Gotowe bibliografie tematyczne / Statutory leave

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Gotowa bibliografia na temat „Statutory leave”

Autor: Grafiati

Data publikacji: 2 czerwca 2025

Data aktualizacji: 31 lipca 2025

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Artykuły w czasopismach na temat "Statutory leave"

Pronzato, Chiara Daniela. "Return to work after childbirth: does parental leave matter in Europe?" Review of economics of the household 7, no. 4 (2009): 341–60.

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This study investigates the role of extended parental leave in the return to work for mothers of newborn children. Exploiting the variability in policies offered by the European countries, the paper studies the influence of statutory leave on the probability of returning to work at different ages of the child. Results suggest that providing paid leaves increases the probability of remaining at home when the child is under 3, and that lengthy statutory leaves are associated with being more likely to return eventually to work.

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CHEN, Vivien. "The Statutory Derivative Action in Malaysia: Comparison with an Australian Judicial Approach." Asian Journal of Comparative Law 12, no. 2 (2017): 281–309. http://dx.doi.org/10.1017/asjcl.2017.19.

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AbstractThis article examines the operation of the Malaysian statutory derivative action through an analysis of Malaysian judicial decisions from 2008 to 2015. It considers the extent to which the statutory derivative action has achieved its underlying objective of facilitating better shareholder access to redress. The analysis focuses on applications for leave to bring derivative actions for breaches of directors’ duties, considering the manner in which the courts have interpreted and applied the criteria for granting leave and the rate of success in obtaining leave. The findings are compared

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Yan Leung, Ho, and Rick Glofcheski. "Job Security and Entitlements within Hong Kong’s Maternity Protection Legislation." International Journal of Comparative Labour Law and Industrial Relations 25, Issue 3 (2009): 327–45. http://dx.doi.org/10.54648/ijcl2009021.

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The need for special legal protection for pregnant workers has long been recognized at international law, but in domestic law the nature and application of these protections varies across jurisdictions. This paper will examine Hong Kong’s labour legislation as it pertains to pregnant workers, with particular emphasis on job-security measures and the adequacy of leave entitlements. The authors argue that current statutory provisions are a scattered compliance with Hong Kong’s international obligations, and in any event inadequate in modern conditions. Convention ratification, more flexible mate

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Kim, Keun-Ju. "The Political Issues on the Introduction to Statutory Sick Leave." Han Yang Law Review 32, no. 2 (2021): 45–69. http://dx.doi.org/10.35227/hylr.2021.5.32.2.45.

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Latha, Dr R., and C. Leenaa. "A Study on Awareness about Statutory Benefits among Casual Labours in a Multi-Speciality Hospital in Coimbatore." International Journal for Research in Applied Science and Engineering Technology 10, no. 5 (2022): 3246–49. http://dx.doi.org/10.22214/ijraset.2022.43060.

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Abstract: Statutory benefits are labour benefits which are implemented and required by the government. These statutory benefits include ESI, PF, maternity leave, wages and gratuity. It also enables them to choose the benefits based on their personal situation. When casual labours lack awareness about statutory benefits they can't use the benefits at right situation. The purpose of this study is to look into the awareness about statutory benefits among casual labours. Here a questionnaire was framed and circulated to the employees at the hospital. The expected outcome of this paper is to improv

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Feldman, David. "DECLARING THAT EXTRA-STATUTORY GUIDANCE VIOLATES CONVENTION RIGHTS." Cambridge Law Journal 75, no. 2 (2016): 189–92. http://dx.doi.org/10.1017/s0008197316000398.

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SECTION 3(2) of the Immigration Act 1971 requires the Home Secretary to lay down Immigration Rules regulating “entry into and stay in the United Kingdom” by “persons required by this Act to have leave to enter”. The rules are glossed by voluminous, extra-statutory, internal guidance and Immigration Directorate Instructions (hereafter referred to as “guidance”) drawn up in the Home Office.

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Jones, Bob, and Mat Kinton. "A snap-shot of ‘long-term’ section 17 use in South-West England." International Journal of Mental Health and Capacity Law 1, no. 17 (2014): 75. http://dx.doi.org/10.19164/ijmhcl.v1i17.276.

