Products related to Work:
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Human Rights at Work : Reimagining Employment Law
Should workers ever lose their job because of their political views or affiliations?Should female employees be entitled to wear a headscarf in the workplace for religious reasons?Can it ever be right for an employer to dismiss someone for personal activities undertaken in their leisure time?What restrictions, if any, should be placed on the right to strike ?Engagingly written, this innovative new textbook provides an entry point for exploring these and other topical issues, enabling students to analyse the applicability of human rights to disputes between employers and workers in the UK.It offers an original perspective on the traditional topics of employment law as well as looking in greater depth at new issues, such as employees’ use of social media or the enforcement of human rights in the gig economy. Uniquely, the book considers the most important international Conventions that are relevant for the law in the UK, especially the European Convention on Human Rights, the European Social Charter, Conventions of the International Labour Organisation, and the Charter of Fundamental Rights of the European Union. A central question that each of the chapters addresses is whether UK employment law is compatible with human rights law.Each chapter discusses all the key cases drawn from various jurisdictions, including the Court of Justice of the European Union and the European Court of Human Rights. Written by a stellar team of authors, this textbook is an invaluable teaching aid for both postgraduate and undergraduate students studying employment law, human rights, human resource management, and industrial relations.
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No More Work : Why Full Employment Is a Bad Idea
For centuries we’ve believed that work was where you learned discipline, initiative, honesty, self-reliance—in a word, character.A job was also, and not incidentally, the source of your income: if you didn’t work, you didn’t eat, or else you were stealing from someone.If only you worked hard, you could earn your way and maybe even make something of yourself. In recent decades, through everyday experience, these beliefs have proven spectacularly false.In this book, James Livingston explains how and why Americans still cling to work as a solution rather than a problem —why it is that both liberals and conservatives announce that “full employment” is their goal when job creation is no longer a feasible solution for any problem, moral or economic.The result is a witty, stirring denunciation of the ways we think about why we labor, exhorting us to imagine a new way of finding meaning, character, and sustenance beyond our workaday world—and showingus that we can afford to leave that world behind.
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Understanding Work and Employment : Industrial Relations in Transition
This collection aims to analyse, advertise, and criticize the contribution of industrial relations to social science understanding.It brings together leading scholars to reconsider the theoretical foundations of industrial relations and its potential contribution to the wider understanding of work and economic life, to learn what it can gain from a stronger engagement with these surrounding disciplines and national traditions.The introduction provides a critical, though broadly sympathetic, outline of the development of the mainstream industrial relations tradition.Part One recognizes the interdisciplinary character of industrial relations by concentrating on 'border encounters' with the cognate academic disciplines of sociology, economics, management, history, psychology, law, politics, and geography.Of particular interest is how far industrial relations has contributed to social science understanding beyond its own narrow borders.Part Two combines a major critical analysis of the American school, with three shorter discussions of Australia, Europe, and Japan.Part Three looks forward to the potential contribution of industrial relations to our understanding of work, employment, and society by identifying a variety of key dilemmas and debates which call for new interdisciplinary thinking.Finally, the book ends with a critical reassessment of the industrial relations tradition.
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International Business Research : Culture, Work, Employment, and Leadership
Drawing on contributions from nine prominent scholars, the book reflects on global aspects of research in work, employment, leadership, management, and business.It follows current trends in global business research and recommends directions for closing the gaps between theory and practice for the benefit of executives in multinational corporations, academics, and international transients. Work and employment remain important and a core part of life, giving not only a sense of purpose, routine and meaning, but also independence and the ability to connect and contribute to the lives of others and society.Leadership styles and management behaviors in earlier multi-country studies did not demonstrate significant associative patterns regarding interpersonal leadership in different countries, and the use of mainstream single-country leadership meta-categories was invalidated.Thus, future studies of leadership should focus on investigating interpersonal leadership across national borders in combination with contemporary trends such as distance leadership, global virtual teams, and intersectionality.As more and more people seek employment across borders, various types of sojourners, specifically millions of low status international workers, with some few exceptions, have largely been ignored by scholars who study international mobility.This failure adds to the research - practice gap between scholars who investigate, and the practitioners who manage, sojourners of all status levels. This book will appeal to scholars in leadership, management, international business, cultural studies and to practicing managers.The chapters in this book were originally published in International Studies of Management & Organization.
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Temporary work or permanent employment?
The choice between temporary work and permanent employment depends on individual preferences and career goals. Temporary work can offer flexibility, variety, and the opportunity to gain experience in different industries. On the other hand, permanent employment provides job security, benefits, and the chance to grow within a company. It is important to consider factors such as financial stability, career advancement opportunities, and personal preferences when deciding between temporary work and permanent employment.
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Can I work a mini job as my main employment?
In many countries, a mini job is considered a secondary or supplementary form of employment and is subject to certain restrictions on the number of hours worked and the amount of income earned. It is not typically meant to be a person's main source of income. However, regulations may vary by country, so it's important to check with local labor laws and regulations to determine if a mini job can be your main employment. In some cases, it may be possible to work multiple mini jobs to make up a full-time income, but it's important to ensure compliance with all relevant employment laws and regulations.
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How does a sick leave work in part-time employment?
In part-time employment, sick leave typically works in a pro-rated manner based on the number of hours worked. For example, if a full-time employee is entitled to 10 sick days per year, a part-time employee working half the hours would be entitled to 5 sick days. The employee would need to inform their employer of their illness and provide any necessary documentation, just like a full-time employee. The sick leave would be paid at the employee's regular hourly rate for the hours they were scheduled to work.
