Suchergebnisse

PurposeCompanies in the B2B service sector often sign a series of successive contracts instead of one long contract with their vendors. Economic researchers have shown how the lengths of stand-alone contracts are influenced by economic factors such as asset specificity and economic volatility, but have not researched into contracts that are part of a continuous series. The purpose of this study was to explore if being a part of a series of contracts influences the length of the focal contract and the rental rate.Design/methodology/approachThe authors use data collected from the oil drilling industry to empirically test their hypotheses. The data set consists of 2,621 contracts involving jack-up rig hiring in the Gulf of Mexico region.FindingsThe authors empirically show that the series duration affects both the length and rental rate of each constituent contract, even after considering all other plausible economic factors. Specifically, the duration of a series has a positive effect on the length and a negative effect on the rental rate of the constituent contract.Originality/valueAlthough contract length is as vital as the rent in B2B service transactions, it is rather unfortunate that marketing scholars have not researched much into this topic. The findings offer a new insight into the forces that shape the B2B service contracts and thus help the B2B managers make a better decision in service contracts.

In B2B markets, when firms sign contracts for transactions pertaining to the exchange of services that are delivered over a period of time, one critical decision they make is the length (or duration) of the contract. If the services are hired for a long project, companies often sign multiple, successively run contracts with the same vendor. This is prevalent in projects such as when multinational companies hire consulting firms like Accenture to streamline and digitize their business processes, when big banks in developing countries hire firms like Tata Consultancy Services to extend banking facilities into rural markets, and when oil companies hire rig firms to drill oil wells. From a traditional economic perspective, companies would decide on an optimal contract length that is not too long or too short; the former disables the firms from reacting to market changes while the latter makes negotiation costs expensive. However, when a company signs a series of successive contracts with a service-firm, both companies get to learn about the other company's goals and operations dynamically, which might influence the length of each contract in the series. Thus, determining the contract length in a series of successive contracts is more challenging. In this study, we build a contract length determination model that considers both the economic factors and the dynamic learning. The model provides managers with a theoretical yet practical tool to make optimal decisions on contract length. We use data from the oil-drilling industry to empirically test the proposed model.

This paper generalizes the model of Salant et al. (1983; Quarterly Journal of Economics, Vol. 98, pp. 185–199) to a successive oligopoly model with product differentiation. Upstream firms produce differentiated goods, retailers compete in quantities, and supply contracts are linear. We show that if retailers buy from all producers, downstream mergers do not affect wholesale prices. Our result replicates that of Salant's, where mergers are not profitable unless the size of the merged firm exceeds 80 per cent of the industry. This result is robust to the type of competition.

أصدر المشرع الأردني قانوناً استثنائياً خاصاً ينظم العلاقة بين المؤجرين والمستأجرين أول مرة عام 1941، وقد تبع هذا القانون تعديلات متعددة، حيث شهدت الفترة من عام 2000 وحتى عام 2013 تعديلات متسارعة على القانون، وقد نتج عن هذه التعديلات اختلالات متلاحقة. وقد تناول البحث أهم هذه التعديلات، وقُسمت إلى تعديلات متعلقة بمدة الإيجار التي مرت في ثلاث مراحل، وهي: المرحلة الأولى للامتداد القانوني، ثم مرحلة إلغاء الامتداد القانوني، ثم مرحلة العودة للامتداد القانوني، وتعديلات متعلقة بالأجور والزيادات التي طرأت عليها. وقد أخذت هذه الزيادات صوراً متعددة، قد تكون بنسب مئوية منصوص عليها في القانون، وقد تكون بالتراضي أو التقاضي، وقد تكون بنسب مئوية يحددها مجلس الوزراء بموجب نظام يصدره لهذه الغاية. وتناول البحث التعديلات المتعلقة بالإجراءات والإخلاءات، فقد نُصًّ على اعتبار عقد الإيجار سنداً تنفيذياً للمطالبة بالأجور المستحقة، وكذلك نُصًّ على حق اللجوء إلى قاضي الأمور المستعجلة لإخلاء العقار. وتطرق البحث إلى حالة الإخلاء المستحدثة المتمثلة بإنشاء المستأجر أو تملكه عقاراً بدلاً من العين المؤجرة. ; Jordanian legislator issued a special, extraordinary law to regulate the relationship between landlords and tenants for the first time in 1941. This law was followed by multiple amendments. The period between 2000 until 2013 witnessed rapid amendments to the law, which resulted in successive defects. I have dealt in this paper with the most important of these amendments, which I have divided into amendments related to the duration of the lease. These amendments have passed in three stages: the legal extension, the abolition of the legal extension, and then the return to the legal extension, as well as amendments related to rents and increases in them. These increases took multiple pictures. They may be in percentages stipulated in the law, consensual or by litigation, or may be in percentages determined by the Council of Ministers under the rules issued for this purpose. I have also dealt with the amendments relating to the procedures and evictions. It has been provided that the lease shall be regarded as an executive bond to demand the rents owed, as well as the provision for the right to resort to urgent matters judge to vacate the property. Also, developed cases of evacuation represented in the tenant's establishment or ownership of a property rather than the leased property.