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The Mental Health Act Commission (MHAC) does not have a culture of visiting patients in the community, having a primary statutory duty of visiting detained patients in hospital, and no remit over patients placed under Guardianship or Supervised Discharge (s.25A). The MHAC’s statutory remit does, however, encompass patients who remain liable to be detained but are granted leave of absence from hospital, and will extend to patients who are subject to supervised community treatment upon the implementation of SCT powers in October 2008.In an attempt to get

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Votinius, Jenny Julén. "Collective Bargaining for Working Parents in Sweden and Its Interaction with the Statutory Benefit System." International Journal of Comparative Labour Law and Industrial Relations 36, Issue 3 (2020): 367–86. http://dx.doi.org/10.54648/ijcl2020019.

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In recent decades, the use of collectively bargained payments to cover parental leave has become increasingly important in Sweden. As part of a general trend, supplementary payments from collectively bargained schemes for risks covered by the social security system have taken on a major role. In the literature, this development has been partly explained by an overall decline in the Swedish welfare state, starting in the early 1990s. This article explores the interaction between collectively bargained provisions on supplements for working parents in Sweden, and their interaction with the statut

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Dias, Adriano, João Bernardes, Miriam Fantazia, Carlos Ruiz-Frutos, and Juan Gómez-Salgado. "Six Years of Sick Leave Spells in a Group of University Civil Workers. Can Modern Work Bring Them a New Health Problem?" International Journal of Environmental Research and Public Health 16, no. 1 (2018): 17. http://dx.doi.org/10.3390/ijerph16010017.

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The objective of this study is to analyse sick leave episodes of a university’s collective of statutory workers in the State of São Paulo, between January 2010 and December 2015. For this, a descriptive study analysed 5776 registered spells of sick leave of four university units: agricultural sciences; human health, health and animal reproduction, and biological sciences; an administrative unit; and a university hospital. The medical expert assessment was carried out by general practitioners and psychiatrists who managed sick leave and return to work cases. Around 52% had up to three sick leav

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Andoh, Benjamin. "An Analysis of When Absconders from Mental Hospitals in England and Wales May Be Retaken." Medicine, Science and the Law 38, no. 1 (1998): 17–27. http://dx.doi.org/10.1177/002580249803800104.

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Clear statutory authority for retaking absconders from mental hospitals has always existed since county asylums, the forerunners of mental hospitals, were first built in the nineteenth century. This article analyses the period within which such absconders may be retaken. It considers both offenders and non-offenders who abscond or go absent without leave and looks critically at the concept of ‘discharge by operation of law', a rule of practice (rather than a statutory rule) now eradicated by s.2(1) of the long overdue Mental Health (Patients in the Community) Act 1995.

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Rozprawy doktorskie na temat "Statutory leave"

CHENG, KUO-LIANG, and 鄭國良. "Employers and Labor Relations Works Leave Provisious of The Labor Standars Law-Research Provisions of The Labor Statutory Holidays." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2qctv3.

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碩士 銘傳大學 犯罪防治學系兩岸與犯罪防治碩士在職專班 106 The Labor Standards Law from December 21, 2016 presidential order on a meaning of the word Order No. 10500157731 23, 24, 30-1, 34, 36 to 39, 74, 79 starts provision to March 1,2018 the formal implementation example of a complete break system. In the whole process of repairing the law, whether the changes in labor and working hours, overtime pay and statutory leave affect the labor-management relationship. This study finds that the economic environment, business habits and labor needs are not fully con-sidered before the practice, and the cost of the

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Książki na temat "Statutory leave"

Self, Roger. Tolley's guide to statutory sick pay and statutory maternity pay: Understanding and managing SSP and SMP. 2nd ed. Tolley Pub. Co., 1991.

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Sarah, Bradford. Statutory payments: A practical guide to SSP, SMP, SPP and SAP. Croner, 2007.

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Howard, Gillian S. Statutory sick pay: A practical guide. 2nd ed. Longman, 1986.

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Gill, Deirdre. Statutory sick pay: The new rules. Institute of Personnel Management, 1986.

