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While observers agree that courts function poorly in developing countries, a lack of data has limited our understanding of the causes of malfunction. We combine data from administrative records on severance cases filed in the Mexico City Labor Court with interventions that provide information to parties in randomly selected cases on predicted case outcomes and conciliation services. We first use the data to document a set of stylized facts about the functioning of the court. The interventions nearly double the overall settlement rate, but only when the plaintiff herself is present to receive the information directly. Administrative records from six months after the treatment indicate that the treatment effects remain unchanged over that period, even though an additional one in three cases in the control group settle in that period. The post-treatment results indicate that lawyers do not convey the information provided in the intervention to their clients. A simple analytic framework rationalizes the experimental results. Analysis of settlements induced by the interventions suggests that the provision of information is welfare-improving for the plaintiffs. The experimental results replicate over two phases conducted in different sub-courts, showing robustness.

Lump-sum job displacement policies (e.g., severance pay) are often presented as a better alternative to contingent policies (e.g., unemployment insurance) in the context of developing countries, under the rationale that the former are less harmful to formal employment as they do not incentivize substitution from formal to informal jobs. First, this paper provides original evidence on the employment effects of lump-sum income in the context of a developing country with high labor informality. A regression discontinuity (RD) design, using Brazilian data, shows that a transfer equivalent to fifteen days of earnings (a) increases the duration out of a formal job by 1.9 weeks, (b) reduces monthly earnings in the next job by 1.6%, and (c) reduces total earnings in the formal labor market by 3.6% over a three-year period. Second, the paper studies the impact of a one-month extension in unemployment insurance (UI) on a comparable sample of displaced workers. UI is shown to have a stronger impact on the duration out of a formal job compared with a lump-sum transfer. In addition, a novel exercise matching administrative and survey data shows that 57% of the decrease in formal employment caused by UI is compensated by an increase in the incidence of informal employment. However, workers receiving the UI extension partially recover the initial employment loss over time in such a way that the adverse impact on employment over a three-year period is similar compared with the lump-sum transfer. Moreover, UI is found to be less harmful to reemployment wages, possibly because it improves workers' bargaining power as it offers insurance against the duration of joblessness. Overall, the UI extension is less detrimental to total earnings in the formal labor market over a three-year period. Hence, although these findings indicate that contingent job insurance policies have a stronger impact on the initial duration out of a formal job and indeed incentivize informal employment, they do not support the notion that lump-sum policies are less harmful to formal employment and earnings in the medium term.

Purpose The purpose of this paper is to understand labor market regulations and their consequences for the allocation of resources. Design/methodology/approach This paper constructs a theoretical model to study labor market regulations in developing countries and how it affects the allocation of resources between the less productive informal activities and more productive formal activities. It also provides empirical support for some theoretical results using cross-country data. Findings When workers are risk-averse and the market for insurance against labor income risk is missing, regulations that provide insurance to workers (such as severance payments) reduce misallocation. However, regulations that simply create barriers to the dismissal of workers increase misallocation and end up reducing the welfare of workers. This study also provides some empirical evidence broadly consistent with the theoretical results using cross-country data. While dismissal regulations increase the share of informal employment, severance payments to workers do not. Research limitations/implications The empirical exercise is constrained by the lack of availability of good data on the informal sector. Originality/value The analysis of the alternative labor market regulations analyzed in this paper in the presence of risk-averse workers is an original contribution to the literature.

A simple underwater noise model suitable for use with explosive severance of well conductors and piles during the decommissioning of oil and gas subsea structures is introduced and evaluated against data from five projects in the US. This study focuses on a novel model for the determination of sound exposure levels. The model has been developed to enable determination of impact areas for marine mammals and fish. Simulated received underwater sound exposure levels were significantly correlated with measurements for all scenarios. The maximum total error achieved between simulations and measurements was 2.6%, suggesting that predictions are accurate to within 3% of the average measurement. A low relative bias was observed in the simulations when compared to measured values, suggesting only a small systematic underestimate (≤0.5% of average measurement) for most severance operations and a small overestimate (0.14%) for open water blasts.