In theorizing on family life, childrens agency is a feature of a modern type of family, marked by free choice and inter-generational negotiations rather than parental authority. A video ethnography of Swedish everyday family life documents directive sequences and inter-generational negotiations, including what is here called activity contracts: agreements that form a type of inter-generational account work around target activities (e.g. cleaning ones room). Within local family politics, contracts and revised contracts emerge as parts of such account work. The analyses focus on how contracts emerge within successive downgradings and upgradings of parental directives. Activity contracts regulate mutual rights and obligations, invoking family rule statements and local moral order, drawing on an array of verbal and nonverbal resources, ranging from parents mitigated requests and childrens time bargaining to nonverbal escape strategies and gentle shepherding.

Scope of application of the Convention -- Combined transport -- Carrier's liability for third parties -- Documentation -- The performance of the carriage -- Liability of the carrier -- Delay, non-delivery and cash on delivery -- Dangerous goods -- Compensation -- Claims and actions -- Successive carriage -- Derogation from the convention

Common discussion points between sustainable development and State contracts exist, despite many visible contradictions. They are based on a particular interaction, built up from the beginning through State contracts, which are highly specific agreements and around political and economic necessities of the time, with the notion of development merely as a requirement in the background. Confronted with successive social changes and the lack of an appropriate judicial framework, State contracts developed in a particular way between dependence, independence, interdependence, heteronomy and autonomy. In international business law, the existence of a sustainable development law related to State contracts must be based precisely on contracts, seen as instruments able to set norms, and must benefit from contracts'interactions with a non-contractual environment. That requires another vision of law, constantly renewed and more adapted to current realities. ; La dialectique entre contrats d'Etat et développement durable existe, malgré une antinomie apparente. Elle s'appuie sur une interaction particulière qui s'est construite depuis l'origine, à travers les contrats d'Etat, instruments conventionnels singuliers et autour des nécessités politiques et économiques de l'époque, avec en toile de fond l'impératif de développement.Face aux évolutions sociales successives et l'absence d'arsenal juridique adapté, les contratsd'Etat se sont développés de façon spécifique entre dépendance, indépendance,interdépendance, hétéronomie et autonomie. En droit international des affaires, c'estprécisément à partir du contrat conçu comme un instrument normatif singulier et à travers sesinteractions avec le contexte extracontractuel au sein duquel il est amené à opérer quel'existence d'un droit du développement durable en matière de contrats d'Etat doit êtrefondée. Cela nécessite une autre vision du droit, sans cesse renouvelée et davantageappropriée aux réalités de notre siècle.

Common discussion points between sustainable development and State contracts exist, despite many visible contradictions. They are based on a particular interaction, built up from the beginning through State contracts, which are highly specific agreements and around political and economic necessities of the time, with the notion of development merely as a requirement in the background. Confronted with successive social changes and the lack of an appropriate judicial framework, State contracts developed in a particular way between dependence, independence, interdependence, heteronomy and autonomy. In international business law, the existence of a sustainable development law related to State contracts must be based precisely on contracts, seen as instruments able to set norms, and must benefit from contracts'interactions with a non-contractual environment. That requires another vision of law, constantly renewed and more adapted to current realities. ; La dialectique entre contrats d'Etat et développement durable existe, malgré une antinomie apparente. Elle s'appuie sur une interaction particulière qui s'est construite depuis l'origine, à travers les contrats d'Etat, instruments conventionnels singuliers et autour des nécessités politiques et économiques de l'époque, avec en toile de fond l'impératif de développement.Face aux évolutions sociales successives et l'absence d'arsenal juridique adapté, les contratsd'Etat se sont développés de façon spécifique entre dépendance, indépendance,interdépendance, hétéronomie et autonomie. En droit international des affaires, c'estprécisément à partir du contrat conçu comme un instrument normatif singulier et à travers sesinteractions avec le contexte extracontractuel au sein duquel il est amené à opérer quel'existence d'un droit du développement durable en matière de contrats d'Etat doit êtrefondée. Cela nécessite une autre vision du droit, sans cesse renouvelée et davantageappropriée aux réalités de notre siècle.

