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Public sector management has never been overwhelmingly applauded for efficiency in operations; but in the last few decades accusations of mismanagement in the American federal government have been common, particularly in the wake of the Grace Commission report and the Gramm‐Rudman Deficit Reduction Plan. The pressure is on government to streamline operations and become more “efficient”.

Cites that discrimination, wrongful termination and sexual harassment account for over 60 per cent of all claims. Looks at the Title VII of the Civil Rights Act 1964 and considers the position particularly in California. Discusses preventative measure including the statutory defences which employees must claim have been breached in order to make a claim. Covers alternative dispute resolution and provides a brief case study of a frivolous claim.

Contemporary interest in vulnerable employment groups has focused on women, ethnic minorities and the secondary labour market. Social discrimination, marginal employment and low pay are the badges of vulnerability of these groups. As Section 2 shows, labour law's response to employment vulnerability has been piecemeal and tangential with the result that progress towards the enjoyment of basic employment rights by vulnerable workers has been slow and fortuitous. People with disabilities possess many of the traits of vulnerability shared by other disadvantaged groups but receive only a footnote in the pages of labour law. This article records the developing debate on the employment rights of disabled people and places it in the context of the current analysis of employment vulnerability.

As the physical dimensions of the devices are reduced to the submicrometer regime, the hot‐carrier reliability has become an important issue in the scaling of the p‐MOSFET as well as the n‐MOSFET. In this paper, we present a unified approach for p‐MOSFET degradation due to the trapping of the hot electrons in the gate oxide layers. A physical analytical model, based on the pseudo two‐dimensional model, is derived for the first time to describe the linear and saturation drain current degradation. The model has been verified by comparing the calculation and the measurement from submicron p‐MOSFET's with different channel lengths and oxide thickness. There are no empirical parameters in the model. Two physical parameters: the capture cross section and the density of states of electron traps, which can be determined independently from the measured degradation characteristics, are valid for both the linear current and the saturation current degradation. The simple expression is very suitable for the predicting of the circuit reliability.

Proposes to treat social law contracts by covering the two most important aspects of the contract of employment, and also the collective agreement. Covers the contract of employment in full with all the integral laws explained as required, including its characteristics, written particulars, sources or regulations, with regard to employers, are also covered. Lengthy coverage of the collective agreement is also included, showing legal as well as moral (!) requirements, also included are cases in law that are covered in depth.

In an article entitled “Collective Bargaining — a theoretical analysis” A. Flanders defined collective bargaining as an “…institution for the joint regulation of labour management and labour markets.” The collective agreement, the result of the collective bargain, is normally an uninforceable contract and is a very different legal notion from that of the contract of employment. The function of the collective agreement is to regulate relations between the collective parties, that is between the employer's association or an individual employer, and a union or unions. Such relations are known as relations of a collective nature. They could include procedure agreements between the collective parties in relation to no‐strikes or other industrial action before the disputes procedure has been exhausted; matters to do with the structure of negotiations between the parties; the constitution of the bodies set up for collective bargaining purposes; procedures on re‐ negotiation of the collective agreement; and so on. The collective agreement has however another function, the individual function, which regulates relations between employer and employee. Terms and conditions of employment are usually regulated by the collective agreement. Thus pay scales, hours of work, holidays, wages during illness, overtime work, any matters relating to training, re‐training, apprenticeship, are some from among the numerous subjects to be found in conditions of employment. Procedures which relate to the individual employee, such as grievance and disciplinary procedures, may equally feature as part of the terms and conditions of employment which emanate from the collective agreement. Indeed statute requires that the employer gives his employee particulars of this latter's major terms and conditions of employment.

MR. DENIS HOWELL, M.P., Minister for Libraries, who was to have told Conference how public libraries had progressed since the Act, had to withdraw and so we did not find out how the responsible minister felt about us.

This paper aims to examine a range of unintended consequences in Irish society both historical and present-day, with a view of presenting the structure of society as a dynamic system with both homeostatic or autopoietic aspects.

The approach taken in this work is in the examination of the concept of institutionalisation and whether the public perception of life in Ireland can be compared between two widely separated periods, in this case, 1800s and 2000s, and then taking one example from this model and determining the validity of single case isolation: autism units in mainstream primary schools.

Even initiatives in society for the “common good” appear to have unforeseen consequences which are negative. Irish society has the appearance of a homeostatic system but on closer examination is autopoietic. The term “better” is misplaced when comparing two time frames, and argument can be made to agree or disagree.

There are serious limitations in using historical data in the first place, but secondarily problematic when correlating with the equivalent modern data, for example, how questions are termed and answers given, how data are collected and validated are different across different time frames. Even when one finds comparable data, it is difficult to validate and selection does itself create a bias.

The value of this work is to evaluate the commonplace distinction policymakers make when comparing two periods in time; for the lay person, this is a means to say whether modern Irish society could be said to be “better” than that in the nineteenth century.

The purpose of this paper is to report on the evaluation of a one-day mental health wellness workshop which was delivered to male prisoners in an urban prison in the Republic of Ireland.

A mixed methods approach was used to evaluate the workshop. This paper presents the findings of the qualitative arm of the evaluation. Qualitative data were collected using semi-structured telephone interviews with ten participants who had completed the programme.

The participants were overwhelmingly positive about the wellness workshop and the qualitative interviews articulated the ways that the workshop impacted on their ability to manage their own and other peoples mental health.

As prisons attempt to limit the negative impact of prison life, implementing recovery orientated approaches such as the wellness workshop can have a positive impact on prisoners’ mental health as well as raising their awareness and improving their attitudes towards mental distress and suicide. The concepts of self-help and peer support, espoused by the workshop offer a real opportunity to equip interested prisoners with skills to support themselves and other prisoners who are in distress.