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Books on the topic 'Law firms – Australia – Employees'

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Author: Grafiati
Published: 10 December 2022
Last updated: 29 January 2023

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1

Dimitriou, Demetrios. Law office staff manual for solos and small law firms. Chicago, Ill: ABA Section of Law Practice Management, 1995.

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2

Davis, Anthony E. Risk management: Survival tools for law firms. Chicago: American Bar Association, Law Practice Division, 2015.

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3

Law firm psychology: A quick guide. San Francisco: Peter Newton Associates, 2008.

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4

Yusko, Kenneth P. Smart human resource practices for law offices. Little Falls, NJ: Glasser LegalWorks, 1997.

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5

Mottershead, Terri. The art and science of strategic talent management in law firms. [St. Paul, Minn?]: Thomson/West, 2010.

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6

Warnecke, Andrea. Legal profiles: A guide to the expertise of the leading law firms in Australia and New Zealand. Sydney: Profiles Pub., 1994.

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7

Outplacement of lawyers: A guide to the art of firing for law-firms and corporate legal departments. Pittsburg, PA: Innovations Press, 1985.

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8

Bock, Heather. Constructing core competencies: Using competency models to manage firm talent. [Chicago]: American Bar Association, 2006.

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9

Hor, Joydeep. Managing termination of employment: A best practice guide under Work Choices. Sydney: CCH Australia, 2007.

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10

Consultants, A. R. A. Survey of private sector firms in selected industrial sectors in Ontario on gender predominance. [Toronto: s.n.], 1986.

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11

Donaghey, Tim. Termination of employment. Chatswood, N.S.W: LexisNexis Butterworths Australian, 2006.

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12

Donaghey, Tim. Termination of employment. 2nd ed. [Chatswood, N.S.W.]: LexisNexis Butterworths, 2013.

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13

Preston, Noel. Encouraging ethics and challenging corruption: Reforming governance in public institutions. Annandale, N.S.W: Federation Press, 2002.

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14

Adrian, Brooks, McCallum R. C, McCarry G. J, Ronfeldt Paul, and University of Sydney. Australian Centre for Industrial Relations Research and Teaching., eds. Employment security. Leichhardt, NSW: Federation Press, 1994.

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15

Fifteen digits. New York: Mulholland Books / Little, Brown and Company, 2012.

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16

Santora, Nick. Fifteen digits: A novel. New York: Mulholland Books, 2013.

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17

Fifteen digits. Leicester: Thorpe, 2013.

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18

Office, General Accounting. International trade: U.S. firms' views on Customs' protection of intellectual property rights : report to selected Congressional subcommittees. Washington, D.C: The Office, 1986.

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19

Office, General Accounting. International trade: U.S. firms' views on Customs' protection of intellectual property rights : report to selected Congressional subcommittees. Washington, D.C: The Office, 1986.

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20

Office, General Accounting. International trade: U.S. firms' views on Customs' protection of intellectual property rights : report to selected Congressional subcommittees. Washington, D.C: The Office, 1986.

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21

Fifteen digits. London: Mulholland, 2012.

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22

Office, General Accounting. U.S.-Mexico trade: Some U.S. wood furniture firms relocated from Los Angeles area to Mexico : report to the Chairman, Committee on Energy and Commerce, House of Representatives. Washington, D.C: U.S. General Accounting Office, 1991.

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23

New Jersey. Legislature. General Assembly. Labor Committee. Committee meeting of Assembly Labor Committee: Assembly bill no. 2889 (regulates temporary help service firms as employment agencies, enforces collection of unemployment insurance taxes and other payroll assessments). Trenton, N.J. (State House Annex, PO Box 068, Trenton 06825-0068): The Committee, 2001.

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24

Office, General Accounting. International trade: Canada and Australia rely heavily on wheat boards to market grain : report to the Chairman, Subcommittee on Domestic and Foreign Marketing and Product Promotion, Committee on Agriculture, Nutrition, and Forestry, U.S. Senate. Washington, D.C: U.S. General Accounting Office, 1992.

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25

Styhre, Alexander. Venture Work: Employees in Thinly Capitalized Firms. Palgrave Macmillan, 2019.

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26

Julia, Frost-Davies, and Massachusetts Continuing Legal Education, Inc. (1982- ), eds. Associate jump start: Learn the habits of highly effective associates. [Boston, Mass.]: MCLE, 2003.

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27

Using Competency Models to Manage Firm Talent. American Bar Association, 2007.

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28

What Law School Doesn't Teach You: But You Really Need to Know. Harcourt Legal & Professional Publications, Inc., 2000.

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29

Ballard, John. Annotated Commonwealth Employees' Rehabilitation and Compensation ACT, 1988. Federation Press, 1991.

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30

American Bar Association. Commission on Women in the Profession., ed. Legal progeny: A guide to providing child care benefits for legal employers, lawyers & bar associations. [Chicago, Ill.]: American Bar Association, Commission on Women in the Profession, 2003.