Il presente lavoro mira a fornire una disamina delle ragioni che hanno indotto il legislatore a intervenire - per il tramite dell art. 3, co. 4-ter ss., l. n. 33/09 e successive modifiche - sul tema della cooperazione di tipo reticolare. Il contratto di rete nasce dalla avvertita necessità di dotare le imprese di uno strumento negoziale duttile, con cui poter perseguire lo scopo di accrescere, individualmente e collettivamente, la propria capacità innovativa e la propria competitività sul mercato . Esso appare come un nuovo modello di cooperazione, caratterizzato dalla comunione dello scopo e da un intenso rapporto fiduciario senza alcuna compromissione della autonomia e indipendenza delle imprese aderenti. Il contratto di rete, definito trans-tipico , riferibile cioè anche a modelli negoziali già esistenti, potrebbe presentarsi sia come un contratto normativo , con il quale convenire regole di condotta cui uniformare l attività delle imprese aderenti, sia quale vero e proprio "contratto operativo", con cui poter istaurare rapporti con i terzi e partecipare direttamente alla competizione internazionale. Alla luce di ciò, si è resa necessaria un analisi dei possibili rimedi risarcitori e di condivisione del rischio miranti a scongiurare e internalizzare le diverse tipologie di rischio a cui gli imprenditori in rete vanno incontro. Rimessa, altresì, all autonomia contrattuale delle parti per il tramite della novella di cui alla l. n. 134/12 è la scelta di attribuire soggettività giuridica alla rete di imprese, a testimonianza del fatto che elemento centrale del nuovo modello di cooperazione non è la struttura della rete quanto, piuttosto, il suo programma, per la cui realizzazione è possibile costituire un apposito patrimonio nella duplice forma del fondo comune (a cui applicare, in caso di compatibilità, le disposizioni di cui agli artt. 2614 e 2615, secondo comma c.c.) o dei patrimoni destinati ex art. 2447 bis. c.c.

Abstract
The Anglo-American invasion and occupation of Iraq from 2003 destroyed the Iraqi state in an effort to implant a neoliberal order consonant with wider global design. Despite the humanitarian devastation, however, the destruction of the Iraqi state was insufficient to fracture the national sense of commonweal developed over the modern period. The occupation and implanted new political regime, therefore, focused on the elimination of the widespread and popular Iraqi commitment to beneficial social goods arising out of the exploitation of national resources. Akin to the modern Iraqi state's effort to develop national citizenry as informed by the ancient archeological record of civilized habitation, a project that met with the defilement of Iraqi culture following 2003, the modern state project had also bound Iraqis to a citizenship based on social programs supported by the natural wealth found under Iraqi soil. With the CPA and its successor governments, the tether between Iraq's various communities was ruptured through sectarianism and immense political violence. Through a novel exploration of the concept of social contract, this article explores what held Iraqis together as a community and the concerted effort to fracture those ties. The revolutionary government under Prime Minister Abd al-Karim Qasim is highlighted for its role in crafting the progressive and aspirational social compact that successor regimes – regardless of orientation – heeded in order the legitimize themselves. The Ba'thist alterations and modifications are explored in an effort to better understand the landscape prior to the devastation of war, sanctions and occupation that came to confront the Iraqi people with such ruthlessness. Such an analysis presents potential for the formulation of future research to identify successive indigenous solutions to the cleavages found within Iraqi society. Such native solutions would seemingly better inform potential pathways out of the conflagration escalated through external imposition.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.

The study of this master's paper is fixed-term employment contract. This contract is the product of the flexible working arrangements. Legislator followed Council Directive 1999/70/EB concerning the framework agreement on fixed-term work concluded by European Trade Union Confederation (ETUC), Union of Industrial and Employer's Confederations of Europe (UNICE) and the European Centre of Enterprises with Public Participation (CEEP) provisions, which regulates fixed-term employment contracts. Fixed-term contract must include essential conditions, which are characteristic for usual employment contracts. Whereas fixed-term employment contract has additional conditions, which are essential conditions for fixed-term employment contract. These conditions are temporary work and terminated labour relations. The term of an employment contract may be determined until a specific calendar date or occurrence, change or cessation of specific circumstances. Employer has no right to discriminate fixed-term workers on a basis that these workers are employed on a fixed-term contract. Employer has an obligation to inform fixed-term workers about free workplaces of regular work. Fixed-term contracts finishes by the end of the working contract term. If the term of an employment contract has expired, whereas employment relations are actually continued and neither of the parties has, prior to the expiry of the term, requested to terminate the contract, it shall be considered extended for an expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time. If an employment contract, upon the expiry of its term, is not extended or is terminated, but within one month from the day of its termination another fixed-term employment contract is concluded with the dismissed employee, such a contract shall be recognized as concluded for an indefinite period of time, except some cases. When fixed-term contract ends, worker does not gain severance pay, but employer must settle accounts with an employee being dismissed. Other fixed-term contracts are seasonal employment contract and temporary employment contract. A seasonal employment contract shall be concluded for the performance of seasonal work. Seasonal work due to natural and climatic conditions is performed not all year round, but in certain periods (seasons) not exceeding eight months (in a period of twelve successive months), and is entered of the list of types of seasonal work. A temporary employment contract shall be an employment contract concluded for a period not exceeding two months.