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[null,"1.","Record Nr.",null,"UNISALENTO991000808989707536"]
[null,null,"Autore",null,"Iosifescu, Marius"]
[null,null,"Titolo",null,"Dependence with complete connections and its applications / Marius Iosifescu, Serban Grigorescu"]
[null,null,"Pubbl/distr/stampa",null,"Cambridge [England] ; New York : Cambridge University Press, 1990"]
[null,null,"ISBN",null,"0521333318"]
[null,null,"Edizione",null,"[1st ed]"]
[null,null,"Descrizione fisica",null,"xiv, 304 p. ; 24 cm."]
[null,null,"Collana",null,"Cambridge tracts in mathematics ; 96"]
[null,null,"Classificazione",null,"AMS 60G99"]
[{"$nulls":4},"AMS 60J05"]
[null,null,"Disciplina",null,"519.2"]
[null,null,"Soggetti",null,"Connections"]
[{"$nulls":4},"Markov processes"]
[{"$nulls":4},"Stochastic systems"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Includes bibliographical references (p. [284]-302) and index"]
[null,"2.","Record Nr.",null,"UNINA9910151571203321"]
[null,null,"Autore",null,"Sargeant Malcolm"]
[null,null,"Titolo",null,"Employment law / / Malcolm Sargeant and David Lewis"]
[null,null,"Pubbl/distr/stampa",null,"Harlow, England : , : Pearson, , [2014]"]
[{"$nulls":4},"Â©2014"]
[null,null,"ISBN",null,"9781292001807"]
[{"$nulls":4},"1292001801"]
[null,null,"Edizione",null,"[Seventh edition.]"]
[null,null,"Descrizione fisica",null,"1 online resource (lxviii, 410 pages) : illustrations, tables"]
[null,null,"Collana",null,"Always learning"]
[null,null,"Disciplina",null,"344.4101"]
[null,null,"Soggetti",null,"Labor laws and legislation - Great Britain"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Includes index."]
[null,null,null,"Nota di bibliografia","Includes bibliographical references and index."]
[null,null,"Nota di contenuto",null,"Cover -- Contents -- Preface -- Guided tour -- Abbreviations -- Table of cases -- Table of statutes -- Table of statutory instruments -- Table of European legislation -- Publisher's acknowledgements -- 1 The study of employment law -- 1.1 Introduction -- 1.2 Primary and secondary legislation -- 1.3 The EU Treaties and legislation -- 1.4 The courts -- 1.4.1 Employment tribunals and the EAT -- 1.4.2 Case reports -- 1.5 Advisory, Conciliation and Arbitration Service -- 1.6 Central Arbitration Committee -- 1.7 Certification Officer -- 1.8 Information Commissioner -- 1.9 Equality and Human Rights Commission (EHRC) -- 1.10 Other useful websites -- Chapter summary -- Further reading -- 2 The employment relationship -- 2.1 Introduction -- 2.2 Parties to the contract - employers -- 2.2.1 Employers' associations -- 2.2.2 Identifying the employer -- 2.2.3 Employers as employees -- 2.2.4 Associated, superior and principal employers -- 2.3 Parties to the contract - employees -- 2.3.1 Dependent labour -- 2.3.2 The distinction between the employed and the self-employed -- 2.4 Identifying the employee -- 2.4.1 The control test -- 2.4.2 The integration test -- 2.4.3 The economic reality test -- 2.4.4 The multiple factor test -- 2.4.5 Mutuality of obligation -- 2.5 Question of fact or law -- 2.6 The intentions of the parties -- 2.7 Employee shareholders -- 2.8 Continuity of employment -- 2.8.1 Continuity and sex discrimination -- 2.8.2 Continuity and the start date -- 2.8.3 Continuity and absences from work -- 2.8.4 Continuity and industrial disputes -- 2.8.5 Continuity and change of employer -- 2.9 Specific types of employment relationship -- 2.9.1 Agency staff -- "]
[{"$nulls":4},"2.9.1.1 The Temporary Agency Work Directive 2008/104/EC -- 2.9.1.2 The Agency Workers Regulations 2010 -- 2.9.1.3 Agency/worker relationship -- 2.9.1.4 Employment agencies and businesses."]