The COVID-19 crisis has had a profound effect on higher education, especially medical education due to its sensitive nature, dealing with people's life and wellbeing. This study presented a crisis management model of how to direct medical education during crises. A qualitative design was used via a focus group among 83 medical education administrators at Shiraz University of Medical Sciences. Four major challenges emerged regarding medical education during the COVID-19 pandemic including "The health and wellbeing of faculty members and students"; "Spatial constraints"; "Time constraints", and "Access to resources". A total of 13 strategies were suggested to tackle the challenges, including virtualization, technological support, empowerment, participation, sharing, helping, integration, compression, omission, flexibility and diversity, severance, protection; and monitoring. For a sustainable educational pathway in medical education, personalized approach to education via the incorporation of technology is essential. This provides opportunities to tackle the issues caused by the crisis, by provision of any time and anywhere approach to education via flexible technologies/platforms adjusted based on the audiences. The scope of crisis management expands not only on individual and academic levels but also on social and global relations.

Originally founded in 1885, Gwanghyewon later became the Severance Hospital (named after philanthropist Louis Severance, who supported and funded the construction of a modern hospital) and Yonsei University College of Medicine. The Department of Neurosurgery at Severance Hospital was established in 1957, and its residency program began in 1961. Currently, the Department of Neurosurgery has 34 professors and 17 fellows; specialties include vascular, functional, pediatric, tumor, skull base, and spine neurosurgery. With its state-of-the-art neurosurgical facilities and services, the Department of Neurosurgery has developed into a department of excellence within the Yonsei University Health System. In this vignette, the authors present a historic overview of the Department of Neurosurgery.

La opción de grado se llevó a cabo con las prácticas empresariales en la empresa con la cual se generó el convenio en su momento, con la razón social de SIKUANY SAS, dicha empresa desarrolla actividades económicas relacionadas con toda el área de farmacología, la compra y venta de los medicamentos contratados con las diferentes EPS (Entidades promotoras de salud), teniendo en cuenta las tablas de negociaciones pactadas entre las partes. Dentro de dicha compañía se desarrollaron diversas actividades laborales que tienen cierta relación con el área de talento humano-nómina. Dentro de estas actividades podemos encontrar la labor de realizar las liquidaciones de prestaciones sociales de todo el personal que termino sus vínculos laborales con la empresa. Otra labor, es la de realizar previamente las liquidaciones de las vacaciones tomadas por el personal que tiene periodos sin disfrutar. Adicionalmente, se realiza mensualmente la liquidación de la nómina en un archivo de Excel en donde se manejan diversos conceptos que la integran. Otra de las labores desarrolladas en la compañía SIKUANY SAS durante el periodo de pasantías se manejó todo el sistema de seguridad social en el portal de aportes en línea, conciliar empleado por empleado según las novedades previamente compartidas por el área de talento humano. Allí mismo se reportaban los retiros y las incapacidades que llegó a tener cualquier empleado en el periodo laborado. Después de elaborar mes a mes la nómina, se procedía a transmitir la nómina electrónica en el software que implementa la compañía SIKUANY SAS en el módulo de nómina electrónica. Adicional a esto, se generaban certificaciones de ingresos solicitados por los empleados durante determinado periodo laboral. Conciliaba las contabilizaciones de la nómina para validar que los valores hayan quedado diligenciados de la manera correcta. Esto es a grandes rasgos es lo que se basó las prácticas empresariales en el tiempo destinado para las pasantías empresariales en SIKUANY SAS. The degree option was carried out with the business practices in the company with which the agreement was generated at the time, with the corporate name of SIKUANY SAS, said company develops economic activities related to the entire area of pharmacology, the purchase and sale of medicines contracted with the different EPS (Health Promoting Entities), taking into account the tables of negotiations agreed between the parties. Within this company, various work activities were developed that have a certain relationship with the area of human talent-payroll. Within these activities we can find the work of carrying out the liquidations of social benefits of all the personnel who ended their employment links with the company. Another task is to previously carry out the liquidations of the vacations taken by the staff who have periods without enjoying. Additionally, the settlement of the payroll is carried out monthly in an Excel file where various concepts that integrate it are handled. Another of the tasks carried out in the company SIKUANY SAS during the internship period was handled throughout the social security system in the online contribution portal, reconciling employee by employee according to the news previously shared by the human talent area. Right there the withdrawals and disabilities that any employee had in the period worked were reported. After preparing the payroll month by month, the electronic payroll was transmitted in the software implemented by the company SIKUANY SAS in the electronic payroll module. In addition to this, income certifications requested by employees during a certain work period were generated. It reconciled the payroll postings to validate that the values have been completed in the correct way. This is broadly what was based on the business practices in the time allocated for business internships at SIKUANY SAS. Contador Público http://www.ustavillavicencio.edu.co/home/index.php/unidades/extension-y-proyeccion/investigacion Pregrado

