Presents a study of the entry strategy of a south‐east Asian company into the European white goods market from a legal perspective. Highlights the legal issues a manufacturer…
Abstract
Presents a study of the entry strategy of a south‐east Asian company into the European white goods market from a legal perspective. Highlights the legal issues a manufacturer needs to take into account when entering into distribution agreements both in terms of the contractual relationship with its distributor and the wider implications of European Union competition law rules.
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Peter Bibby, Helen Marshall and Christopher Leonard
The purpose of this paper is to explain the content, purpose, and likely effects of the European Commission's draft directive on Alternative Investment Fund Managers published on…
Abstract
Purpose
The purpose of this paper is to explain the content, purpose, and likely effects of the European Commission's draft directive on Alternative Investment Fund Managers published on April 30, 2009.
Design/methodology/approach
The paper explains which firms will be affected by the AIFM Directive; the proposed new regime for fund promotion; organizational and capital requirements, including required background information and conditions of ongoing authorization; leverage disclosure requirements; and controlling interest disclosure requirements.
Findings
The AIFM Directive, were it to be implemented in its current form, would reshape the European investment management landscape, subjecting all entities managing or promoting pooled funds to regulation, imposing capital and disclosure requirements, and permitting a fund incorporated outside the EU to be promoted within the EU only if its country of incorporation exchanges tax information with the member state authorizing the fund.
Practical implications
The AIFM Directive is at a very early stage, contains ambiguities and inconsistencies, and will be subject to revision and refinement.
Originality/value
The paper presents a practical explanation by experienced securities lawyers.
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Sara Charlesworth and Helen Marshall
The purpose of this paper is to describe a distinctive strategy used in the Australian non‐profit community services sector to recruit and retain care workers. The paper argues…
Abstract
Purpose
The purpose of this paper is to describe a distinctive strategy used in the Australian non‐profit community services sector to recruit and retain care workers. The paper argues that the implementation of salary sacrificing illuminates a wilful blindness to the interests and rights of paid care workers and the genesis of this blindness lies in the gendered nature of care work.
Design/methodology/approach
The paper draws on a brief review of relevant literature on the gendered nature of paid care work, Australian industry debates, interviews and data from a small case study to examine the context and paradoxical outcomes of salary sacrificing.
Findings
The findings illustrate the consequences of New Public Management models of funding and management in the non‐profit community sector, including how inadequate resourcing of agencies can work to pit the interests of clients against the interests of workers. The findings also suggest the limited impact of salary sacrificing as a retention strategy, while revealing the links between gender, domesticity and care that play out in the undervaluing of paid care work.
Research limitations/implications
The research suggests that sustainable change to address the looming “crisis of care” in community services needs a rethinking by governments of funding and service models so that quality services are supported by properly valued and remunerated care workers.
Originality/value
The paper explores the paradoxical effects of an Australian industry recruitment and retention strategy.
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Peter J. Sloane and Daniel Mackay
Examines employment equity legislation, initially introduced in the UK during the 1970s, along with separate legislation covering sex, race, religion and disability, together with…
Abstract
Examines employment equity legislation, initially introduced in the UK during the 1970s, along with separate legislation covering sex, race, religion and disability, together with separate enforcement bodies, and separate geographical arrangements in Britain and in Northern Ireland. Notes the role of European Community Law which takes precedence over UK law and increasingly dictates legislation changes. Claims that the period since the 1970s has witnessed growing levels of unemployment, along with a focus on de‐regulation of labour markets. Most British empirical work focuses on explaining earnings differentials using the standard Mincer human capital model with comparative neglect of employment equality issues. The fundamental question is to what extent has employment equity legislation been successful in removing labour market discrimination against minority groups. Uses a cross‐section of data from the 1994 labour force survey to attempt to explain differences in employability across various groups and to analyse the degree of occupational segregation across these same groups which remain after nearly 20 years of experience of employment equity legislation. Reviews the legislation and then estimates first, logit equations to explain employability and second, ordered probit equations to explain occupational attainment, in each case decomposing the results in order to estimate the proportion of the differential which may be explained by “discrimination”.
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Glenn M. Gomes, James M. Owens and James F. Morgan
European Union policymakers have taken a courageous step toward outlawing sexual harassment as a form of gender‐based discrimination throughout the EU with the recent passage of…
Abstract
European Union policymakers have taken a courageous step toward outlawing sexual harassment as a form of gender‐based discrimination throughout the EU with the recent passage of the amended equal treatment directive. While the edict seeks to harmonize member states' laws regarding the equal participation of men and women in the labor market, a number of public policy issues will arise as individual member states formally implement the directive. This article begins by identifying the principal components of the directive. It then focuses on two likely areas of intense public policy debate: operationalizing the definition of “sexual harassment,” and protecting employers from liability under certain circumstances. Where appropriate, the article draws upon corollaries and parallels in US law that may provide guidance to policy makers on these issues. The article concludes by offering practical suggestions for employers who would like to take the initiative in creating workplace reforms consistent with the principles underlying the directive.
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Nancy A. Gigante and William A. Firestone
This paper aims to explore how teacher leaders help teachers improve mathematics and science teaching.
Abstract
Purpose
This paper aims to explore how teacher leaders help teachers improve mathematics and science teaching.
Design/methodology/approach
Research focused on a purposive sample of seven teacher leaders selected to vary in their time allocated to teacher leader work and their content knowledge. Each teacher leader was interviewed, as were two teachers and at least one administrator working with that teacher leader. Each interview was first subjected to a mix of deductive and inductive coding before a case study was written for each teacher leader. Ultimately, a cross‐case analysis was written.
Findings
Teacher leaders conducted two sets of leadership tasks. The paper finds that support tasks helped teachers do their work but did not contribute to teacher learning. Developmental tasks did facilitate learning. All teacher leaders engaged in support tasks, but only four did developmental tasks as well. Teacher leaders who engaged in developmental tasks had access to one material resource and three social resources not available to other teacher leaders: time to work with teachers, administrative support, more positive relations with teachers, and opportunities to work with teachers on professional development
Practical implications
When teacher leadership is intended to facilitate teacher learning, the payoff comes from engaging in developmental tasks. A key to teacher leader success is administrative support. Schools and districts should not invest in teacher leaders unless they intend to support teacher leaders adequately through time, administrative follow through, and training to help teachers develop the positive social relations on which their work depends.
Originality/value
These findings have implications for how to integrate teacher leaders into larger school improvement efforts.