[{"$nulls":4},"2.9.1.5 Gangmasters -- 2.9.2 Fixed-term contracts -- 2.9.3 Part-time contracts -- 2.9.3.1 Discrimination against part-time workers -- 2.9.3.2 The Framework Agreement on part-time work -- 2.9.3.3 The Part-time Workers Regulations -- 2.9.3.4 Remedies -- 2.9.4 Apprentices -- Chapter summary -- Further reading -- 3 The contract of employment -- 3.1 Express terms -- 3.2 The statutory statement -- 3.2.1 Names and addresses of employer and employee -- 3.2.2 Date when employment began -- 3.2.3 Date on which continuous employment began -- 3.2.4 Remuneration -- 3.2.5 Hours of work -- 3.2.6 Entitlement to holidays and holiday pay -- 3.2.7 Sickness, injury and pensions -- 3.2.8 Length of notice -- 3.2.9 Title of job or job description -- 3.2.10 Temporary contracts -- 3.2.11 Place of work -- 3.2.12 Collective agreements -- 3.2.13 Periods working outside the United Kingdom -- 3.2.14 General provisions -- 3.2.15 Disciplinary and grievance procedures -- 3.3 Implied terms -- 3.3.1 Terms implied by statute -- 3.3.2 Terms implied in fact -- 3.3.3 Terms implied by law -- 3.4 Duties of the employer -- 3.4.1 Duty of mutual trust and confidence -- 3.4.2 Duty to provide work and pay -- 3.4.3 Duty of care -- 3.5 Duties of employees -- 3.5.1 Duty of obedience and co-operation -- 3.5.2 Duty of fidelity -- 3.5.2.1 Not competing -- 3.5.2.2 Restrictive covenants -- 3.5.2.3 Confidential information -- 3.5.2.4 Public Interest Disclosure Act 1998 -- 3.6 Other sources of terms -- 3.6.1 Custom and practice -- 3.6.2 Collective and workforce agreements -- 3.7 Variations in terms -- Chapter summary -- Further reading -- 4 Termination of employment -- 4.1 Introduction -- 4.2 Termination of the contract not amounting to dismissal -- 4.2.1 Frustration -- 4.2.2 Death of the employer -- 4.2.3 Voluntary resignation -- 4.2.4 Termination by agreement."]
[{"$nulls":4},"4.3 Termination of the contract by dismissal -- 4.3.1 Meaning of dismissal -- 4.3.2 Wrongful dismissal -- 4.3.3 Notice -- 4.3.4 Summary dismissal -- 4.3.5 Remedies for wrongful dismissal -- 4.4 Unfair dismissal -- 4.4.1 Eligibility -- 4.4.1.1 Only employees qualify -- 4.4.1.2 Illegality -- 4.4.1.3 Continuous employment -- 4.4.2 The dismissal -- 4.4.2.1 Whether a dismissal has taken place -- 4.4.2.2 Limited-term contracts -- 4.4.2.3 Constructive dismissal -- 4.4.2.4 The effective date of termination of employment -- 4.4.3 The reasons for dismissal -- 4.4.3.1 Statement of reasons for dismissal -- 4.4.3.2 Automatically unfair reasons -- 4.4.3.3 Fair or unfair reasons for dismissal -- 4.4.3.4 Capability or qualifications -- 4.4.3.5 Conduct -- 4.4.3.6 Redundancy -- 4.4.3.7 Contravention of an enactment -- 4.4.3.8 Some other substantial reason -- 4.4.3.9 Reasonableness -- 4.4.4 Procedural fairness (1): ACAS Code of Practice -- 4.4.5 Procedural fairness (2): the right to be accompanied -- 4.4.6 Claiming unfair dismissal -- 4.4.7 Pre-termination negotiations and settlement agreements, conciliation and arbitration -- 4.4.8 Remedies -- 4.4.8.1 Interim relief -- 4.4.8.2 Reinstatement or re-engagement -- 4.4.8.3 Compensation -- 4.5 Redundancy payments -- 4.5.1 Qualifications and exclusions -- 4.5.2 Lay-offs and short-time -- 4.5.3 Time off -- 4.5.4 Level of payments -- Chapter summary -- Further reading -- 5 Equality: prohibited conduct and equality of terms -- 5.1 Introduction -- 5.2 Does discrimination still take place? -- 5.3 European Union law -- 5.3.1 The Equal Opportunities and Equal Treatment Directive -- 5.3.2 The Directive for Equal Treatment in Employment and Occupation -- 5.3.3 The Race Directive -- 5.4 The Equality Act 2010 -- 5.4.1 The protected characteristics -- 5.4.2 Prohibited conduct -- 5.4.2.1 Direct "]
[{"$nulls":4},"discrimination."]
