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The purpose of this paper is to study the implementation of a new open-ended contract termination in 2008 in France, called the rupture conventionnelle (RC), which is a mutually agreed contract termination. More precisely, this paper analyses first the impact of the RC on the employers’ termination decisions (termination or not?). Then it seeks to provide empirical evidence of a substitution between the RC and other contract terminations (if there is termination, what types?).

The approach is first empirical. The author uses two matched firms’ data sets: one relating to the movement of employees and other from accounting data from 2006 to 2009. Using a propensity score matching method, the author creates two similar (from observable characteristics) firms’ groups – those that used RC in 2009 and those not. The author compares the evolution of the employment decisions between the two groups between 2008 and 2009 in order to identify the specific effect of the RC in the user firms.

The results indicate that the introduction of the RC tends to increase workforce exits and does lead to much more job destruction in the user firms, i.e. job destruction would have been weaker in the user firms if the RC had not been implemented. Substitutions with dismissals for personal reasons and for economic reasons also may have appeared, albeit weakly.

The RC seems an important measure to make the labour market more flexible, especially in France where EPL is often criticize for its rigidities. But few studies analyse the consequences of this new institutional rule on firms’ behaviour and with firms’ data set. Then this paper provides first some understanding and assessment of the economic effects of the RC.

The purpose of this paper is to examine the relationship between voluntary and involuntary turnover and officers’ salaries.

Using data from the 2013 Law Enforcement Management and Administrative Statistics survey, Poisson regression was used to test hypotheses about the effect of pay and other economic incentives on turnover, while controlling for previously identified influential organizational and community factors, such as crime, community disorganization, geographic region, policing philosophy, collective bargaining, the utilization of body-worn cameras, and workforce diversity.

Higher salaries were significantly associated with lower voluntary and involuntary turnover rates. In addition, other economic incentives and participation in a defined benefits retirement plan were related to voluntary separations but not dismissals. Consistent with prior research, southern agencies and sheriff’s departments reported higher turnover rates than local police agencies and departments operating in other areas of the USA. The effects of workforce diversity were mixed, while collective bargaining was associated with lower rates of voluntary turnover, and the utilization of body-worn cameras was associated with higher rates.

In addition to contributing to the theoretical literature on antecedents of turnover, this research has practical implications by helping law enforcement officials estimate how changes in the compensation structure affect their ability to retain qualified personnel. Due to the complexities of modern law enforcement, maintaining a strong and stable workforce is becoming a greater challenge, and more research is needed to understand which incentives are crucial in recruiting and retaining the most effective policing personnel.

The purpose of this paper is to check if the rate of employment dismissal in the Spanish labour market is higher for immigrants from countries of the European Neighbourhood Policy (ENP) than for the native-born and the immigrants from other developing countries. It also analyses the impact on this rate of the lower endowment of human capital and the segregation in particular occupations and sectors of ENP immigrants.

The study exploits micro-data from the Labour Force Survey before and during the great depression in Spain. The authors define two groups of immigrants, one for those whose origin is an ENP country and another for those from the rest of the developing countries. Then the rate of job loss is computed for the natives and the two groups of immigrants based on the information for each individual in the sample for each of the years under analysis. An empirical model for the probability of employment dismissal is estimated to check if the immigrant-native gap vanishes when controlling for differences in human capital and occupational, sectoral, and territorial allocation of jobs. This traditional approach is complemented with a new proposal based on the decomposition of the gap using a method that does not impose the same response to the observed characteristics in the three demographic groups under analysis.

Immigrants from ENP face a higher rate of employment dismissal. The gap with respect to natives and even to other immigrants increased during the crisis. Most of the gap can be explained by the lower endowment of human capital of the ENP immigrants and, particularly, by their allocation in certain occupations, sectors, and territories.

Novelties in this paper include: first, the study of employment layoffs for natives and immigrants in a period of crisis in a country such as Spain that attracted massive migration during the booming period; second, the analysis of the origin of the higher rate of employment dismissal for immigrants from the ENP; and third, the proposal of a new approach to assess the contribution of human capital and segregation on the immigrant-native gap in the rate of job loss.

This paper examines employee relations management in a non‐union sector, showing how employers in the hotel industry remain relatively free to manage in an arbitrary and determined fashion, in spite of an increasingly wide net of statutory employee rights. These management practices are effected in the way the workforce is structured, and in the differential treatment of workers in the same organisation. Notably “peripheral” unskilled workers, which are in the majority, are subjected to a more “hard” form of human resource management and are made more vulnerable from lack of eligibility to employment protection rights. Employers are not constrained from dismissing workers and fail to comply with many minimum legal requirements or observe the law in spirit. “Determined opportunism” represents an extreme instance of a “retaining control/cost‐control” style of management.