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Gill, Deirdre. Statutory sick pay: The new rules. Institute of Personnel Management, 1985.

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Joyce, Josephine. Tolley's Guide to Statutory Sick Pay: Implementing and operating SSP in practice. 2nd ed. Tolley, 1986.

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Agency, Great Britain Benefits. A guide to maternity benefits: Statutory maternity pay and maternity allowance. H.M.S.O., 1992.

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Robinson, Vanessa. Tolley's guide to statutory sick pay: Understanding and managing SSP. 3rd ed. Tolley, 1988.

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Department, Trades Union Congress Economic and Social Affairs. Closing the bank holidays loophole: Statutory leave and UK bank holidays. TUC ESAD, 2002.

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Trades Union Congress. Economic and Social Affairs Department. Banking on your holiday?: Public holidays and statutory leave in the UK and EU. TUC ESAD, 2001.

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Części książek na temat "Statutory leave"

Kvande, Elin. "Individual Parental Leave for Fathers: Promoting Gender Equality in Norway." In Engaged Fatherhood for Men, Families and Gender Equality. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75645-1_8.

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AbstractThis chapter takes as its point of departure the design elements of the Norwegian parental leave system for fathers and examines how it works as a regulatory measure to promote equality in care work. The findings show that the design of the father’s quota as a statutory, earmarked, and non-transferrable right for fathers promotes the fathers’ use of leave and hence equality. The earmarking, and the fact that it cannot be transferred to the mother, renders it unnecessary for fathers to negotiate with the mother about this leave. The father’s quota is also an important bargaining chip in

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Burnay, Nathalie, and Jean-Paul Sanderson. "From Early Retirement to Extending Working Life: Institutionalisation and Standardization at the End of Career in Belgium." In Older Workers and Labour Market Exclusion Processes. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-11272-0_10.

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AbstractSince the 2000s, successive Belgian governments have adopted measures to increase the employment rate and to promote the retention of older workers in employment. However, Belgium remains characterized by a low employment rate among 55–64-year olds. The aim of this article is to understand the reasons for this through the answers to two questions: why do people leave the labour market, and who are the workers who continue their professional activity after the statutory retirement age? This study is based on the theoretical framework of the life-course, and on the processes of standardi

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Addobbati, Andrea. "Principles and Developments of General Average: Statutory and Contractual Loss Allowances from the Lex Rhodia to the Early Modern Mediterranean." In General Average and Risk Management in Medieval and Early Modern Maritime Business. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-04118-1_6.

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AbstractThe purpose of GA is to partition the damage of maritime transport in an equitable and proportional way among all those who took part in the expedition. The legal principle is commonly deduced from the famous Lex Rhodia de jactu contained in the Digest, which would seem to limit the right of indemnity only to those losses which have been suffered voluntarily in order to save the ship, the men and most of the cargo. This limitation, which excludes all damages of fortuitous nature, will become axiomatic in the jurisprudence of the early modern age, but in more ancient times it was not al

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"Other Statutory Leave." In Series on Human Resource Management. WORLD SCIENTIFIC, 2024. http://dx.doi.org/10.1142/9789811280856_0003.

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McLynn, Lucy. "Annual Leave." In Working Time And Holidays. Oxford University PressOxford, 2009. http://dx.doi.org/10.1093/oso/9780199551699.003.0005.

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Abstract This chapter considers the right to take and be paid for annual leave. Many workers will have such rights under their contract with their employer, and these rights may be more favourable than the entitlements under the Working Time Regulations 1998 (WTR). The WTR rights, however, underpin every contract, and provide a minimum standard in relation to annual leave. In this chapter, the 5.6 weeks’ leave to which workers are entitled under the WTR is referred to as ‘statutory leave’. Any additional entitlement given to a worker under his contract is referred to as ‘contractual leave’. A

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Cabrelli, David. "9. Work–Life Balance." In Employment Law in Context. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198840312.003.0009.

