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The purpose of this study is to (1) identify the sustainable practices developed by the textile and apparel industry and (2) investigate the gaps and opportunities in the sustainability implementation process by quantitively analyzing the sustainability topics and the relevant topic trends.

This study employed text mining techniques. A total of 1,168 relevant magazine articles published from 2013 to 2020 were collected and then categorized according to their tones. In total, 36 topics were identified by reviewing the sustainability issues in the industry. The frequency of each topic mentioned in the articles and the correlation coefficients between topics' frequencies and published time were calculated. The results were used to examine if the three sustainability dimensions (environment, society, economy) were equally addressed and identify opportunities in the sustainability implementation process.

There were much fewer social and economic topics than environmental topics discussed in the articles. Additionally, there were not enough practices developed to reduce microfiber pollution, improve consumers' knowledge of sustainability, offset the carbon footprint, build a transparent, sustainable supply chain and avoid animal cruelty.

There is a lack of research focusing on the whole supply chain and sustainability when investigating sustainable practices and topic trends. This study fills a part of the gap. The results can be used by industrialists to identify sustainable practice opportunities and better manage their sustainable supply chains. Researchers can utilize the results to compare the topics in the industry with the topics studied in academia.

Transport megaprojects often struggle to offer social value (SV) that meets local communities' needs. This problem is embedded in how local communities' views are captured and incorporated into SV plans through local community engagement (LCE). By problematising the literature, this article aims to identify LCE issues and their impacts on SV plans at the front-end of transport megaprojects.

The theoretical lens of the study is the practice theory developed by Schatzki (2016, 2005). The authors conceptualised LCE as a practice and conducted 32 semi-structured interviews with UK practitioners. The authors collected data in three steps from three types of practitioners involved in LCE practice and SV planning: project managers, LCE experts and SV experts.

The authors identified 18 LCE issues with thematic analysis and clustered them into five themes. These issues impact LCE with five mechanisms. Findings show that a weak link between LCE and SV plans due to the issues reduces LCE to a tick-box exercise and presents a distorted view of local communities. This reduces SV plans to the bare minimum for project approval instead of offering relevant SV to local communities. Addressing the issues goes beyond changing the approach of project teams to engagement (from instrumental to normative) and requires changing the practices.

For the first time, the study uses practice theory to conceptualise LCE as a practice, following the notion of project as practice. The study problematises the literature to address the under-represented link between LCE and SV plans.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

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).

This paper examines participants' opinions on whether valuation education and training in Kenya is adequate while comparing it to actual material conditions.

This research is based on a survey of registered and practicing valuers in Kenya, interviews of key informants from professional bodies and the five universities offering real estate degree courses in Kenya, and a review of Kenya's real estate curricula and Institution of Surveyors of Kenya (ISK) training.

It was perceived that while valuer education and training in Kenya is satisfactory, it differs from actual material conditions as it fails to cover practical issues in valuation practice.

The study makes a critical contribution to the empirical literature by introducing new insights in valuation education and training in Kenya.

The resolution of tax issues present significant ethical dilemmas for tax practitioners. The nature and extent of ethical concerns has important implications both for the tax profession and tax administration. The purpose of this paper is to investigate whether there are significant differences in the ethical perceptions of tax agents and Big 4 practitioners.

A mail questionnaire was used to elicit data as to the frequency and importance of a range of ethical issues in tax practice.

Both groups rated highly those issues which relate primarily to the conduct of professional responsibilities. Ensuring “reasonable enquiries” were taken, maintaining an appropriate level of “technical competence” and “continuing to act” for a client, when not appropriate, were of most concern to practitioners.

The paper focuses on the tax profession in Western Australia, so the outcomes may not be generalisable elsewhere in either Australia or the rest of the Asia‐Pacific region.

There was a significant difference between the two groups with regard to “loophole seeking”. This has implications for client expectations of alternative roles: as “tax exploiter” for the Big 4, and as “tax enforcer/compliance” for the tax agent.

There have been few empirical studies reporting the range of ethical issues encountered in tax practice. To date the literature tends to treat the tax profession as a homogenous group, whereas this research demonstrates differences in ethical outlook between sole‐practitioners and large international public accounting firms.