Artikel ini menjelaskan faktor-faktor yang memengaruhi kebijakan luar negeri Iran terhadap Arab Saudi pascaeksekusi mati Nimr al-Nimr pada tahun 2016. Nimr al-Nimr adalah ulama Syiah yang dihormati di Timur Tengah. Iran sebagai negara dengan populasi penganut mazhab Syiah terbesar di dunia bereaksi keras atas tindakan Arab Saudi tersebut sehingga hubungan kedua negara memburuk, bahkan berujung pada pemutusan hubungan diplomatik. Pertanyaan penelitian yang diajukan adalah faktor-faktor domestik apakah yang memengaruhi kebijakan tersebut? Dalam riset ini, periset menggunakan metode riset kualitatif dengan pengumpulan data melalui wawancara pada sejumlah pakar Timur Tengah dan menelaah literatur, dokumen, dan media massa. Dalam menganalisis, periset menggunakan teori dari Mintz dan DeRouen mengenai tiga faktor domestik yang memengaruhi kebijakan luar negeri suatu negara, yakni kepentingan ekonomi, peran opini publik, dan siklus elektoral. Hasil riset ini adalah kebijakan luar negeri yang diambil Iran pascaeksekusi mati Nimr Al Nimr sangat terkait dengan kepentingan ekonomi, terutama terkait pelaksanaan ibadah haji; sejalan dengan opini masyarakat Iran yang sangat menghormati Nimr Al Nimr; dan pertimbangan siklus elektoral, dimana kebijakan yang diambil Rouhani berpengaruh pada kemenangannya dalam pemilu tahun 2017.

This article aimed at evaluating whether the increase in termination fines for the Brazilian Government Severance Indemnity Fund for Employees (Fundo de Garantia do Tempo de Servico–FGTS) (amendment No. 110/2001) from 40 per cent to 50 per cent, concerning employees dismissed without just cause, has affected the dynamics of dismissals in the Brazilian formal labour market. Data from the Social Information Annual List (Relacao Anual de Informacoes Sociais–RAIS) 2001–2002, descriptive and econometric analyses using fixed effects panel data and quantile regressions for panel data suggested that passing the amendment 110/2001 helped reducing dismissals without just cause. This may also have contributed to reduce possible “agreements” or “collusion” between the employee and the employer to the employees gets the benefits that he/she is entitled to when get fired without justification.

Den har vært antatt at det i Finnmark i eldre tid ikke eksisterte jordfellesskap eller teigblanding, da all jord tilhørte staten eller Kongen. Dermed var det heller ikke behov for utskiftning. Finnmark ble eksempelvis utelatt da Utskiftningsvæsenet ble opprettet i Norge i 1859, samtidig som historien forteller at den første utskiftningsformannen ble tilsatt i Finnmark i 1938. Det finnes imidlertid en annen historie. Den forteller at det eksisterte jordfellesskap og ugreie jordforhold på 1700-tallet, og at de første utskiftingene utført av en kongelig beskikket landmåler i Finnmark, fant sted i 1776. It has been assumed that in Finnmark in earlier times there was no land community or complex property conditions, as all the land belonged to the state or the King. Thus, there was no need for land consolidation or severance. The county of Finnmark, for example, was left out when the Land Consolidation Service was established in Norway in 1859, while the history tells that the first Land Consolidation officer for Finnmark was appointed in 1938. However, there is another story. It tells that there was a land community and difficult property conditions in the 18th century and that the first land severance carried out by a royally appointed surveyor took place in Finnmark in 1776.

Government prepares Law Copyright Labor by using the concept of Omnibus Law, to be used as a scheme to build the economy in order to attract investors to invest in Indonesia. Law Number 11 of 2020 concerning Job Creation has several clusters, one of which regulates employment as stated in the previous Law, namely Law Number 13 of 2003 concerning Manpower. In the employment cluster, the Government seeks to harmonize the 3 laws so that they are in line so as to provide a space for investors to open their businesses without worrying about overlapping regulations and causing losses to investors. This research menuse normative juridical methods , the concept of the Omnibus Law So far it is not clearly regulated in Law Number 11 of 2020 concerning Job Creation . The government is trying to implement the omnibus law to create jobs. But it is not balanced with regulatory substances that are able to avoid conflicts that have occurred so far. This Job Creation Act still has many weaknesses. This problem exists in changes to the provisions for leave, giving severance pay and others. These changes further narrow the space for workers / laborers to fight for their rights.

