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A Memorandum of Understanding (MoU) was uncovered in January 2017 detailing the sharing of patient data from NHS Digital to the Home Office. It signified a deepening of the hostile environment’s presence in the NHS, and was comprehensively rejected by medical professionals. In November 2018, following extensive action calling for its removal, the MoU was withdrawn. This chapter explores how three factors: the lack of legal basis, wide reaching effects, and ethical conflicts of the MoU led to the success of this action, and aims to apply these lessons to other areas of hostile environment policy. It will be established that ethics proved the most influential factor in inciting the opposition, however, all factors may have been integral to the overall success. It shall be demonstrated that, although the success of this action promises much with regards to charging policy, it may be of limited applicability to other areas of the hostile environment.

Stress research in the UK policing has largely neglected to account for variance in the type of psychosocial hazard officers are exposed to across policing roles, highlighting the need for role‐specific research that is capable of informing similarly specific stress reduction interventions. This study aimed to develop and assess exposure to a taxonomy of psychosocial hazards specific to the UK police custody work, consider the burnout profile of custody officers, explore relations between psychosocial hazard exposure and burnout, and compare the exposures of burned out and non‐burned out custody officers.

Preliminary focus groups identified a series of psychosocial hazards specific to the custody officer role. A questionnaire administered to custody officers within a UK territorial police force assessed exposure to these psychosocial hazards and burnout.

Twenty‐six custody‐specific psychosocial hazards were identified, across nine themes. The proportion of custody officers who reported a high degree of burnout was above that found in normative data. Hierarchical regression analyses showed that exposures were positively related to emotional exhaustion and depersonalisation. Unrelated t‐tests showed that respondents who reported high burnout also reported significantly higher exposures across all nine psychosocial hazard themes than those with sub‐threshold burnout scores.

This is the first study to investigate the stress‐related working conditions of the UK custody officers. It provides a foundation for future large‐scale longitudinal studies concerned with validating the current findings and improving the health of officers engaged in this unique policing role.

The purpose of this paper is to illustrate the ways in which contemporary organisations are imposing their own private sanctions on fraudsters.

The research draws on primary data from interviews with counter fraud practitioners in the UK, secondary sources and case examples.

Such developments have been stimulated, at least in part, by the broader limitations of the criminal justice system and in particular a “fraud bottleneck”. Alongside criminal sanctions, many examples are provided of organisations employing private prosecutions innovative forms of civil sanction and “pseudo state” sanctions, most commonly civil penalties comparable to fines.

Such changes could mark the beginning of the “rebirth of private prosecution” and the further expansion of private punishment. Growing private involvement in state sanctions and the development of private sanctions represents a risk to traditional guarantees of justice. There are differences in which comparable frauds are dealt with by corporate bodies and thus considerable inconsistency in sanctions imposed. In contrast with criminal justice measures, there is no rehabilitative element to private sanctions. More research is needed to assess the extent of such measures, and establish what is happening, the wider social implications, and whether greater state regulation is needed.

Private sanctions for fraud are likely to continue to grow, as organisations pursue their own measures rather than relying on increasingly over-stretched criminal justice systems. Their emergence, extent and implications are not fully understood by researchers and therefore need much more research, consideration and debate. These private measures need to be more actively recognised by criminal justice policy-makers and analysts alongside the already substantial formal involvement of the private sector in punishment through prisons, electronic tagging and probation, for example. Such measures lack the checks and balances, and greater degree of consistency as laid out in sentencing guidelines, of the criminal justice system. In light of this, consideration needs to be given to greater state regulation of private sanctions for fraud. More also needs to be done to help fraudsters suffering problems such as debt or addiction to rebuild their lives. There is a strong case for measures beyond the criminal justice system to support such fraudsters to be created and publicly promoted.

The findings are of relevance to criminal justice policy-makers, academics and counter fraud practitioners in the public and private sectors.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Not many weeks back, according to newspaper reports, three members of the library staff of the School of Slavonic and East European Studies in London were dismissed. All had refused to carry out issue desk duty. All, according to the newspaper account, were members of ASTMS. None, according to the Library Association yearbook, was a member of the appropriate professional organisation for librarians in Great Britain.

Suggests that heightening competition within the pharmaceutical sector means that improving performance in R&D is increasingly important. One approach to achieving this is to consider the introduction of financial incentives within reward systems. Considers the evidence for the success of performance‐related pay (PRP) systems arising from the relatively few empirical accounts available. Concludes that there is little concrete evidence that PRP improves the performance of either individuals or organizations. Concedes that where it can be demonstrated that employees are satisfied with a PRP system we might expect them to be motivated and this should have positive results on performance. Considers the operation of the PRP system within the research division of a major UK‐based multinational pharmaceutical company. Looks in detail at management operation of, and employee responses to, the system. Concludes that not only is it unpopular but it may have potentially serious dysfunctional side‐effects in an R&D environment.