This paper aims to assess the contributions of maintenance practices and extract various significant factors that influence the implementation of maintenance practices in northern Indian small and medium-sized enterprises’ (SMEs) business performance.

In the current study, 216 north Indian SMEs have been extensively surveyed to assess the contributions of different maintenance practices implementation dimensions and manufacturing performance attributes through different statistical techniques. Analysis of variance (ANOVA) was used to statistically validate the hypotheses, while Levene’s experiment and Wilk–Shapiro tests were used to confirm ANOVA’s assumptions. Finally, the discriminating validity test extracts highly successful and moderately successful organizations.

The present research aims to evaluate the contributions of different maintenance practices implementation dimensions on SMEs’ manufacturing performance attributes. The study highlights that strategic maintenance practices such as corrective maintenance (CM), general maintenance issues, preventive maintenance (PM) issues and predictive maintenance (Pd.M) initiatives have enhanced overall equipment effectiveness, overall business performance, quality, cost optimization, safety, delivery and morale in SMEs.

The study validates the capabilities of maintenance practices toward significant improvements of various implementation dimensions such as breakdown maintenance issues, general maintenance issues, PM issues, Pd.M issues, CM issues, computer maintenance management system issues, maintenance scheduling issues and total productive maintenance issues. The study reveals significant implications for SMEs for realizing significantly improved manufacturing performance through strategic maintenance initiatives.

The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.

The purpose of this paper was to identify safeguarding concerns for vulnerable adults, including exploring the implementation of safeguarding policy and procedures into practice. This was achieved by reviewing the content of reflective assignments written by pre-registration student nurses, identifying areas of concerns and proposing action plans.

A qualitative approach was initially utilised to scrutinise a random 10 per cent sample of work, which was thematically analysed. From this, an audit tool was devised and then applied to evaluate a 35 per cent sample of work from the following cohort of students. Approval and consent was gained.

From the initial 10 per cent sample, themes emerged around: practice issues; areas for student's development and marking or assessment issues. The standardised audit tool was devised and applied to a 35 per cent random sample of work. This determined that students identified local safeguarding policies and procedures were being followed in the majority of placement areas, although application of the Mental Capacity Act remained inconsistent.

The assessor feedback from the reflective assignments was not available to the reviewers, limiting the reviewers ability to identify if assessors had recognised and corrected any policy or practice issues that the student raised. Only assignments from the adult field of nursing were considered within the scope of this study. The authors recommend further empirical investigation into this area.

This paper offers knowledge that can be applied in practice within both academic and health care provider services that deliver and facilitate nursing education. It has generated an audit tool that can be utilised to evaluate the knowledge of pre-registration students and has resulted in the implementation of safeguarding adults policies within an academic institution.

Safeguarding adults concerns may be identified through studying pre-registration student assignments and promptly acting upon any concerns raised. Aspects of good practice can be acknowledged within health care provider services.

The purpose of this paper is to outline the development of a toolkit designed to assist UK small to medium enterprise businesses (SMEs) manage work‐life balance (WLB) policies and practice issues, across the life stages.

A multi‐method approach was adopted combining a literature review, limited empirical study and piloting of the toolkit.

Life stages pose complex work‐life challenges for employees and resource and workforce management issues for employers. Demographics, employment cultures and socio‐economic and labour market trends impact on the physical and psychological wellbeing of employees. In striving to fulfil multiple work‐life roles, workers constantly face challenges in terms of (un)paid work/non‐work commitments, caring responsibilities and changing family structures resulting in work/family tensions. This leads to workforce planning, recruitment and retention costs for businesses. Employers face challenges in working with the growing number of WLB policies and in monitoring and evaluating policies, practices and procedures. SMEs require support to adopt a comprehensive WLB approach, whilst meeting operational requirements within resource capabilities and ensuring business sustainability.

The toolkit is a source of WLB guidance for practitioners and those with an HR role in SMEs. The paper encourages reflection on research from business and social science research to better inform human resource (HR) practice.

The paper identifies the critical need for “WLB across the life‐stages” policy and practice guidance for UK SMEs.