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In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

This study of black chartered accountants (CAs) in South Africa was undertaken to provide a profile of black chartered accountants and an overview of their work environment, including career barriers and expectations. The study identified a number of barriers experienced by black CAs in South Africa. These barriers include discrimination in respect of job assignments, racial bias, a lack of black mentors and the resistance of the clients of auditing firms. It is apparent that these barriers have changed the career expectations of many black CAs. The survey highlights the need for the profession to address the special career needs of black CAs.

The main objective of the paper is to examine and evaluate how security analysts in Thailand and Malaysia appraise ordinary shares and what sources of information they use. A questionnaire was sent to 570 sell‐side Thai securities analysts working for 63 stock brokering firms, and to 160 Malaysian analysts working for a sample of 24 stock brokering firms. Responses were received from 191 Thai analysts and 75 Malaysian analysts. The results reinforce and support our expectation that fundamental analysis is the primary method of investment appraisal. Of the Thai analysts, 147 (77 per cent) reported that fundamental analysis is ‘almost always’ used to value common stocks and a further 38 (nearly 20 per cent) reported that they ‘usually’ use fundamental analysis. Similarly, 73 per cent of Malaysian respondents indicated that fundamental analysis is almost always used and a further 18 per cent usually use it as a basis for valuing common stocks. The results also reveal that both groups rate profit and loss account, balance sheet, half‐yearly results, company annual report, and company visits as the most important sources of information. In terms of relative importance, Thai analysts view company visits as the most important source, while their Malaysian counterparts rate the profit and loss account first.

OUR new features of record and reminiscence appear to have been appreciated by our readers; and, as this number shows, we continue with increased pages and are endeavouring to extend our scope to meet every kind of library interest. There is an atmosphere, of change and, as some think, of crisis, in library matters, especially in those of the public library. The winter to which our minds turn in mid‐September is likely to be interesting and may bring decisions of various kinds. We hope to reflect them, and, as is our invariable custom, invite readers to use us to express their views as well as their experiences.

Despite being a widely used management technique, cumulative sum (CUSUM) analysis remains almost unheard of in professional sport. To address this, CUSUM analysis of soccer match data from the English Premier League (EPL) was performed. The primary objective of the study was to evaluate CUSUM as a tool for assessing “on-field” team performance. As a secondary objective, the association between managerial change and team performance was evaluated.

CUSUM was applied retrospectively to goal difference data for six EPL teams (Arsenal, Chelsea, Everton, Liverpool, Manchester United and Tottenham) over 23 consecutive seasons from 1995 to 2018. This was supplemented with change point analysis to identify structural changes in mean goal difference. Succession was evaluated by mapping historical managerial changes onto the CUSUM plots for the respective clubs.

CUSUM analysis revealed the presence of structural changes in four clubs. Two structural change points were identified for both Chelsea and Everton, one for Manchester United and Tottenham and none for Arsenal and Liverpool. Relatively few managerial changes coincided temporally with structural changes in “on-field” performance, with most appointments having minimal impact on long-term team performance. Other factors (e.g. changes in ownership) appear to have been influential.

The study was limited by the fact that only successful teams were investigated.

CUSUM analysis appears to have potential as a tool for executive decision-makers to evaluate performance outcomes in professional soccer.

The study is the first of its kind to use CUSUM analysis to evaluate team performance in professional soccer.

The purpose of this paper is to review the literature on offenders with a dual diagnosis and discuss how prison-based services can improve to better meet the needs of prisoners with co-occurring substance misuse and mental health disorders.

A comprehensive literature search of PsycINFO, JSTOR, PubMed and Google Scholar, reviewing international studies on dual diagnosis amongst offender and community samples spanning the last three decades, supplemented by international policy, guidance papers and reports was conducted to explore how services can be improved.

It was found that research into dual diagnosis amongst prisoners internationally was scarce. However, from the evidence available, several consistent factors emerged that led to the following recommendations: integrated treatment needs to be coordinated and holistic, staged and gender-responsive; increased availability of “low level”, flexible interventions; transitional support and continuity of care upon release with the utilisation of peer mentors; comprehensive assessments in conducive settings; mandatory dual diagnosis training for staff; and increased funding for female/gender-responsive services.

The recommendations can inform commissioners, funders and service providers of areas where support must be improved to address the needs of prisoners with a dual diagnosis.

Improved outcomes for prisoners with a dual diagnosis would likely have a positive effect on society, with improvements in mental health and substance misuse treatment impacting on rates of reoffending.

This paper brings originality and value to the sector because it reviews relevant research on dual diagnosis and translates it into practical implications for policy makers.

This paper describes ways to improve the effectiveness of a code of ethics where the goal is to affect the alternative chosen by a decision maker. These avenues for improvement are divided into those related to the content of the code and those related to enforcement provisions associated with a code. Improvements related to the content of the code are designed to change decision makers’ perceptions as to whether an action is ethical in such a way that they change the action chosen. Improvements related to enforcement provisions are designed to change how decision makers value the outcomes associated with selecting specific actions.

THE Newcastle school, like most others, was established after the second world war to provide full‐time education in librarianship as an alternative to the part‐time system which until 1946 was the only one available to the majority of librarians. At first most of the students were returning servicemen whose library careers had been interrupted by the war and they were followed by students direct from libraries, universities and schools. From a handful of students and one full‐time member of staff in the first year the school has grown steadily until there were 53 students and five staff during the session 1962–3 which was the last course held for the Registration Examination.

The purpose of this study is to investigate the relationship between employee engagement and general management, performance management, reward management and transformational leadership.

A survey was distributed to a mid-sized energy company based in North America. A two-stage hierarchical multiple regression was performed. Employee engagement was the dependent variable, and the control variables of age and education were entered at stage one. In stage two, the four variables of general management, performance management, reward management and transformational leadership were included.

The findings revealed that the factors most predictive of employee engagement were reward management, followed by performance management, general management and transformational leadership. The only control variable predictive of engagement was age, where older employees reported greater engagement.

The study can offer practitioners more insight into employee engagement which in turn can help with employee related decision-making in their own individual workplaces.

The study contributes to the existing literature on human resource management by providing insights into the factors that contribute to employee engagement and corroboration that age is a contributing factor.