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This chapter analyses the statutory employment ‘family-friendly’ rights contained in the Employment Rights Act 1996 and the subordinate legislation which has a bearing on the work–life balance of employees, workers, and other individuals providing personal services. These include the protection of pregnant workers, and the statutory arrangements for maternity leave and maternity pay. It also examines family-friendly measures which seek to achieve a more equal division of family responsibilities between couples, such as the statutory rights to shared parental leave, paternity leave, adoption le

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Emir, Astra. "6. Family Friendly Rights." In Selwyn's Law of Employment. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198836636.003.0006.

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This chapter considers various family-friendly rights designed to assist employees with parental and childcare responsibilities. These are rights such as maternity leave, including ordinary and additional maternity leave, shared parental leave, ordinary and additional adoption leave, keeping in touch days, parental leave, paternity leave, caring for dependants, and applications for flexible working. The chapter also considers which of these types of leave are paid, and if so, how much. A number of these statutory rights and relevant statutory provisions are based on the implementation of a num

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Emir, Astra. "6. Family Friendly Rights." In Selwyn's Law of Employment. Oxford University Press, 2022. http://dx.doi.org/10.1093/he/9780192858795.003.0006.

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Moss, Peter, and Margaret O’Brien. "United Kingdom: leave policy and an attempt to take a new path." In Parental Leave and Beyond, edited by Peter Moss, Ann-Zofie Duvander, and Alison Koslowski. Policy Press, 2019. http://dx.doi.org/10.1332/policypress/9781447338772.003.0004.

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This chapter examines an attempt to transform UK leave policy, re-configuring it away from maternalism and towards greater gender equality, and why this attempted change of direction failed. It shows how the country introduced statutory leave at a late date, compared to other European countries, and adopted with little consideration a model centred on long and low paid Maternity Leave. After two decades of neglect, when leave policy came back onto the government’s agenda, this model became more established as Maternity Leave was further extended, while a newly introduced Parental Leave was mar

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Mazzucchelli, Sara, Luca Pesenti, and M. Letizia Bosoni. "Care-work policies: conceptualising leave within a broader framework1." In Parental Leave and Beyond, edited by Peter Moss, Ann-Zofie Duvander, and Alison Koslowski. Policy Press, 2019. http://dx.doi.org/10.1332/policypress/9781447338772.003.0014.

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The central argument of this chapter is that statutory Parental Leave policy must be conceptualised within a broader framework of care-work policies and cultural ideas over care tasks. We propose a model based on structural and cultural dimensions. The former includes leaves (Maternity, Paternity, Parental), ECEC services, the relationship or gap between leave and ECEC entitlements, occupational welfare, and family structures (e.g. proportion of children living with two parents); the latter include levels of gender inequality and intergenerational solidarity orientation. Considering these six

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Streszczenia konferencji na temat "Statutory leave"

Muraretu, Daniel constantin, Razvanliviu Petre, and Marian daniel Teodoru. "OBJECTIFYING THE EXECUTION TIMES OF WEIGHTLIFTING ATHLETES - CLEAN AND JERK EVENT -." In eLSE 2016. Carol I National Defence University Publishing House, 2016. http://dx.doi.org/10.12753/2066-026x-16-233.

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. This study brings to discussion the recording and analysis of execution times (from the moment when weights leave the platform until the upper limbs are stretched with barbell above). The study is part of an extensive research that aims, in a first phase, at all categories of athletes participating in weightlifting competitions. Recording and measurement were performed using the AviSynth software program consisting of: video camera - JVS digital camcorder, electronic computer, tripod, laptop, video monitor and video tapes. In this regard, our research presents the recording and analysis of e

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Sippola, M. "WORK-FAMILY POLICIES AS AN UNREALISED REALM OF HRM IN RUSSIA." In Perspektivy social`no-ekonomicheskogo razvitiia prigranichnyh regionov 2019. Институт экономики - обособленное подразделение Федерального исследовательского центра "Карельский научный центр Российской академии наук", 2019. http://dx.doi.org/10.36867/br.2019.47.50.004.

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This study investigates how dimensions of workfamily culture become realised at Nordicowned factories in Russia. Appropriate workfamily policies would potentially help tackling the lack of commitment of the workers to the enterprise. However, the Nordic firms seem to outsource the responsibilities for familyfriendly policies to company trade unions or take the statutory minimum of family benefits and leaves as a benchmark to follow rather than develop companybased policies.

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