’application d’une importante loi québécoise, la Loi sur les normes du travail, aux relations tripartites découlant du recours à des agences de location de personnel. Cette loi édicte des conditions de travail minimales en matière notamment de rémunération, de durée de travail, de congés ou de protection de d’emploi. Elle met aussi en place des mécanismes particuliers de mise en oeuvre de ces normes qui confèrent un rôle important à un organisme administratif spécialisé, la Commission des normes du travail. L’étude s’appuie sur l’analyse qualitative des plaintes déposées entre 2004 et 2006 par des salariés d’agences auprès de la Commission ainsi que sur des entrevues réalisées avec des membres de son personnel. Les résultats révèlent l’effectivité toute relative de la loi dans le contexte des relations de travail tripartites. Ils illustrent, d’une part, des problèmes concrets d’application qui ont été regroupés sous trois grands types : les difficultés liées à la complexité inhérente aux relations tripartites; les contournements ou les fraudes à la loi; et les défaillances structurelles de la loi. Ils témoignent, d’autre part, des difficultés dans le traitement des plaintes relatives à des relations de travail tripartites. Même si les intervenants (inspecteurs-enquêteurs et procureurs) de la Commission développent des pratiques d’application adaptées aux relations tripartites en tentant d’impliquer toutes les parties qui se partagent le pouvoir de direction du salarié dans la recherche d’une solution, il reste que, conformément au mandat de la Commission, plusieurs plaintes se concluent par des règlements, au demeurant rarement tripartites. Ces pratiques d’application n’ont pas de portée normative au-delà de la sphère d’intervention de la Commission et ne peuvent influencer le traitement judiciaire des litiges soulevant l’application du droit du travail à des relations tripartites. C’est pourquoi des réformes législatives doivent être envisagées. Celles-ci sont d’autant plus nécessaires que le recours à des salariés d’agences de location de personnel n’est pas un phénomène marginal et temporaire. À cause de son expansion et de la diversification de son offre de services, l’industrie de la location de personnel est un phénomène susceptible de transformer profondément le marché du travail.
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Jongbloed, Ben. "Academic Salaries in Western Europe." International Higher Education, no. 68 (March 25, 2015): 5–6. http://dx.doi.org/10.6017/ihe.2012.68.8629.

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In its recent (2011) communication "Supporting Growth and Jobs—an agenda for the Modernisation of Europe's Higher Education Systems," the European Commission has once again urged Europe's universities to reform their human-resources policies—to increase the autonomy of the universities in this respect and to introduce incentives to re- ward excellence in teaching and research. Europe's universities will need to recruit academics by flexible, open, and transparent procedures and to provide them with attractive career prospects. Without a committed and adequately compensated professoriate, universities will find it hard to recruit the best and brightest academic talent to work for them and to provide the teaching and research that Europe needs, in order to be a competitive knowledge-driven region.
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Verge, Pierre. "« Salariés » selon le Code du Travail." Jurisprudence du travail 23, no. 1 (April 12, 2005): 165–69. http://dx.doi.org/10.7202/027871ar.

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Une conception de la subordination juridique, à la fois souple et plus adaptée au contexte des relations de travail, permet à la C.R.T. de voir en des vendeurs à commission, en l'occurence des vendeurs d'automobiles, des salariés, au sens du Code du travail.
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Dissertations / Theses on the topic "Salaries, commissions"

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Massad, Victor J. (Victor James). "The Eclectic Paradigm of Salesperson Compensation: a New Framework for Investigating the Role of Salary versus Commission." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc277576/.

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Numerous researchers, employing theories from either psychology or economics, have investigated the circumstances under which firms are likely to adopt salary-based versus commission-based compensation plans. This study integrates the most common theoretical bases of salesperson compensation literature into a broad framework labeled the Eclectic Paradigm of Salesperson Compensation (EPSC). The EPSC proposes that there is a positive association between a firm's salary orientation and resource commitment, and a firm's salary orientation and firm control. There should be a negative association between salary orientation and dissemination risk, and salary orientation and salesperson motivation/performance. Twenty-three hypotheses originating from the EPSC were tested using a pretest sample of 48 real estate salespersons and a test sample of 311 real estate salespersons. The data were analyzed using common factor analysis, logistic regression, multivariate analysis of variance, and median tests. Of the 23 hypotheses, 10 were supported, 7 were partially supported, and 6 were not supported. The results suggest that the eclectic paradigm of salesperson compensation is a promising initial step toward developing a comprehensive model for understanding the determinants of salary versus commission.
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郭國銘 and Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.

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Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.

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4

von, Dahn Hannes. "Colleagues or competitors? : A cross-cultural study about the effects of commission based salaries in Sweden vs. the U.S." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-67021.

