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December 19, 1969 Redundancy — Dismissal — Employer's work in one place terminating — Invitation to employees to move to new factory — Employees declining to work elsewhere — Terms of offer — Whether repudiation of contracts by employer — Whether employees entitled to terminate contracts — Whether employees “dismissed” — Redundancy Payments Act, 1965 (c.62), ss. 1, 3(1)(a),(c).

March 3, 1967 Negligence — Duty of care — Inspection of equipment — Electrical hand drill subject to vibration — Drill in common use — Workman injured because of loose screw —Defective cap — Drill in use for a year — Whether duty to inspect periodically.

October 27, 1969 Redundancy — Dismissal — Employee loaned to another firm — Employee's insurance and tax documents transferred to other firm without his knowledge — Employee paid by other firm — Whether “dismissal” — Whether employee entitled to terminate contract “by reason of the employer's conduct” — Whether question of law — Redundancy Payments Act, 1965 (c.62), ss. 1, 3 (1) (c).

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.

Acute and chronic pain affects more Americans than heart disease, diabetes, and cancer combined. Conservative estimates suggest the total economic cost of pain in the United States is $600 billion, and more than half of this cost is due to lost productivity, such as absenteeism, presenteeism, and turnover. In addition, an escalating opioid epidemic in the United States and abroad spurred by a lack of safe and effective pain management has magnified challenges to address pain in the workforce, particularly the military. Thus, it is imperative to investigate the organizational antecedents and consequences of pain and prescription opioid misuse (POM). This chapter provides a brief introduction to pain processing and the biopsychosocial model of pain, emphasizing the relationship between stress, emotional well-being, and pain in the military workforce. We review personal and organizational risk and protective factors for pain, such as post-traumatic stress disorder, optimism, perceived organizational support, and job strain. Further, we discuss the potential adverse impact of pain on organizational outcomes, the rise of POM in military personnel, and risk factors for POM in civilian and military populations. Lastly, we propose potential organizational interventions to mitigate pain and provide the future directions for work, stress, and pain research.

May 25, 1966 Building — Safety regulations — “Edge of the roof” — Asbestos roof — Construction — Removal of badly laid sheet — Fall of workman through opening in roof — Whether fall from edge — Applicability of regulation — Sub contractors' failure to comply with statutory requirements — Injury to sub contractor's employee — Liability of contractor — Employee's breach of regulations — Whether co‐extensive with employer's breach — Building (Safety, Health and Welfare) Regulations, 1948 (S.I. 1948 No. 1145), reg. 31(1).

March 4, 1966 Damages — Remoteness — Breach of warranty by sub‐contractors to contractors to provide suitable scaffolding — Concurrent breach of statutory duty by contractors to plaintiff's husband to see that suitable scaffolding provided — Fatal injury to plaintiff's husband — Contractors liable in tort to plaintiff — Whether damages “flowing from breach” — Whether rights under warranty affected.

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.