A) The Anti-‐Trust Laws Sherman Act (1890) The Sherman Act came about due to a growing public resentment of trusts. The antitrust legislation is broken down into two parts: • Section 1 “Every contract, combination in the form of a trust or otherwise, or conspiracy, in restraint of trade or commerce among the several States, or with foreign nations
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SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYEE RELATIONS CONTENTS Internal factors that impact employee relations | Page 3 | External factors that impact employee relations | Pages 3-4 | Employment status | Page 4 | Employee rights | Page 5 | Legislation relating to work/life balance | Pages 5-6 | Family/parent-related legal support | Pages 6-7 | Equal pay | Page 8 | Equalities Legislation | Pages 9-10 | The psychological contract | Pages 10-11 | Fair and unfair dismissal | Pages
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The law of insider dealing is comprehensive in proving contravention of ordinance by covering five essential elements, including mental intention, connected persons, relevant information, dealings of securities or derivatives and securities. However, execution is difficult in Hong Kong. This report aims to investigate the causes for the low effectiveness of the law. It begins by defining the law of insider dealing, followed by analyzing the credits and defects of the existing law. It then
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http://search.proquest.com/docview/1493278555/6428ED186E8C42A8PQ/20?accountid=14693 International Journal of e-Education, e-Business, e-Management and e-Learning, Vol. 4, No. 3, June 2014 Legal Risks in Social Media Marketing Jawahitha Sarabdeen Abstract Social media is an important communication channel for marketers. The research conducted earlier shows that more than 81% of the businesses are using social media or planning to use social media for marketing purposes. The social media
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how a certain situation has been dealt with or how they have been treated. Managers may have not tackled matters in a systematic or careful manner which has resulted in employee dissatisfaction, absenteeism, poor customer service, increased work related stress or, worse case scenario litigation on claims of harassment or a hostile work environment. Internal Factor-Change in Management: Many organisations will replace managers this can be due to retirement, promotion, career change, transfer
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(specifically status as a disabled veteran, special disabled veteran, Vietnam Era veteran, recently separated veteran, armed forces service medal veteran, or other protected veteran) or other classification protected by applicable federal, state or local law. PLEASE TYPE OR PRINT CLEARLY NAME (Last) (First) (Middle) DATE CURRENT ADDRESS (Street) (City) (State) (Zip Code) PHONE NUMBER Area Code ( PERMANENT ADDRESS (Street) (If different from above) ) ) (City) (State)
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LABOUR LAWS IN INDIA Index Particulars 1. Introduction a) History of Labour law 3 5 6 6 8 9 27 Page No. b) Evolution of Labour law in India c) Purpose of Labour Legislations d) Constitutional provisions with regard to labour laws e) 2. 3. 4. Labour Policy of India List of Labour laws in India Classification of labour laws in India Overview of important labour laws in India a) Apprentices Act, 1961 29 36 51 of 55 b) Employees State Insurance Act, 1948 c) Employees Provident Fund And
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of employment cannot take away rights you have by law. So if, for example, you have a contract which states you are only entitled to two weeks' paid holiday per year when, by law, all full-time employees are entitled to 28 days' paid holiday per year, this part of your contract is void and does not apply. The right you have under law (to 28 days' holiday in this case) applies instead. If your contract gives you greater rights than you have under law, for example, your contract gives you six weeks'
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and disagreements between the employees and employers in the working environment. Such conflicts can be manifested into covert or overt industrial actions. In Singapore, industrial conflict is greatly suppressed due to government intervention and trade unions. Instead of displaying resistance as a group, forms of covert industrial actions are expressed individually among workers such as absenteeism, low work productivity, attempts in sabotage and various forms of unpleasant conduct to show their
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have put themselves in a position to be heavily reliant on their employees to recruit for open positions. Therefore, many of the employees are related socially or through family. This is s practice that can potentially be dangerous. Possible cases for nepotism, broken friendships, divorces, etc. can cause employees to "choose sides" when it comes to work related issues. A "good ol' boys" network thrives in this environment. All of this creates a dysfunction that can cripple a business. I believe that
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