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Sexual harassment are situations where the unwelcome sexual conduct of co‐workers or supervisors interferes with an individual’s ability to work or creates an intimidating or offensive atmosphere. It involves situations where a workplace superior or co‐worker demands some degree of sexual favour and threatens to or actually does retaliate in a way that has a tangible effect on the working conditions of the harassment victim if he or she refuses to acquiesce.

Whether a worker is an employee of a business or an independent contractor with that business is an issue that can have many significant problems. Generally, an employee is someone who works for an employer. An employee is controlled by the employer and has little discretion in the timing and performance of his tasks. According to Wilson, on the other hand, “independent contractors contract to do work and have the ability to perform the work without being subject to the control of the employer as long as they meet the expected results required by the contract (Wilson, 1999).” In short, independent contractors are independent business people who are hired to perform specific tasks. They are just like any other vendor, except they perform services rather than provide tangible goods and basically are in the business for themselves. Thus, they are not the hiring firm’s employees. They are not eligible for unemployment, disability, or workers compensation benefits (California Chamber of Commerce, 1991). There is no certain and consistent definition to distinguish an employee and an independent contractor. However, there are a number of rules that govern whether someone is an employee or an independent contractor; and each of the rules has its own characteristic in determining the issue.

Covers the meaning of mediation, the role of the mediator, and the mediation process. Outlines the framework for discussion with reference to the mediator’s role. Concludes that it is necessary to focus on common ground and not the differences.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Defines “insider trading” and looks at the effects of insider trading on an economy. Considers the factors which have caused legislation and the rationale behind insider trading. Compares the economic and financial approaches to the problem. Outlines the European, UK and US positions covering legislation, arguments, prohibitions and penalties. Cites important cases in the USA, which have caused changes in the law. Concludes that there is a need for standardization, together with better access to timely information but highlights that the markets require freedom within which to work effectively and accepts that there will always be an element of insider trading in any market.

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the marketing strategies employed, together with the organizational structures used and looks at the universal concepts that can be applied to any product. Uses anecdotal evidence to formulate a number of theories which can be used to compare your company with the best in the world. Presents initial survival strategies and then looks at ways companies can broaden their boundaries through manipulation and choice. Covers a huge variety of case studies and examples together with a substantial question and answer section.

This study investigates labour market fluctuations and gender issues in the health and care sector. A large data set from public registers has allowed us to compile a comprehensive picture of the job categories that particularly attract men. We find a polarisation of men in the upper and lower positions in the job hierarchy. In the metropolitan area, men tend to be discouraged from taking jobs in the health and care sector, as opposed to the peripheral region, where alternative job offers may be more scarce. A logistic regression analysis shows that (young) age is the major explanatory factor for leaving the health and care sector to find occupation elsewhere. However, gender (male), wage levels (low), marital status (single) and education (none) are also significant. The study discusses seven theoretical perspectives for male and female careers in the health and care sector: The need for flexibility. Destandardising of jobs. Devaluation of feminised work areas. Human capital as a stabiliser. Feminisation. The prospects of boundaryless careers. The spatial dimension.

The purpose of this report is to help the reader understand the difference between independent contractors and employees. Employers use independent contractors for many reasons, including cost, seasonal fluctuations, temporary assignments or highly skilled services. Independent contractors are different from employees in that they usually are not eligible for benefits such as health insurance or paid time off, are not covered by workers’ compensation insurance and are responsible for submitting their own income taxes to the Internal Revenue Service. However, someone does not become an independent contractor just because he or she is labelled that way, is not offered certain benefits or because her or his income taxes are not with held. In fact, not even the signing of a contract or agreement ensures that the independent contractor will not be classified as an employee by a government agency or the courts. The ultimate test to determine whether some one is an employee or an independent contractor is the degree of control an employer exercises over that individual’s work.

Identifies three approaches to controlling the agent‐principal conflict for CEOs (market discipline, compensation structure and monitoring mechanisms) and reviews previous relevant research. Develops a mathematical model of the relationship between pay‐for‐performance sensitivity and external monitoring; and tests it on 1971‐1993 US data. Presents the results, which suggest that the sensitivity is significantly affected by monitors, growth opportunities and CEO share ownership. Considers consistency with other research and the implications of the findings.

It is increasingly difficult to ignore the importance of anonymity on the internet. Tor has been proposed as a reliable way to keep our identity secret from governments and organizations. This research evaluates its ability to protect our activity on the Web.

Using traffic analysis over ACK packets among others, fingerprints of websites can be created and later on used to recognise Tor traffic.

Tor does not add enough entropy to HTTP traffic, which allows us to recognise the access to static websites without breaking Tor's cryptography.

This work shows that the method presented behaves well with a limited set of fingerprints. Further research should be performed on its reliability with larger sets.

Tor has been used by political dissidents and citizens in countries without freedom of speech to access banned websites such as Twitter or Facebook. This paper shows that it might be possible for their countries to know what they have done.

This paper shows that while Tor does a good work keeping the content of our communication, it is weak protecting the identity of the website being accessed.