Contents Introduction 2 History of industrial relations China and India 2 Role of state in passing IR legislation in China and India 3 Trade unions in China and India 4 Employers association in China and India 5 Dispute resolution system in China and India 5 Current and future trends in China and India 6 Conclusion 7 Bibliography 8 Introduction Industrial relation is seen as appendages by which employees and their companies relate in the working place to create
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Based on the above circumstances‚ answer the following questions: 1. Assess the ability of Maligait to exist as a state under international law. The issue is whether Maligait can exist as a state under international law. According to Vitoria‚ state is defined as a perfect state or community complete in itself which is not part of another community but has its own laws‚ council‚ magistrate and has authority to declare war. The traditional criteria for statehood can be found in the Article
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Explain the purpose of employment law and how it is enforced. Choose an area of employment you are familiar with and state whether or not you believe the objectives of this law are met in practice and whether or not its enforcement is effective. 1.1 Explain the aims and objectives of employment regulation The role of employment law is to achieve social justice and protect employees. There are two distinct branches of law‚ which include criminal and civil law. Criminal law in concerned with
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believed that MasterCard International Incorporated and Visa Canada made the credit card market a duopoly market‚ set barriers for other entrants‚ and set fees above market competitive price. After hearing‚ engaging‚ and deciding‚ the Competition Tribunal stated that the credit card market is still competitive
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both the Competition Commission of India (CCI/Commission) and the Competition Appellate Tribunal (“the Tribunal”) while delivering its verdict in the much awaited case Competition Commission of India v. Steel Authority of India Ltd. This Note captures the highlights of the decision for readers of this Blog! Background: The Court was hearing an appeal by the CCI against the order dated Feb. 15‚ 2010 of the Tribunal in Steel Authority of India Ltd. v. Jindal Steel & Power Ltd. Jindal Steel had filed
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Contents Page Introduction 2 Explain the aims and objective of employment regulation 2 & 3 Describe the role played by the tribunal and courts system in enforcing employment law 3 Explain how cases are settled before and during legate procedures 4 Summary 4 Describe when and how a contract can be changed lawfully 5 Explain the main requirements of redundancy law 6 Explain the main requirements of the law Business Transfers 7 Summary 8 Identify the major requirements of Health and Safety
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MODEL CONTRACTS FOR SMALL FIRMS LEGAL GUIDANCE FOR DOING INTERNATIONAL BUSINESS © International Trade Centre‚ August 2010 Model Contracts for Small Firms: International Distribution of Goods Contents Foreword Acknowledgements Introduction Chapter 1 International Contractual Alliance Introduction ITC Model Contract for an International Contractual Alliance Chapter 2 International Corporate Joint Venture Introduction ITC Model Contract for an International Corporate
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Question One: The existence of the court hierarchy means that there are courts that are superior to other courts. One reason for this is if you are unhappy with a decision from a particular court you can appeal your case to a higher court. Another reason for the existence of the court hierarchy is the doctrine of precedent. This allows courts higher in the hierarchy to create a precedent that all lower courts must follow‚ making sure all cases are heard in a similar manner. Another reason for the
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Human Rights: HR’s refer to the basic rights and freedom that are believed to belong to all human beings. WHAT SETS OUT THE FUNDEMENTAL PURPOSE FOR RECOGNISING HR’S? The Universal Declaration of Human Rights (UDHR) was adopted be the General Assembly of the United Nations in 1948. It states that recognitions of the inherent dignity and of the equal and inalienable rights of all freedom‚ justice and peace in the world. TYPES OF HR There are three types: o Civil and political rights – to vote
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unions and employer associations‚ is outlawed. * Collective agreements may be referred to the Equality Tribunal for mediation or investigation. Anyone who feels they have been discriminated against may refer a complaint to The Equality Tribunal through Workplace Relations Customer Services within 6 months of the occurrence of the act of discrimination. The Director of the Tribunal may extend this to a maximum of 12 months‚ if the complainant shows that there is reasonable cause to do so
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