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The 2015 Modern Slavery Act focusses attention forms of modern slavery (human trafficking and forced labour), within the UK. The contemporaneous 2014 Care Act, identifies modern slavery as a new form of risk within adult social care, listing forms of abuse and vulnerability. However, it does not consider whether those providing care may themselves be vulnerable to forms of modern slavery. The paper aims to discuss these issues.

The authors describe the history of the development of modern slavery legislation in the UK, outline key provisions of the Care Act, illustrated with real-life cases. The analysis suggests that adult social care – characterised by informality, fragmentation and vulnerability – is one where instances of modern slavery may be more common than considered to date.

The data collected, though relatively modest, suggests that a thorough investigation should be undertaken into the possibility of modern slavery taking place within the realm of adult social care.

Data have been collected through a snowball process, rolling out a survey to relevant groups of individual and organisations. A more rigorous investigation is required to examine the extent of modern slavery within adult social care.

The training of those responsible for the regulation/management of adult social care needs to ensure that they are fully equipped to understand the nature of modern slavery and how to identify its symptoms and victims.

There is also a need for heightened awareness of those close to people being cared for that they may also identify the symptoms of modern slavery.

This area has not been explored to date.

The purpose of this study was to determine if arbitrators use all seven of Dougherty's tests of just cause in cases involving discharge for excessive absenteeism. One hundred and ninety‐five absenteeism cases published by the Bureau of National Affairs and Commerce Clearing House between 1980 and 1990 were analyzed. Four of Dougherty's key tests were found to be critical: Penalty, Equal Treatment, Proof, and Notice. Logistic regression analysis of the data reveals that if these four tests are met by management, there is an almost certain probability that a grievance for excessive absenteeism discharge will be denied. If, however, any one of these tests is not met, the probability is greater than 99 percent that the grievance will be fully sustained or split.

This paper uses 1992 nonunion employment arbitration awards to examine how parties currently use arbitration outside collective bargaining. It presents descriptive data on the costs of arbitration. It compares employer and employee claims, and finds that employees win higher damage awards. Employees recover a higher proportion of the damages they claim or have a better outcome than employers, notwith‐standing the theory that an arbitrator will rule in favor of employers because they have more resources to pay the arbitrator. While both employers and employees have lower outcomes when the arbitrator is paid a fee, this appears to be because the fee‐paying cases are higher stakes claims, and higher stakes claims result in proportionally lower damage awards. The findings tend to contradict the theory that employment arbitrators will be biased in favor of employers in a nonunion setting.

Reviews articles published during 1996 in the Hospitality Research Journal, Cornell Hotel and Restaurant Administration Quarterly and Florida International University Review. Identifies recent contributions to the literature in these North American‐based journals with reference to: people and organizations; service quality and customers; strategy and operations; food service; education; and eco‐tourism and legal issues.

Purpose – This paper uses the theory of interagency information sharing as a lens to determine the benefits, risks, and past experiences of those involved in information sharing.

Design/Methodology/Approach – The authors analyze the current existent literature related to sharing of information between health care employers. A theory that could be useful in the creation of a policy and management framework that would facilitate information sharing is also thoroughly explored. Commentary and analysis result in strategies for health care employers to utilize when facing the challenging issues involved with hiring employees.

Findings – The paper details how human resource professionals can utilize technology and existing theory to properly implement information sharing techniques into their organization.

Originality/Value – The information technology changes that are taking place within health care organizations and systems across the country create the opportunity for these organizations and systems to proactively implement strategies that will positively affect organizational performance. By investing in information sharing techniques while utilizing the theories outlined in this paper, organizations and systems may avoid many of the issues associated with hiring problem employees.

The purpose of this paper is to propose a model in which work centrality, locus of control, polychronicity, preference for gender‐role differentiation, and perceived social support were expected to vary between nations and to be associated with general perceptions of absence legitimacy and self‐reported absenteeism.

Data were collected from 1,535 employees working in ten large multinationals organizations, mostly in the consumer products and technology sectors located in nine countries.

The explanatory variables differed significantly across countries, as did perceived legitimacy, responses to absence scenarios, and self‐reported absence. The variables of interest, as a package, partially mediated the association between country and one dimension of legitimacy and country and the scenario responses.

Although absenteeism from work is a universal phenomenon, there is very little cross‐cultural research on the subject. This study has implications for filling this critical research gap. Limitations of this research are the use of convenience sampling and self‐reported absence data.

From a practical standpoint, this study demonstrates that organizations which attempt to develop corporate‐wide attendance policies that span national borders should take indigenous norms and expectations concerning absenteeism into consideration. Additionally, in an increasingly mobile global workforce, how does an individual who has been socialized in a nation where absence is generally viewed as a more legitimate behavior behave in a nation where it is viewed as less so?

This study illustrates the value of the legitimacy construct for studying absenteeism, both within and between nations. It also illustrates the value of building models incorporating variables that accommodate both cross‐national variation and individual differences within nations.

In the future, library applications related to traditional functions may increasingly assume some of the roles and characteristics of archives and museums. In this article, the author describes fundamental archival concepts and theories and their evolution in recent times. Basic archival functions—appraisal, arrangement, description, reference, preservation, and publication—are also introduced. Finally, early applications of automation to archives (including SPINDEX, NARS‐5, NARS‐A‐1, MARC AMC, presNET, CTRACK, PHOTO, and DIARY) and automation trends for the future are discussed. The article presents a cogent introduction to archival operations, thereby providing 1) a basis for understanding distinctions between current archival and library practices and 2) insight concerning the possible convergence of selected roles and functions.

April 16, 1973 Master and servant — Redundancy — “Dismissal” — Employers providing free transport as term of contract of employment — Free transport withdrawn for reasons of economy — Employees with no alternative means of transport giving notice — Former workers replaced by same number of workers living near to works — Employers' requirement for employees to carry out same work not ceasing or diminishing — Whether employees “dismissed” for unwillingness to accept new conditions of employment “dismissed by reason of redundancy” — Redundancy Payments Act, 1965 (c.62), ss.1(2), 2 (3) (4).

Involvement in creative practice is commonly regarded as “therapeutic” but what is actually meant by this and how does this work promote social inclusion and mental well-being, particularly when performed in a group setting? Drawing on the findings of a research project called Clay Transformations (AHRC), the purpose of this paper is to consider these questions. The project involved running a series of clay workshops aimed at people with experience of mental health service use and those who work with them.

In order to explore the significance of art involvement to people who use mental health services, qualitative research findings are presented. These are then linked to relevant literature in order to consider the way in which workshop participation helped to promote social inclusion and mental well-being.

Many benefits were gained from workshop attendance deriving from involvement in the process and the outcome of art creation. These benefits were enhanced by the group context in which the work took place and the mutual support and interaction arising from this group membership.

The recognition of the therapeutic value of creative practice has been accompanied by the emergence of the notion of “mutual recovery” which extends the concept of recovery beyond an individualised focus. The positive findings of this project uphold these developments and suggest that mental health practice should address the wider social contexts that can facilitate the promotion of mental well-being.

January 7, 8 and 18, 1974 Master and Servant — Contract of employment — Breach caused by orders of the Pay Board — Whether Pay Board exercised their powers lawfully — Effect of Counter‐Inflation (Price and Pay Code) Order, 1973 (S.I. 1973 No. 658) para. 153 — Counter‐Inflation (Notification of Increases in Remuneration) Order, 1973 (S.I. 1973 No. 662) — Counter‐Inflation Act, 1973 (c.9) s.7.