Emerging as a "megastate" during the last generation, Florida now rivals California as a national trendsetter in popular culture and political importance. In 2001, it passed a civil service reform law known as Service First. Although government reform has been on the agenda in a number of states, seldom has it been as sweeping as Florida's initiative abolishing job tenure for 16,300 career employees. This study reports the poll findings from employees recently transferred from the state's tenured Career Service to unprotected Selected Exempt Service. The analysis provides background information, discusses the study methodology, presents the survey results, and examines implications for the future by reporting interview data from a variety of political actors.
The history sheet reveals the development of formal legal amil zakat in Indonesia in 1968 the ratification of Minister of Religion Regulation (PMA) Number 4 of 1968 concerning the Establishment of the Amil Zakat Agency (BAZ) and PMA Number 5 of 1968 concerning the Establishment of Baitul Maal (PBM). Precisely on December 12, 1989 was issued the Instruction of the Minister of Religion (Inpres) 16/1989 concerning the Development of Zakat, Infaq and Shadaqah (PZIS). Then in 1998-1999 and 2001-2003 BAZNAS was formed with the Presidential Decree so that in 2011 the rule of zakat processing emerged namely Law Number 23 of 2011. Through this formal law the author will examine the terminology of amil zakat according to Islamic Law and Law. Amil zakat is a person who is involved or actively participates in zakat activities, starting from collecting zakat from muzaki to distributing it to mustahiq. Legal arrangements in Indonesia relating to the competence of amil zakat are very important in neglecting zakat funds and channeling them to mustahiq, but must be supported by the authorities. Islamic law considers the competence of amil zakat to be very urgent, with accountable amil. While the government is very competent in increasing Baznas income annually, supported also by the fatwa of the Indonesian Ulema Council (MUI) regarding the government's obligation to cut salaries for civil servants / ASNs to be more effective in raising zakat funds and Baznas will be more maximal in alleviating poverty and welfare of society and ummah as extension of the government to the welfare of the people.
In the legal literature, investigating the legal relationship arising on civil service, various concepts of the characteristic of a concept of the state-office relationships of state-civil employee are offered. The main of them are state-legal (constitutional), office (administrative), office-labor and labor theories. The variety of conceptual approaches to the characteristic of the legal relationship arising on civil service reflects features of administrative legal status of state-civil employees which regulation is connected with the fact that the legislation on civil service is at an active stage of formation.When passing civil service civil employees enter legal relationship which have complex properties as are based on the using of norms of various branches of the legislation. The main of them are the constitutional, administrative and labor law. Separate standard provisions of civil service rely on norms of a civil, family, tax law (legislation) and some other branches of law (legislation). It means that legal relationship which civil employees enter can be considered in various legal planes.Legal relations of civil employees have difficult, complex and diversified character. However, it is insufficiently reasonable both with theoretical, and from the practical point of view to unite office and labor relations in a whole and to call them office labor relations. Actually, it is two different types of legal relationship which characterize various orientation of activity of the civil employee, his various legal communications.The tendency of synchronization of different views on legal status of state-civil employees, development of the universal characteristic of legal relationship of state-civil employees meeting all qualifying standards (administrative and labor) is urgent. At the same time opposition of two main approaches and two directions of regulation of legal status of state-civil employees remains: the first – providing their special legal status with the state-civil employees as to the persons performing the state functions of management where action of public law has to prevail; the second – reference of state-civil employees to persons of wage labor whose service has to be regulated by mainly labor law taking into account features of the labor functions which are carried out by them. The essence of divergences and "irreconcilability" of the specified positions, in our opinion, consist in various assessment of legal status of state-civil employees and, the main thing, in the long term development and creation of civil service which carriers are state-civil employees. ; В статье исследуются структурные особенности государственно-служебных правоотношений государственных гражданских служащих и определяется роль трудового права в их регулировании. ; Під час проходження цивільної служби цивільні службовці вступають у правовідносини, які володіють комплексними властивостями, оскільки базуються на застосуванні норм різних галузей законодавства. Основними з них є конституційне, адміністративне і трудове законодавство. Окремі нормативні положення цивільної служби спираються на норми цивільного, сімейного, податкового права (законодавства) та деяких інших галузей права (законодавства). Це означає, що правовідносини, в які вступають цивільні службовці, можна розглядати у різних правових площинах.Правові відносини цивільних службовців носять складний, комплексний і багатогалузевий характер. Проте недостатньо обґрунтовано, як з теоретичної, так і з практичної точки зору, поєднувати в єдине ціле службові та трудові відносини і називати їх службово-трудовими відносинами. У дійсності це два різних види правовідносин, які характеризують різну спрямованість діяльності цивільного службовця, його різні правові зв'язки.
The purpose of this study was to determine and analyze the implementation of the Employee Additional Income policy in Bengkulu Province. This type of research is descriptive qualitative. The type of data used is primary data obtained through interviews and documentation studies. Respondents or informants in this study were state civil servants in the Bengkulu Provincial Government who received additional employee income. The data analysis method used is descriptive analysis and qualitative analysis. Based on the results of data analysis, the results show that: (1) Provisions for the provision of Employee Additional Income in the Provincial Government of Bengkulu are calculated based on the determination of work weight, work performance and employee discipline, as stated in the Bengkulu Province Regional Regulation concerning Providing Additional Income for Bengkulu Provincial Government Employees; and (2) The mechanism for providing Additional Employee Income within the Bengkulu Provincial Government has been implemented in accordance with the operational standards for improving employee welfare within the Bengkulu Provincial Government, namely based on the Bengkulu Provincial Regulation concerning Providing Additional Income for Bengkulu Provincial Government Employees.
ANALYSIS EXAMINES THE EFFECTS OF EMPLOYEE ORGANIZATIONS ON OVERALL LEVELS OF COMPENSATION AND ON COMPENSATION IN THE AREAS OF POLICE, WELFARE, HIGHWAYS, AND HOSPITALS FOR ALL 50 STATES IN 1974. FINDINGS SUGGESTS THAT EVEN WHEN A STATE'S ECONOMIC RESOURCES, COMPARABLE PRIVATE SECTOR WAGES AND LEGISLATIVE CAPABILITY ARE TAKEN INTO ACCOUNT SUCH ORGANIZATIONS HAVE AN IMPORTANT EFFECT ON COMPENSATION.