Unemployment insurance (UI) programs traditionally take the form of a single insurance contract offered to job seekers. In this work, we show that offering a menu of contracts can be welfare improving in the presence of adverse selection and moral hazard. When insurance contracts are composed of (1) a UI payment and (2) a severance payment paid at the onset of unemployment, offering contracts with different ratios of UI benefits to severance payment is optimal under the equivalent of a single-crossing condition: job seekers in higher need of unemployment insurance should be less prone to moral hazard. In that setting, a menu allows the planner to attract job seekers with a high need for insurance in a contract with generous UI benefits, and to attract job seekers most prone to moral hazard in a separate contract with a large severance payment but little unemployment insurance. We propose a simple sufficient statistics approach to test the single-crossing condition in the data.

This study aims to explain and analyze the settlement of disputes in cases of termination of employment at the Palembang Industrial Relations Court. The research method used in this research is a type of empirical legal research (juridical empirical) that sees law as facts. The results showed that the incidence of termination of employment in Palembang City was caused by several factors, but the most dominant was that qualified workers/laborers resigned. The process of resolving a case of termination of employment at the Palembang Industrial Relations Court can be carried out using a quick program and an ordinary event. The two events, which are most often used to resolve cases of termination of employment at the Palembang City Industrial Relations Court, are normal. The obstacle related to the judges of the Palembang City Industrial Relations Court in resolving cases of termination of employment is that the parties do not agree on severance pay. The author suggests that the parties in a case state cooperative, not concerned with their respective egos related to severance pay so that the settlement of the case for termination of employment at the Industrial Relations Court can run smoothly. Besides, Industrial Relations Court judges also need to explain if the party does not agree on severance pay.Keywords:  Settlement; Termination of Employment; Industrial Relations Court.Â

Diplomatic buildings are considered a model representing the civilization of a country withinthe host country ,They represent bridges between countries,The aggression against it by elements belongingto the host country reflects negatively on the relations between the two countries, which is represented bythe severance of relations and may reach the outbreak of war between them ,Accordingly, the primary taskin planning these buildings is related to achieving their requirements represented by the security component,in addition to the symbolic, environmental and ideological component .Therefore, the security aspect is anessential element in the planning and design of these buildings .As a result of the rise in terrorist attacksagainst these buildings in a number of countries, in addition to the lack of local studies on the securityindicators of these buildings, The need appeared to adopt more studies on planning and design indicatorsand the security safety of diplomatic buildings ,This, in turn, requires an extensive study of indicators thatmost meet the security and diplomatic safety requirements By studying the security of these buildings andidentifying the most important elements required to secure them ,As the goal of the research lies in extractingindicators of security decisions for diplomatic buildings, and diagnosing indicators for assessing theirsecurity level .Where attacks against embassy buildings are confronted by risk management and evaluationthat determine the mechanisms to respond to these risks ,And how to take preventive measures to preventdanger ,by designing the defensive ranges of the diplomatic building from the perimeter of the building toits internal parts ,Whereas, the physical security measures of the building are among those preventivemeasures aimed at preventing threats and dangers through defensive ranges and consisting of securitymeasures and insurance elements .Therefore, this research will give great attention to security design criteriaand to identify mechanisms in the field of measuring the safety and security of diplomatic buildings againstterrorist threats, in order to determine the best design alternatives.

The introduction of advanced technologies requires restructuring the labour market and redistributing the workforce. Therefore, the study of the demand for workers in the digital economy is necessary for preventing unemployment. We examine the impact of advanced technologies on unemployment in Russian regions. The transition to a new technological wave and the development of advanced technologies will differently affect the unemployment among various categories of population depending on their educational level. Using the combination of spatial analysis, statistical and econometric methods, we identified clusters of high-tech, medium-tech, and low-tech regions of the Russian Federation, described the impact and confirmed the proposed hypothesis. We have discovered that most Russian regions have a low potential to transition to a new technological wave. Simultaneously, in high-tech regions with sufficient potential to develop a new technological wave, digital economy does not require a large number of employees with university education. Moreover, such regions are experiencing an acute shortage of people with vocational education. Currently, selected Russian regions have resources, potential and reserves to develop the sixth technological wave, while others provide human resources. This situation leads not only to deepening regional differentiation but also to severance of economic relations between regions, hindering their interaction in the new conditions. The obtained results can be used to support proposals and measures for regulating labour market processes to develop scientific, technological and economic potential of the country.

ZusammenfassungAm 19.02.2019 kam es nach Durchtrennung eines 110-kV-Kabels zu einem großflächigen Stromausfall im Berliner Bezirk Treptow-Köpenick. Nachfolgend waren ca. 30.000 Haushalte ohne Strom; betroffen waren ca. 70.000 Menschen. Der Stromausfall dauerte mehr als 24 h an und stellte alle Beteiligten vor eine Vielzahl von Herausforderungen. Es wurde der Führungsstab (operativ-taktisch) einberufen, in dem auch medizinische Schwerpunkte fortlaufend identifiziert und reevaluiert werden mussten. Hierbei handelte es sich mitunter um die Identifikation von besonders gefährdeten Patienten wie beispielsweise heimbeatmeten Patienten oder Patienten mit Kunstherz. Weiterhin mussten einzelne Pflegeheime evakuiert werden. Im Verlauf war es notwendig, aufgrund des Ausfalls der Stromversorgung im Schadensgebiet, eine Intensivstation bzw. „Intermediate-care“-Station mit 23 Patienten zu evakuieren. Krankenhäuser müssen sich im Rahmen von Vorplanungen auf derartige Szenarien einstellen. Weiterhin müssen seitens der zuständigen Behörden Vorplanungen erfolgen, die die besonderen Bedürfnisse von vulnerablen Gruppen beinhalten.

This two-part article aims to compare and analyze the Czech and Polish legal regulations on the termination of employment due to organizational changes adopted by the employer. In particular, the analysis deals with the extent, to which the compared legal regulations protect the employee and the durability of his employment, and (on the other hand) the employer's right to freely conduct business activity by managing his enterprise and deciding on the composition of his workforce. The first part of the article contains a comparison of selected aspects of the basic legal regulation of termination of employment in both countries and the presentation of the conditions for the application of organizational reasons for termination of employment, focusing mainly on the Czech regulation and its judicial interpretation. The second part of the article aims to compare the previously described Czech approach with its Polish counterpart, as well as to compare other socio-legal tools of employee protection related to the main topic, such as the application of the provisions on collective redundancies and mandatory severance pay, special protection of various groups of employees against dismissal, obligatory consultations with trade unions, etc. On this background, the authors also formulate certain proposals for legislative changes in the subject area.

Research shows a wave of layoffs and a decrease in labor/employee/employee income during the COVID-19 pandemic. The percentage of dismissed workers/employees/employees in Indonesia at the end of April 2020 was 15.6%. Based on data obtained by the South Sumatra Regional Office of Manpower and Transmigration on April 29, 2020, as many as 612 workers in South Sumatra experienced layoffs due to the COVID-19 pandemic. A total of 7,020 workers were laid off and received no wages during the pandemic. The research method used is socio legal research, namely research that examines the social symptoms that exist in society and then correlates them with statutory regulations. The impact of layoffs during this pandemic, many of these companies often use force majeure reasons. On the other hand, to tackle the Covid-19 problem, one of the efforts made by the Government is the Circular of the Minister of Manpower Number M/3/HK04/II/2020 concerning Protection of Workers/Laborers and Business Continuity in the Context of Preventing and Overcoming Covid-19. Some companies that cut off work relations during the COVID-19 pandemic often use force majeure reasons, to avoid wages and severance pay that should be the rights of workers/laborers.

This study aims to determine how the hotel policies in laying off employees are reviewed according to the labor law in Law No. 13 of 2003 and Civil Law in terms of work agreements. The interest of having a job is the most important interest of every society. Because by having a job, people have income to meet their daily needs.This study discusses the policy of the hotel to lay off employees while in the work agreement, employees have the right to pay that they must receive in accordance with the work contract. It is true that no one knows if the COVID 19 pandemic that attacks all countries in the world has had many adverse effects on society. One of the most important impacts is the decline in income and business due to government policies that require reducing the number of people gathering or creating crowds in Indonesia. As a result of this decreased income, employers made efforts to lay off employees to prevent their business from rolling down. However, this policy creates losses for employees who work in the place of business. The conclusion that can be drawn is a violation of the contents of the agreement if when laying off employees or workers but they do not give their rights, namely salary, because salary is the right of every employee who works, and when leaving but not returning to employ an employee where the contract is still valid it is a violation of the contents of the contract, except with the agreement and conditions to terminate the employee's unilateral contract with compensation for severance pay by the hotel. However, this will be difficult if the employees who are dismissed and not given a salary and who are not called back to work are employees who work under an oral agreement. Because there is no written agreement that is binding and proves what was agreed upon orally between the employee and the entrepreneur.

The field of early childhood education is propelled by guiding principles stemming from philosophical and child development research positions. While the guiding principles of high-quality early ch...