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An important issue that managers are facing in today’s intensive business environment is how to compensate their employees to keep them motivated. The trend is to be rewarded for the individual performances, which has increased the usage of commission based salary systems. Previous research suggests that commission salary provokes internal competition, while it damages cooperation. However, the main issue in feminine and masculine societies is what motivates people, which indicates that the effects of commission based salary systems needed to be examined from a cultural perspective. Therefore, with the main aim was to enhance the understanding of this, the problem was addressed by the overreaching research question: How do commission based salary systems affect cooperation and internal competition in masculine and in feminine societies? To answer this, empirical data was acquired from Sweden and the United States. Sweden is recognized as the most feminine society, where social motives are dominating. The United States on the other hand, is recognized as a masculine society that encourages competition and where money is the main motivator. The empirical data derived from personal interviews with real estate agents that work with commission salary. Three case companies within each country were included in the study and three interviewees within each company participated. The findings showed that commission salary tends to increase the work effort, limit the cooperation, while it increases the internal competition. Nevertheless, the effects it has distinctively differs between the societies. In Sweden, the importance of group cohesion and interpersonal relationship results in a higher level of cooperation than in the United States. Despite that commission salary evokes internal competition, colleagues are colleagues above all in Sweden. In the United States however, cooperation mainly occurs when it serves the individual performances. Here, money and the own success are what matter the most and due to the competitive mindset, internal competition becomes significantly more intensive in the United States than in Sweden. In contrary to Sweden, commission salary can turn colleagues into competitors, for better or for worse.
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Grandin, Sara, and Anna Pettersson. "Fastighetsmäklare - mycket slit och dåliga villkor?" Thesis, University of Gävle, Department of Business Administration and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-584.

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Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen.

Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden.

Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma.

Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare.


Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales.

The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales.

What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss.

We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.

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Taguercifi, Slimane. "Le droit à l'objection de conscience de l'avocat." Thesis, Reims, 2020. http://www.theses.fr/2020REIMD004.

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L’avocat est obligé de défendre des personnes qu’il n’a pas choisies lorsqu’il est nommé auprès de celles-ci. Il jouit d’un droit à l’objection de conscience, droit méconnu ou partiellement traité par la doctrine juridique. La présente étude montre que l’avocat peut objecter pour n’importe quel motif de conscience et que cette tolérance se mue en droit si l’objection est nécessaire à l’exercice de sa liberté de conscience.Le droit à l’objection de conscience de l’avocat est apprécié a priori par des autorités. Celles-ci veillent à ce que l’objection de conscience de l’avocat ne portent pas atteinte à la sécurité juridique, principalement au droit des justiciables à un procès équitable. Or, chaque objection a des conséquences sur le droit des justiciables. Seul un haut degré d’atteinte à la sécurité juridique prive l’avocat de l’usage du droit à l’objection de conscience. Ce haut degré est mesuré selon certains critères juridique. Les autorités chargées d’approuver l’objection de l’avocat examinent la compatibilité entre le droit à l’objection de conscience et le droit des parties au procès équitable. Cet examen aux conséquences potentielles sur les droits de l’avocat et sur le droit de son client révèle que le rôle de l’avocat comme auxiliaire de justice est premier
The lawyer has to defend people he has not chosen when he is appointed to them. However, he has the right to conscientious objection, a right unrecognized or partially addressed by legal doctrine. This study shows that a lawyer can object to defending someone on any reasons of conscience and that this tolerance may be transformed into a right if the objection is necessary for the exercise of his freedom of conscience.The lawyer's right to conscientious objection is assessed by authorities. These ensure that the lawyer 's conscientious objection does not infringe legal security, mainly the right of litigants to a fair equitable lawsuit. However, each objection has consequences for the rights of litigants. Only a high degree of infringement of legal security disposses the lawyer of the use of the right to conscientious objection. This high degree of infringement is evaluated according to legal standards. The authorities responsible for approving the lawyer’s objection must consider the compatibility between the right to conscientious objection and the parties' right to a fair lawsuit. This review by these authorities has potential consequences for the rights of the lawyer and the rights of his client. This highlights the role of the lawyer as an officer of the court
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Mendia, Twardowsky Bianca. "Le droit français des OPA - un modèle pour le droit brésilien ?" Thesis, Sorbonne Paris Cité, 2017. http://www.theses.fr/2017USPCB237.

