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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.

The purpose of this monograph is to examine the various ways in which the contract of employment may be terminated at common law other than by the common law of wrongful dismissal or statutory unfair dismissal and redundancy. Wrongful dismissal has already been discussed in another monograph and unfair dismissal and redundancy will feature in a subsequent one.

The recent House of Lords decision in Carmichael v. National Power plc decided that a casual/zero‐hours worker was self‐employed and thus excluded from most of the basic employment statutory rights. The aims of this article are to note the incidence and characteristics of the casual workforce in the UK and EU; to explore the current legal framework applying to casual workers, including the decision and implications of Carmichael; to note recent and intended legal measures which have particular relevance for casual workers; to evaluate the likely effectiveness of those recent or proposed legal measures; and to consider possible alternative strategies to establish an appropriate framework for casuals.

The original legislation which introduced the redundancy payments scheme was the Redundancy Payments Act 1965. This was the first of the substantive statutory individual employment rights given to an employee; other individual employment rights, as for example, the right not to be unfairly dismissed, followed some years later. The Redundancy Payments Act 1965 has been repealed and the provisions on redundancy are now to be found in the Employment Protection (Consolidation) Act 1978.

An Act to amend the law relating to employers and workers and to organisations of employers and organisations of workers; to provide for the establishment of a National Industrial Relations Court and for extending the jurisdiction of industrial tribunals; to provide for the appointment of a Chief Registrar of Trade Unions and Employers' Associations, and of assistant registrars, and for establishing a Commission on Industrial Relations as a statutory body; and for purposes connected with those matters. [5th August 1971]

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.

Investigates the Polish Labour Code and how it has been updated to modern standards similar to those int he rest of Europe. States the Polish Labour code doctrine is for maintaining the multiplicity of employment contracts, defined by the Labour Code in corresponding to various needs and interests of both employers and employees. Sets out four main conclusions in depth, which cover labour relations contracts in full and how they are perceived to affect the workers and bosses.

The purpose of this paper is to explore an expanded temporal context of non‐permanent work through an examination of the influence of previous experience of temporary working, contract duration and time remaining on contract and expectations of continued employment on reports of job insecurity, job satisfaction, in‐role performance and organisational commitment.

Hypotheses were tested using responses of 1,169 temporary workers from a multi‐national, cross‐sectional questionnaire study.

Hierarchical regression analyses indicated that having previous experience of temporary work was associated with higher in‐role performance. No significant effects were found for contract duration, but shorter time remaining on present contract was associated with greater job insecurity and also greater in‐role performance. However the strongest effects were found for expectations of continued employment, with stronger expectations being linked to more positive reports of each outcome. A number of moderation effects were found that indicated interactions between temporal variables and revealed a moderating role of preference for temporary work.

The paper is one of the first to formally consider the influence of a broader temporal context on attitudes and behaviours of temporary workers. Significant associations were found between elements relating to each of the past, present and future and important individual and organisational variables in the present. These effects were sustained above and beyond the influence of variables such as country, sector, preferences, skill level, contract type, and demographics that are known to affect temporary workers' attitudes and behaviours.

In this part it is proposed to discuss five aspects of the contract of employment and matters relating to it. The nature of the contract of employment will be considered first and the discussion will then go on to treat statutory intervention as a factor which regulates the underlying structure of the law of employment. In the second instance the characteristics of the contract of employment will be considered. There will then follow a brief excursus on how a contract of employment is formed. Here only offer, acceptance, consideration capacity, intention to enter into legal obligations and form will feature. Discussions on legality of object and restrictive covenants will be left until later. Following on from this third aspect, the fourth will consist of a detailed examination of the statutory written particulars of employment, i.e. (written statement); the discussion will then go on to examine in what circumstances complaints connected with the written statement may be made to an industrial tribunal. The reader will finally be invited to look at a sample written statement by way of practical exercise.

Explores worker choices to become self‐employed contractors. Adopts a qualitative method and uses data from in‐depth interviews with workers from two contrasting occupational groups. Reveals five sets of factors which appear to be central to worker decision making. Contrasts the perspectives of the workers and draws conclusions relating to the impact of skill and labor market power on the choice of employed/self‐employed status, and subsequent career prospects. Suggests that recent views of “boundaryless careers” are more relevant to highly‐skilled groups of workers, and discusses the tensions between structural forces that constrain individuals’ career autonomy and the desire of many workers to be proactive agents in the construction of their own careers. The findings suggest that a balanced examination of “new careers” should account for the complexity of a new world of work that advantages only some. Argues for greater understanding of the choice between different modes of employment rather than just occupational choice. Finally, suggests that researchers and career practitioners need to be able to weigh the advantages and disadvantages of different modes of employment from a sound knowledge base.