Suchergebnisse

The Citadel annually publishes the Common Data Set, a set of standard data about the university including statistics about enrollment and persistence, freshman admission, transfer admission, academic offerings and policies, student life, annual expenses, financial aid, and instructional faculty and class size.

The Economic Policy Monitor (EPM) is an annual publication of the Philippine Institute for Development Studies. The 2016–2017 issue highlights the Philippines' proposed shift to a federal system of government.

The Institute for National Security Studies' Strategic Survey for Israel, 2016–2017 features a number of notable themes including Iran's nuclear program, the Trump administration's regional policies, and opportunities for Israel to forge relations with the Arab Gulf states. It also proposes new approaches to the conflict with the Palestinians centered on unilateral action by Israel, including the enactment of a provisional border to safeguard the narrowing prospects for a two-state solution. Prescriptions concerning Hezbollah, particularly the ominous imperative to target Lebanon's national infrastructure, conjure another round of death and destruction. The document's utility is limited by its failure to deconstruct the nature of the challenges or opportunities facing Israel, as well as the general unwillingness to examine the motivations of Israel's adversaries.

The new Labour Code of the Republic of Lithuania, which was adopted in 2016, replaced the Lithuanian Labour Code of 2002. The problematic aspects of the Labour Code of 2002 have been the cause of permanent changes of the law and eventually led to the need for substantive recodification of labour law standards. The procedures of the adoption and entry into force of the new Labour Code did not go on smoothly – the reform has led to strong resistance from the social partners and political groups, which has significantly influenced the adoption of the law. In the final stages of the adoption of the draft Labour Code, the crucial role was played by the institutions of the tripartite social dialogue. When granting a specific mandate to the social partners to negotiate the specific changes of the draft legislation, the Seimas thus recognised the importance of social dialogue and relied upon compromises reached between the social partners. In the new Labour Code of 2016, changes were made to all labour law institutes, as well as to the general provisions defining the scope of the Code, relation to the norms of other branches of law. One of the goals of the recodification was the need for flexibility of the employment. In this field the new Labour Code provides a number of innovations related to the termination of employment contract and the protection of certain groups of employees, the formalisation of the dismissal, and the fixed – term contracts. The norms of the new Labour Code aim to strengthen the competitiveness of the country's labour market by increasing legal certainty, reducing formalisation, balancing social guarantees, and creating more flexibility for the employers. The Code does not only encourage employer's investment in the employee's qualifications, strengthening the professional development of the employee as a principle of legal regulation of labour relations, however, also clarifies the regulation of reimbursement of training expenses and the additional obligation of employers to contribute to the personal qualification improvement chosen by the employees themselves. Although the new Labour Code allows more than 60 new rights of employees, the most prominent innovations are more favourable work – family reconciliation and the new net of employee's security provisions. Moreover, the new Labour Code creates a new system of industrial relations which is more conducive to the implementation of the collective bargaining rights by trade unions. Any trade union will have the right to bargain collectively and to take collective action, regardless of the number of its members or the will of the employer or another trade union. Consequently, the code contains a number of programmatic provisions that target both the parties to the individual contract of employment and social partners. In the nearest future, these rules will be investigated in labour dispute resolution bodies in search for their specific content.