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31

Howe, Joanna. Rethinking Job Security: AComparative Analysis of Unfair Dismissal Law in the UK, Australia and the USA. Taylor & Francis Group, 2016.

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32

Howe, Joanna. Rethinking Job Security: A Comparative Analysis of Unfair Dismissal Law in the UK, Australia and the USA. Taylor & Francis Group, 2016.

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33

Howe, Joanna. Rethinking Job Security: A Comparative Analysis of Unfair Dismissal Law in the UK, Australia and the USA. Taylor & Francis Group, 2016.

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34

I︠U︡ridicheskiĭ atlas Rossii: Federalʹnyĭ spravochnik. Moskva: Bi︠u︡dzhet;Biznes Atlas, 2006.

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35

Johnson, Liz. Hazardous Holiday. Harlequin Mills & Boon, Limited, 2016.

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36

Hazardous Holiday. Harlequin Enterprises, Limited, 2016.

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37

In Your Face: The Life and Times of Billy 'The Texan' Longley. Not Avail, 2005.

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38

Lawyered to Death. Rowman & Littlefield Publishers, Incorporated, 2013.

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39

Hansen, Henrik, John Rand, and Neda Trifković. Traditional and modern employee benefits in Myanmar’s manufacturing sector. 41st ed. UNU-WIDER, 2021. http://dx.doi.org/10.35188/unu-wider/2021/979-2.

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Employer-provided benefits are independent elements in the compensation packages that make up firms’ payment strategies. Such benefits are aimed at attracting and retaining preferred employees and improving incentives. In Myanmar, there are two employee benefit systems: (1) an unregulated traditional system in which firms offer their employees in-kind benefits such as meals and accommodation; and (2) a modern mandatory system in which firms are required by law to offer payment schemes such as payment-while-absent and compensation for accidents. Using a survey of matched employers and employees in the manufacturing sector in Myanmar, we identify firms and workers that supply and demand the two types of employee benefits. We show that traditional benefits are widely supplied and demanded, while modern benefits are supplied by fewer firms and provided to fewer workers. We analyse the relative importance of a range of observable firm and worker attributes that may be associated with the supply and demand for the benefits. We find that firms that provide accommodation appear to attract young, unmarried, uneducated workers who are often migrants, and who, on average, receive lower wages compared to similar workers who do not receive equal in-kind payments. Large firms are more likely to offer the modern benefits and highly educated workers are more likely to demand them. Moreover, workers who receive modern benefits tend to stay longer with the firm and the benefit appears not to have an adverse impact on their wage level. Our findings indicate that both types of benefits contribute to sorting in the labour market. Therefore, both must be considered when labour laws are amended. Moreover, if increased minimum wages are accompanied by reduced provision of traditional in-kind benefits to low-wage workers, then there is a real risk that inequality in consumption will increase even though wage inequality decreases.
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40

Heinrich, Christian, ed. Krisen im Aufschwung. Nomos Verlagsgesellschaft mbH & Co. KG, 2019. http://dx.doi.org/10.5771/9783748900337.

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The figures for company insolvencies continue to decline: 9,900 cases in the first half of 2018 compared to 10,250 cases in the same period the previous year. However, the relative significance of insolvencies is increasing. The number of employees affected by them is around 20 per cent, while the commercial losses of 17 million euros caused by them in 2015 rose to 30 million in 2017. This is because middle-sized and large firms are increasingly among the companies going bankrupt, which is resulting in growing legal complexities. At a symposium entitled ‘Krisen im Aufschwung’ (An Upswing in Crises), speakers and participants discussed company insolvency law, insolvency employment law, mass generation and compliance especially, along with industrial constitution law and the right of appeal. This anthology offers in-depth access to these and other important issues relating to insolvency law and employment law in practice, and will not only appeal to academics but also to lawyers, business consultants, insolvency administrators and judges in particular.
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41

Alewell, Dorothea, and Wenzel Matiaske, eds. Standards guter Arbeit. Nomos Verlagsgesellschaft mbH & Co. KG, 2019. http://dx.doi.org/10.5771/9783845299310.

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The changes in the labour market as a result of an increase in non-standard employment raises the question of how to ensure decent labour standards today. This question cannot be answered by one discipline alone. Instead, finding an answer demands collaboration in an interdisciplinary endeavour to determine labour standards for improved well-being. In this collection of studies, contributions from psychology look at labour and health; contributions from human resource management (HRM) investigate the effects of both HRM strategies and diversity management and of religion at work, and look at the impact of legal regulations on working hours and co-determination; a contribution from protestant theology analyses the interaction between work and meaning; and finally contributions from the field of law take a look at the legal status of employees when firms are organised as networks and at the social security regulations for self-employed individuals. With contributions by Katharina Klug and Jörg Felfe; Christine Busch and Tim Vahle-Hinz; Sven Hauff; Daniela Rastetter; Dorothea Alewell and Tobias Moll; Barbara Müller, Christoph Seibert and Oliver Vornfeld; Florian Schramm and Ines Kanngießer; Margarete Schuler-Harms and Katharina Goldberg; Hans Hanau and Wenzel Matiaske
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