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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.

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).

The purpose of this paper is to investigate the impact of employer-provided health benefits (EPHBs) on labor supply decisions of documented and undocumented farm workers. By establishing a significant linkage between EPHB and farm work decisions, this study provides important implications for farm employment retention and the financial sustainability of farm businesses.

Using data from the National Agricultural Workers Survey, objective (actual) and subjective (expected) employment data are used as outcome variables analyzed under an ordered probit model, with the data pre-processed using the coarsened exact matching method to reduce endogeneity issues within the estimation.

Results confirm the influence of EPHB on farm workers’ decisions to remain employed on the farm as well as on the duration of their farm employment. Comparatively, EPHB significantly influences undocumented farm workers’ decisions on actual employment duration and subjective working expectations while documented workers seem to ascribe less importance to EPHB in their farm employment decisions.

This study provides important financial and business viability implications as the value of farm labor services retained through EPHB can translate to high opportunity losses, if ineffective. Alternative labor-saving strategies, such as mechanization, can only potentially lead to serious financial challenges for agribusiness firms, especially small-scale farm operations. This study emphasizes the need for more effective employment retention incentives for the sake of sustaining farm business viability.

This study presents empirical evidence on the important influence of EPHB on farm employment decisions, especially those made by undocumented farm workers, that have not been extensively explored in literature.

Population aging, and changes in labor force participation among older adults, will have tremendous impacts on the aging workforce. Thus it is imperative that the factors that influence whether older workers will continue in their career employment, engage in bridge employment, or fully retire, should be understood better. This paper aims to focus on these issues.

In the present study longitudinal data for 2,869 older workers from the Health and Retirement Study (HRS) data set in the USA were used to examine the influence of demographic (e.g. income), nonwork related factors (e.g. marital satisfaction), and work related factors (e.g. job involvement) on late‐life employment decisions over a ten year period from 1992 to 2002.

The results indicate a wide variety of factors impact employment decisions later in life. Specifically, it was found that work related factors of job involvement and schedule flexibility, as well as the nonwork related factors of certainty of retirement plans, attitudes toward retirement, and job seeking self‐efficacy all distinguished the various employment statuses (e.g. completely retired, partly retirement, and not retired at all) of older workers over a ten year period.

This study shows that both individuals and organizations need to examine a wide variety of factors when examining bridge employment decisions at the end of workers' careers. While most studies of bridge employment use cross‐sectional data, this paper uses longitudinal data to examine actual bridge employment decisions, rather that prospective desires or potentially faulty after‐the‐fact retrospective accounts.

The market’s reactions to six decisions that dealt with the employment‐at‐will doctrine were examined with event study methodology. Three hypotheses were tested, all three of which were supported clearly by the data. Shareholder returns to a sample of California firms fell in response to the three California decisions that provided at‐will employees with causes of action to challenge their discharges; returns to those same firms rose in response to the Foley decision, which cut back on the employment‐at‐will erosions in California; and, returns to a sample of firms in New York rose in response to the two decisions from New York that affirmed the supremacy of the employment‐at‐will doctrine in New York. These results support the view that employment‐at‐will is beneficial for employers and that erosions to that doctrine are costly to employers.

The purpose of this paper is to examine the impact of the tragic events of 9/11 on the self‐employment entry/exit decisions of native‐born Hispanics.

The paper uses the difference‐in‐differences approach with native Whites as the control group. The dynamics of entry and exit decisions are examined using data from 1999‐2003 CPS‐ORG.

The estimates reveal a negative impact of 9/11 on Hispanics' self‐employment entry decisions, which is mainly the result of less entry from the wage sector, and it has increased Hispanics' self‐employment exit, which is mainly the result of increased exit to the wage sector.

The results suggest that native Hispanics may have experienced increased job opportunities in the wake of 9/11 and hence became less likely to be “pushed” into self‐employment and more likely to be “pulled” out of self‐employment. The improved labor market opportunities stem from government increased sanctions against undocumented immigrants, which reduced the demand for illegal immigrant workers, many of whom are Hispanic immigrants, and that native‐born Hispanics are likely to be relatively close substitutes for immigrants Hispanics. A limitation of the research is that the estimates are statistically insignificant, possibly due to the relatively small sample size.

Existing studies that examine the impact of 9/11 on the Hispanic's labor market outcomes are all focused on immigrants or wage‐employment. The paper complements the literature by examining the impact of 9/11 on native‐born Hispanics and in particular their self‐employment decisions, and thus provides a more complete picture of the impact of 9/11 on Hispanics.

Every employer, unless he or she has no pool of applicants or potential applicants to choose from, engages in hiring choices. While the hiring process may vary, both from one employer to another and from one job to another, some form of screening occurs. In recent years, students of management have noted the proliferation of screening practices in the hiring process, especially in bringing new technologies such as medical and drug testing procedures. Testing and other screening practices, while wide‐ranging both with respect to their ends and means, have raised consistent patterns of concern among job‐seekers, public policy makers and managers themselves. In this monograph a variety of methods of screening and issues of public policy raised by screening procedures are discussed. An overview of United States law regulating the screening process is provided, together with future directions in the area of screening in the US.

Systematically evaluates changes in people management in one case study, the London Borough of Brent, as the major arena for the regulation of employment relations in local government moves from the national to the authority level. Considers the impact of upstream decisions on mission, purpose and structure and of downstream decisions on employment relations, as they relate to the structure of the personnel function, the role of line managers in personnel activities, the way staff are treated and the role of the unions, based upon a strategic choice model. Argues that there are, indeed, strong linkages between Brent’s upstream decision to become a “competitive market” authority and devolve decision making to business units and the dimensions of employment relations distinguished. However, the consequences of the upstream‐downstream relationship were not necessarily as intended by the Borough, with some of the results having highly dysfunctional consequences for the organization.

Examines the issues which managers consider when making career decisions and finds that, faced with reduced levels of employment security, they are redefining careers in terms that now include references to lifestyle and the achievement of a balance between the personal, domestic and employment aspects of their lives. Identifies that changes in any of these areas of managers’ lives can cause them to revise their career strategies. Identifies that life events also have a major impact upon career decisions. Recognises that there are gender‐related differences in the career strategies that managers adopt. Concludes that for some managers the definition of self is becoming less focused upon employment and more related to lifestyle.

The purpose of this study was to investigate the effect of a facial photo of female job applicants on employment decisions.

A laboratory or “controlled” experiment was conducted to examine the impacts of job applicants’ facial photos, job applicants' professional qualifications (education level and years of work experience), raters’ gender and college student raters’ academic year on employment-related decisions in a hypothetical situation in the Chinese context. A descriptive analysis and mixed-design factorial ANOVA were conducted.

Significant main effects were found for the applicant’s photo and professional qualifications in the analysis of employment decisions. Significant interaction effects were also found in the analysis.

Discrimination against applicants who attached unattractive photos was more pronounced for the interview decision when the applicants had low qualifications than when they had high qualifications. Although both male and female raters’ ratings of the interview, hiring and salary decisions decreased as attractiveness decreased, it was more pronounced for male raters than female raters.