The new Labour Code of the Republic of Lithuania, which was adopted in 2016, replaced the Lithuanian Labour Code of 2002. The problematic aspects of the Labour Code of 2002 have been the cause of permanent changes of the law and eventually led to the need for substantive recodification of labour law standards. The procedures of the adoption and entry into force of the new Labour Code did not go on smoothly – the reform has led to strong resistance from the social partners and political groups, which has significantly influenced the adoption of the law. In the final stages of the adoption of the draft Labour Code, the crucial role was played by the institutions of the tripartite social dialogue. When granting a specific mandate to the social partners to negotiate the specific changes of the draft legislation, the Seimas thus recognised the importance of social dialogue and relied upon compromises reached between the social partners. In the new Labour Code of 2016, changes were made to all labour law institutes, as well as to the general provisions defining the scope of the Code, relation to the norms of other branches of law. One of the goals of the recodification was the need for flexibility of the employment. In this field the new Labour Code provides a number of innovations related to the termination of employment contract and the protection of certain groups of employees, the formalisation of the dismissal, and the fixed – term contracts. The norms of the new Labour Code aim to strengthen the competitiveness of the country's labour market by increasing legal certainty, reducing formalisation, balancing social guarantees, and creating more flexibility for the employers. The Code does not only encourage employer's investment in the employee's qualifications, strengthening the professional development of the employee as a principle of legal regulation of labour relations, however, also clarifies the regulation of reimbursement of training expenses and the additional obligation of employers to contribute to the personal qualification improvement chosen by the employees themselves. Although the new Labour Code allows more than 60 new rights of employees, the most prominent innovations are more favourable work – family reconciliation and the new net of employee's security provisions. Moreover, the new Labour Code creates a new system of industrial relations which is more conducive to the implementation of the collective bargaining rights by trade unions. Any trade union will have the right to bargain collectively and to take collective action, regardless of the number of its members or the will of the employer or another trade union. Consequently, the code contains a number of programmatic provisions that target both the parties to the individual contract of employment and social partners. In the nearest future, these rules will be investigated in labour dispute resolution bodies in search for their specific content.

Im Auftrag des Bundesumweltministeriums (BMU) und des Umweltbundesamtes (UBA) hat das Deutsche Institut für Wirtschaftsforschung (DIW Berlin) für das Jahr 2016 die Beschäftigung durch Umweltschutz in Deutschland ermittelt und es wird ein Ausblick auf die Umweltschutzbeschäftigung im Jahr 2017 gegeben. Die Studie weist mit Hilfe eines kombinierten nachfrage- und angebotsorientierten Schätzansatzes die Bruttobeschäftigungswirkungen aus. Die Nettobeschäftigungswirkungen, also die Wirkungen einschließlich positiver oder negativer Zweitrundeneffekte werden nicht betrachtet. Die Studie berücksichtigt (nachfrageorientiert) die Beschäftigung durch die in Deutschland wirksame Nachfrage nach "klassischen" Umweltschutzgütern und die Beschäftigung im Bereich der Energiewende, in beiden Bereichen einschließlich der zu ihrer Produktion erforderlichen inländischen Vorleistungen (indirekte Beschäftigung). Die Beschäftigung durch umweltschutzorientierte Dienstleistungen, der quantitativ größte Teil der Umweltschutzbeschäftigung, wird angebotsorientiert ermittelt. Im Jahr 2016 lässt sich in Deutschland ein Volumen von 2,77 Millionen Arbeitsplätzen identifizieren, bei denen die Tätigkeiten in engem Zusammenhang mit dem Umweltschutz stehen. Für das Jahr 2017 lässt sich ein Anstieg auf 2,84 Millionen Umweltschutzbeschäftigte abschätzen, das sind 6,4% der Beschäftigung insgesamt in Deutschland. Da viele Beschäftigte nur während eines Teils ihrer Arbeitszeit Umweltschutzaufgaben wahrnehmen, sind wesentlich mehr Personen mit Aufgaben für den Umweltschutz befasst.

The article presents current tendencies related to juvenile delinquency in Ukraine based on data from the 2016–2017 period. Quantitative juvenile delinquency indices differ substantially from quantitative adult crime indices. This is primarily caused by the fact that the former apply to a four-year period (14–18 years of age), while the latter apply to the period after reaching the age of majority. Differences between juvenile and adult crime also manifest in the form of e.g. the nature and degree of social harm inflicted by the crimes, which is determined by the age of the perpetrators. Their age is not only related to the socio-psychological profiles of offenders, but also their position in society (which is why juvenile delinquency does not encompass e.g. economic crimes, professional offences etc.). The article presents the fundamental determinants of juvenile delinquency, based on the premise that a thorough analysis of crimes committed by persons under 18 years of age is necessary to effectively combat the phenomenon in Ukraine. The article also identifies the major methods currently used to prevent and counteract this type of crimes.