[{"$nulls":4},"5.4.2.2 Indirect discrimination -- 5.4.2.3 Harassment -- 5.4.2.4 Victimisation -- 5.4.3 Asylum and immigration -- 5.4.4 Discrimination in employment -- 5.4.5 Burden of proof -- 5.4.6 Liability of employers and employees -- 5.4.7 Relationships that have come to an end -- 5.4.8 Aiding contraventions -- 5.4.9 Lawful discrimination -- 5.4.9.1 Occupational requirements -- 5.4.9.2 Positive action -- 5.4.9.3 The general duty to promote equality -- 5.5 Remedies -- 5.5.1 Contracts -- 5.6 Equal pay -- 5.6.1 The comparator -- 5.6.2 Like work -- 5.6.3 Work rated as equivalent -- 5.6.4 Work of equal value -- 5.6.5 Defence of material factor -- 5.6.6 Enforcing equal pay -- Chapter summary -- Further reading -- 6 Equality: the protected characteristics -- 6.1 Introduction -- 6.2 Age -- 6.2.1 The ageing population -- 6.2.2 The Equality Act 2010 -- 6.2.2.1 Benefits based on length of service -- 6.2.2.2 National minimum wage -- 6.2.2.3 Redundancy payments -- 6.2.2.4 Retirement -- 6.3 Disability -- 6.3.1 The Equality Act 2010 -- 6.3.1.1 Long-term impairment -- 6.3.1.2 Day-to-day activities -- 6.3.1.3 Substantial adverse effect -- 6.3.1.4 Long term -- 6.3.2 Discrimination arising from disability -- 6.3.3 The duty to make reasonable adjustments -- 6.4 Gender reassignment -- 6.5 Marriage or civil partnership -- 6.6 Pregnancy and maternity -- 6.6.1 The Equality Act 2010 -- 6.7 Race -- 6.7.1 The Equality Act 2010 -- 6.7.2 Segregation -- 6.8 Religion or belief -- 6.8.1 The Equality Act 2010 -- 6.8.2 Occupational requirements relating to organised religion and belief -- 6.9 Sex -- 6.10 Sexual orientation -- Chapter summary -- Further reading -- 7 Time and pay -- 7.1 Working time -- 7.2 Young Workers' Directive -- 7.3 Working Time Directive -- 7.4 Working Time Regulations -- 7.4.1 Scope and definition -- 7.4.2 Exclusions -- 7.4.3 The 48-hour week -- 7.4.4 Night work."]
[{"$nulls":4},"7.4.4.1 Special hazards -- 7.4.4.2 Health care -- 7.4.5 Time off -- 7.4.6 Daily rest periods and rest breaks -- 7.4.7 Weekly rest periods -- 7.4.8 Annual leave -- 7.4.9 Special cases -- 7.4.10 Relevant agreements -- 7.4.11 Enforcement -- 7.4.12 Protection from detriment -- 7.5 Statutory right to time off work -- 7.5.1 Time off for public duties -- 7.5.2 Time off to look for work or arrange training -- 7.5.3 Time off for antenatal care -- 7.5.4 Time off for dependants -- 7.5.4.1 Situations that qualify -- 7.5.4.2 Notice requirements -- 7.5.4.3 Protection from detriment and dismissal -- 7.5.5 Time off for pension scheme trustees -- 7.5.6 Time off for employee representatives -- 7.5.7 Time off for a young person for study or training -- 7.5.8 Time off for trade union duties, activities and union learning representatives -- 7.5.8.1 Taking part in trade union activities -- 7.5.8.2 Union learning representatives -- 7.6 Protection of wages -- 7.6.1 Unauthorised deductions -- 7.6.2 Normal working hours and a week's pay -- 7.6.3 Guarantee payments -- 7.6.4 Suspension from work on medical grounds -- 7.7 National minimum wage -- 7.7.1 Who qualifies for the national minimum wage -- 7.7.2 Calculating the hourly rate -- 7.7.2.1 Time work -- 7.7.2.2 Salaried hours work -- 7.7.2.3 Output work -- 7.7.2.4 Unmeasured work -- 7.7.3 Record keeping -- 7.7.4 Enforcement -- 7.7.5 Right not to suffer detriment -- Chapter summary -- Further reading -- 8 Parental and maternity rights -- 8.1 The Pregnant Workers Directive -- 8.1.1 Definition -- 8.1.2 Risk assessment -- 8.1.3 Night work -- 8.1.4 Maternity leave -- 8.1.5 Protection against dismissal -- 8.1.6 Employment rights during maternity leave -- 8.2 The Parental Leave Directive -- 8.2.1 Scope -- 8.2.2 Force majeure -- 8.3 Maternity leave in the United Kingdom -- 8.4 Maternity and Parental Leave etc. Regulations 1999."]
[{"$nulls":4},"8.4.1 Statutory maternity leave."]
[null,null,null,"Sommario/riassunto","Offering comprehensive coverage of all the key aspects of individual and collective employment law in a clear and accessible way, Employment Law is the ideal text for the first-time student of employment law. Packed with a wealth of case law and legislation, this book will enable you to fully understand the intricacies of this fast-changing subject with ease. With features such as chapter summaries and further reading suggestions, Employment Law is well suited to support you in your studies."]