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How does BAföG, self-employment, and a mini job work together?
BAföG is a form of financial aid for students in Germany, and it is typically available to those who do not have significant income or assets. If a student receives BAföG and also has a mini job (a part-time job with a maximum of 450 euros per month), their income from the mini job may affect the amount of BAföG they receive. However, if a student is self-employed, their income from self-employment may also be taken into account when determining their eligibility for BAföG. It's important for students to carefully consider how their income from self-employment and mini jobs may impact their BAföG eligibility and payments.
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Work and Employment in a Changing Business Environment
Work and Employment in a Changing Business Environment is the definitive textbook for the new CIPD Advanced Level 7 module.It provides students with an understanding of the major contemporary trends in the HR business environment and discussion of significant areas of HR and Learning and Development (L&D) activity that derive from or are given additional prominence as a result of environmental developments. It provides students with an understanding of ways in which major, long-term environmental developments affect employment, work and people management in organizations as well as a thorough grounding in current and short-term developments in the people management environment.These areas include globalisation, technology, the economy, labour markets, society, politics, public policy and employment regulation.This book also includes expert coverage of how change, innovation and creativity can promote improvements in organisational productivity. Most importantly, this brand new textbook covers the key elements that students on HR masters courses will need in their future careers including flexibility, agility and resilience. productivity, ethics and values, sustainability, equality, diversity and inclusion, wellbeing and working internationally. Case studies and examples demonstrate how the theory applies in practice and pause and review boxes will help students think critically about the content.Work and Employment in a Changing Business Environment is ideal reading for all postgraduate students on both CIPD and non-CIPD accredited courses.Online supporting resources include powerpoint slides for every chapter.
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Employment
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Finding a Voice at Work? : New Perspectives on Employment Relations
How much 'say' should employees have in the running of business organizations, and what form should the 'voice' take?This is both the oldest and latest question in employment relations.Answers to these questions reflect our fundamental assumptions about the nature of the employment relationship, and inform our views on almost every aspect of Human Resource Management (HRM) and Employment Relations. Voice can also mean different things to different people.For some, employee voice is a synonym for trade union representation which aims to defend and promote the collective interests of workers.For others voice, is means of enhancing employee commitment and organisational performance.Others advocate workers control as an alternative to conventional capitalist organisations which are run for shareholders.There is thus both a moral and political argument for a measure of democracy at work, as well as a business case argument, which views voice as a potential link in the quest for increased organisational performance.The key debate for employment relations is which of the approaches 'works best' in delivering outcomes which balance competitiveness and productivity, on the one hand, and fair treatment of workers and social justice on the other.Policy makers need pragmatic answers to enduring questions: what works best in different contexts, what are the conditions of success, and what are the drawbacks?Some of the most significant developments in employee voice have taken place within the European Union, with various public policy and employer experiments attracting extensive academic research.The book offers a critical assessment of the main contemporary concepts and models of voice in the UK and Europe, and provides an in-depth theoretical and empirical exploration of employee voice in one accessible and cohesive collection.
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Digitized Labor : The Impact of the Internet on Employment
As with previous technological revolutions, innovations in the online world have triggered transformations in the labor market and the economy.While the Internet is trumpeted as a great job creator, there are also downsides that need to be identified and dealt with.The book discusses the following topics:Is the Internet a net creator of jobs?How are job profiles changed by the digital economy?What are the impacts on income distribution?Is it a winner-takes-all tournament?What models can facilitate adjustment without slowing innovation?This book features essays from major experts in the field coming from academia, international organizations, the private sector, and civil society.It blends theoretical and applied research presenting results from many countries, with particular emphasis on Europe, the USA, Canada and Asia.
Price: 16.50 £ | Shipping*: 3.99 £
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How does BAföG work with self-employment and a mini job?
BAföG (Federal Training Assistance Act) is a financial aid program for students in Germany. If a student is self-employed and earns income from their business, this income is taken into account when calculating their BAföG eligibility. However, if the student has a mini job (earning up to a certain amount per month), this income is exempt and does not affect their BAföG eligibility. It is important for students to report all sources of income accurately to ensure they receive the correct amount of financial aid.
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Can the job center force people to work in temporary employment?
Job centers typically cannot force people to work in temporary employment. However, in some cases, job centers may require individuals to consider temporary employment as part of their job search efforts to continue receiving benefits or support. Ultimately, the decision to accept temporary employment usually lies with the individual, and job centers can provide guidance and support in finding suitable opportunities. It is important for individuals to understand their rights and responsibilities when working with job centers and temporary employment agencies.
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What does the employment agency reimburse for short-time work compensation?
The employment agency typically reimburses a portion of the wages lost due to reduced working hours during short-time work compensation. The exact amount varies depending on the specific program and regulations in place, but it is generally a percentage of the difference between the reduced hours worked and the normal full-time hours.
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Is there a ban on employment instead of short-time work?
Yes, some countries have implemented a ban on employment instead of short-time work in order to prevent layoffs during economic downturns. This measure is aimed at encouraging employers to reduce working hours for their employees rather than laying them off completely. By implementing short-time work programs, governments hope to minimize the impact of economic crises on the labor market and provide temporary relief to businesses facing financial difficulties. These programs typically involve government subsidies to compensate for the reduction in employees' working hours.
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