How the port employers off-loaded the past
Article Abstract:
The National Dock Labour Scheme was abolished in 1989 in response to pressure from port authorities. The port authorities desired flexibility in order to compete with continental European ports. The dock workers had enjoyed a privileged position due to the special place they enjoyed in the Transport and General Workers' Union, and eliminating their archaic privileges allowed port authorities to improve productivity. The Tees and Hartlepool Port Authority replaced all its dock workers, reducing its overall labor force to 114 from 193, and restructured its labor force to create a multi-skilled force that could carry out ship work and routine planned maintenance. The switch-over was accomplished with the cooperation of the unions since the continued vitality of the docks in light of the single European market of 1992 demanded it.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1990
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In re CF&I Fabricators of Utah, