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Third World Workers: Comparative International Labour Studies (Internationa. Currencies and Politics in the United States, Germany, and Japan (Institute. At Your Service?: Comparative Perspectives on Employment and Labour Relatio. International Human Rights, Decolonisation and Globalisation: Becoming Huma. Educational Achievement in Britain, France, Germany and Japan. Training, Retraining, and Labour Market Adjustment: An Annotated Bibliograp. Author: by Gerhard Bosch, International Institute for Labour Studies.
Labour Studies Index. Retraining - Not Redundancy.
Faced, in the 1980s, with the threat of mass redundancies in large manufacturing firms, Germany and France chose to promote innovative active labour market policies to counteract the social consequences of large-scale job losses. On the basis of 14 case studies, this book investigates the measures implemented in these two countries. Date issued: 19 October 1992.
International Institute for Labour Studies, (c)1992. Physical Description: xv, 183 p. : ill. ;, 24 cm. General Note: Translation of: Qualifizieren statt entlassen - Bescha?ftigungspla?ne in der Praxis. book below: (C) 2016-2018 All rights are reserved by their owners.
ISBN 9789290144731 (978-92-9014-473-1) Softcover, International Institute for Labour Studies, 1990. Coauthors & Alternates. Learn More at LibraryThing. International Institute for Labour Studies at LibraryThing.
Bosch, Gerhard, Retraining - Not Redundancy
From the 1960s onwards, government policy in each nation attempted to cultivate a domestically based computer industry in response to American dominance. Bosch, Gerhard, Retraining - Not Redundancy
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Labour law defines a collective redundancy as dismissals for business . the vast majority of redundancies were in industry (62%), a sector that is clearly over-represented (only 24%-22% of wage-earners work.
Labour law defines a collective redundancy as dismissals for business reasons (economic, technical, organisational or productive) affecting . Labour law establishes a minimum compensation for workers affected by collective redundancies of 20 days' pay per year of service, with a maximum of 12 months' pay. This compensation is the same as that laid down for justified dismissal for 'objective' reasons. the vast majority of redundancies were in industry (62%), a sector that is clearly over-represented (only 24%-22% of wage-earners work in this sector). The branches with the greatest number of redundancies were textiles, food and transport-related activities.