December 20, 1972 Industrial relations — Unfair dismissal — Employee semi skilled sheet metal worker — Refusal by employee to do pipe bending without additional payment — Employers' custom of negotiation with employees for bonus rates — Dismissal of employee without adequate negotiation — Whether unfair dismissal — Industrial Relations Act, 1971 (c.72), s. 24 (1), (2), (6).

This paper aims to provide an analysis of securities class action filings in 2017 along with related trends over time and a comprehensive current view of the securities class action landscape.

The paper details 2017 securities class actions and related trends by measures including the number and size of filings; market capitalization losses; litigation likelihood for US versus non-US exchange-listed companies; status and outcomes of filings (settled, dismissed, continuing); core versus merger and acquisition filings; individual versus institutional investors as lead plaintiffs; and concentration of class action activity by industry sector, stock exchange and court circuit.

The number of federal securities class action lawsuits filed in 2017 reached a record high for the second straight year. The jump was spurred by a sharp increase in lawsuits targeting mergers and acquisitions. The 412 securities class action filings in 2017 represented a more than 50 per cent increase from the previous record of 271 filings in 2016.

This paper details analysis by legal and industry experts.

Introduction This monograph examines developments in the British labour market during the 1970s and in particular the impact of the unusual combination of high inflation and high unemployment that characterised the period. The reasons for the current high rates of unemployment are examined, and government attempts to ameliorate the problem reviewed. A growing labour force will make the Government's task more difficult and the main trends in labour supply during the seventies are described; changes in differentials and in the dispersion of earnings are evaluated and the effects of inflation and incomes policies assesed. Finally we analyse perhaps the most important area for policy‐makers, developments in the collective bargaining structure and in the role of trade unions.

This paper aims to investigate whether the Sarbanes-Oxley Act: Section 404(b) exemption caused an increase in auditor changes due to changes in expectations for both auditors and their clients.

This paper predicts that this exemption caused a significant amount of auditor changes post-exemption, due to a change in expected future economic rents (audit scope demands) for auditors (clients). Logistic regression analysis is used to examine whether auditor changes increased for non-accelerated filers (public companies with less than $75 million in public float), who were affected by this exemption, compared to auditor changes for accelerated filers (public companies with greater than $75 million in public float), who were not affected by this exemption.

The results show a significant positive association between the exemption and auditor dismissals for non-accelerated filers compared to that of accelerated filers. This finding is robust when sensitivity tests are used.

Prior literature finds that an increase in auditor changes can have various positive and negative effects on the affected companies. Thus, investors will be interested in the results of this paper when making their investment decisions with regard to non-accelerated filers.

The results of this paper will aid policymakers as they consider the pros and cons of this exemption, as it pertains to the affected companies.

This paper is the first to study the effects of this exemption on auditor turnover for the affected companies.

The purpose of this paper is to examine how school leaders use high-stakes teacher evaluation to improve and, if necessary, remove low-performing teachers in their schools. It explores how cognitive, relational and organizational factors play a role in shaping the way school leaders implement teacher evaluation.

Using a database of in-depth interviews with 17 principals and assistant principals, this study uses cross-case comparisons to examine one district’s efforts to improve the performance of low-performing teachers through evaluation.

School leaders’ framing of teacher performance and their efforts to improve instruction reveal the cognitive, relational and organizational aspects of working with low-performing teachers and, if necessary, pursuing removal. Notably, this study found that cognitive and relational factors were important in school leaders’ teacher improvement efforts, but organizational factors were most salient when attempting to remove teachers.

Because evaluating and developing teachers has become such an important aspect of school leaders’ day to day work, this study suggests that school leaders could benefit from more assistance from district personnel and that preparation programs should build in opportunities for aspiring leaders to learn more about their role as evaluators.

The success or failure of teacher evaluation systems largely hinges on school leaders, yet there is scant research on how school leaders make decisions to develop and remove low-performing teachers. This study sheds light on the central role school leaders play in implementing high-stakes teacher evaluation.

In recent months newspapers have been full of stories about the “hidden”, “black” or “cash” economy. “Fiddlers on the tubes” told how London Transport ticket barrier staff were allegedly pocketing nearly £5.5 million they collect in excess fares every year. “Moonlighters in Fleet Street” described the clampdown by tax inspectors on part‐time casual workers who collect undeclared wages from more than one newspaper office by signing fictitious names, such as “Mickey Mouse”. Sir William Pile, Chairman of the Board of Inland Revenue was reported by The Guardian as estimating that “the black economy of tax avoidance and moonlighting” amounted to 7.5 per cent of the entire economy at around £11 billions.