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L'objectif de cette thèse est d'analyser le système juridique français et brésilien concernant les stratégies de défense contre les offres publiques d'acquisition visant à prendre le contrôle des sociétés cotées en bourse. Les offres publiques d'acquisition font l'objet d'un vif débat, plus particulièrement lorsqu'elles présentent un caractère hostile pour la société cible. En France, de nombreux efforts législatifs ont été mis en œuvre en vue d'encadrer les OPA et de lutter contre les prises de contrôle rampantes. L'analyse du droit positif permet de mettre en lumière ces différents efforts ainsi que leur mise en œuvre à travers diverses techniques par les sociétés visées. Grâce à l'analyse juridique des stratégies anti-OPA en France, le système brésilien peut prendre connaissance de cette expérience et trouver la meilleure approche juridique pour les sociétés cotées ayant un capital flottant important. Au Brésil, la récente vague d'IPO a été possible grâce à la réforme dans la bourse BM&FBOVESPA. Dorénavant, la BM&FBOVESPA présente le scénario idéal pour prendre le contrôle des sociétés cotées. Ainsi, l'importance de ce thème est le résultat de la dispersion de l'actionnariat après la première vague d'introduction en bourse dans le marché de capitaux brésilien, et en France, elle se traduit par l'évolution dans environnement légal des défenses anti-OPA face à des pratiques qui ne cessent d'évoluer
The objective of this thesis is to analyse the French experience and the Brazilian legal environment concerning the defense strategies against hostile corporate takeovers aimed at taking control over public companies. Through the analysis of the French legal system of the anti-takeover strategies, the Brazilian system will be able to acquire this experience and find the best legal approach for Brazilian public companies with dispersed ownership. The importance of this theme is the result of the ownership dispersion following the first IPOs in the current Brazilian securities exchange market, which provides the ideal scenario for taking control of these publicly-traded companies, as well as the changes and the evolution in the French legal environment
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Books on the topic "Salaries, commissions"

1

Gary, Markman, ed. Selling at the top: The 100 best companies in America to sell for. New York: Harper & Row, 1985.

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2

Ohio. General Assembly. Legislative Budget Office. Boards and commissions salary study: A report. [Columbus, Ohio]: Legislative Budget Office, 1998.

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Villegas, Carlos Gilberto. Viajantes de comercio y trabajadores asimilados. 2nd ed. Buenos Aires: Ediciones Depalma, 1987.

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California. Legislature. Senate. Committee on Business and Professions. Interim hearing on SB 1496 (McCorquodale) CPA commissions: State Capitol, Room 112, Sacramento, California, Tuesday, November 14, 1989. Sacramento, Calif: The Committee, 1989.

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Hsieh, Chang-Tai. Can free entry be efficient?: Fixed commissions and social waste in the real estate industry. Cambridge, MA: National Bureau of Economic Research, 2002.

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Complete guide to sales force compensation: How to plan salaries, commissions, bonuses, quotas-- everything needed to achieve top sales results. Homewood, Ill: Business One Irwin, 1992.

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A, Schmeiser Douglas. Report of the Commission on judges' salaries and benefits. [Saskatchewan, Canada]: Province of Saskatchewan, 1991.

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New York (State). Temporary Commission on Judicial Compensation. Temporary State Commission on Judicial Compensation. [Albany, NY]: The Commission, 1993.

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Commission, Maine Judicial Compensation. Report of the Judicial Compensation Commission. [Augusta, ME] (c/o 13 State House Station, Augusta 04333-0013: The Commission, 1996.

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Commission, Maine Judicial Compensation. Report of the Judicial Compensation Commission. [Augusta, Me.]: The Commission, 2000.

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Book chapters on the topic "Salaries, commissions"

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Loewenthal, Paul-John. "Article 243 TFEU." In The EU Treaties and the Charter of Fundamental Rights. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198759393.003.381.

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Article 210 EC The Council shall determine the salaries, allowances and pensions of the President of the European Council, the President of the Commission, the High Representative of the Union for Foreign Affairs and Security Policy, the Members of the Commission, the Presidents, Members and Registrars of the Court of Justice of the European Union, and the Secretary-General of the Council. It shall also determine any payment to be made instead of remuneration.
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Brice, Dickson. "5 The Judges of the Supreme Court." In The Irish Supreme Court. Oxford University Press, 2019. http://dx.doi.org/10.1093/law/9780198793731.003.0005.

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This chapter begins by considering the eligibility requirements for appointment to the Irish Supreme Court before tracing the history of the system for selecting the judges. Particular attention is given to whether the judges selected have been politically independent. The work of the Judicial Appointments Advisory Board is analysed, as are the current proposals to create a Judicial Appointments Commission and a Judicial Council. A section charts the rise in judicial salaries and examines the controversy over the constitutionality of asking judges to take a pay cut after Ireland’s financial crisis in 2008. After a brief section on retirement ages there is a narrative of who has succeeded whom in the Supreme Court from 1924 until today (57 judges in all). The chapter concludes with an analysis of the extent to which Supreme Court judges have been representative of Irish society.
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Manko, Katina. "Introduction." In Ding Dong! Avon Calling!, 1–11. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190499822.003.0001.

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Avon Products employs women as both corporate employees and as sales representatives. Employees receive a salary and work at the office while the representatives are independent contractors who work from home and are paid by commission on their personal sales. Avon Ladies visited the private homes of their customers, cultivating a personalized service integral to the corporate culture. Avon, as a direct sales company, has always sold two products. The first was its line of cosmetics, perfumes, and toiletries as displayed in its catalogs. The second, to which Avon also devoted substantial time and resources, was selling the business opportunity and recruiting women to become Avon Ladies. Avon organized its representatives in city or regional sales offices run by salaried managers, and unlike modern multi-level marketing companies, it did not require representatives to recruit. As a leader in the direct selling industry, Avon occupied an influential position in the twentieth-century conversation about women in business and the value of women’s entrepreneurship.
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