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US retail executives' perspectives of the future of apparel retailing were explored in this study. Data were collected through personal interviews conducted at the 1996 National Retail Federation (NRF) Convention in New York City. Current and future changes in demographic, consumer behavioural and technological trends impacting apparel retailing were studied; current challenges in the apparel retailing field were discussed and future business strategies were recommended. Respondents' predictions include the emergence of a new competitive culture focused on the development of unique products and business strategies beyond price‐based retail competition. Retail executives recommend the development of niche markets and strong product development programmes. Based on study results, implications for retail practitioners and researchers are discussed with relevant hypotheses inductively generated from study findings. The research was funded, in part, by the Graduate Student Research Fund, College of Family and Consumer Sciences, Iowa State University.

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.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

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.

Staff training — is there a need? This was the question that the Chairman of the National Institute of Fresh Produce posed at a session of the 47th National Convention of the Retail Fruit Trade Federation Conference at Blackpool. He asked delegates to remember the excitement and confusion of their first day at work. He suggested that training — to which he was committed through the Institute, which was in itself an example of practical co‐operation between different sectors of the fruit trade — would speed the process by which young people entering the trade gained from the experience of others, and help to ensure that they stayed. Practical help has been given through the publication of a series of booklets, including The introduction of new staff, on the distribution of fresh produce, wholesaling and — introduced for the first time at the Conference — retailing. The NIFP has also worked with the London City and Guilds to produce a specific skills scheme. This was currently being tried out in companies and would be published to provide a simple, straightforward training scheme for young people to follow in a retail shop.

There is a long-going discussion in Russia focusing on finding new stimulus for economic growth. Being very rich with natural recourses, Russia has enjoyed extensive economic growth model for many centuries. The world is changing. Russia as any country which is to keep up with the dynamics and the quality of the world economic growth must find some new technologies and economic triggers. Green investment can be regarded as the key instrument to achieve faster economic growth and to make technological gap narrower. The chapter focuses on state policy and business practice in green investment in Russia.

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.

There is an opinion among decision makers in Western Europe that as far as the ‘Russian organised crime’ problem is concerned it will be largely restricted to Russia and that the real threat to Western Europe will be minimal. The truth is that it is in Russia where the problem has to be attacked in order to limit its impact on Western Europe.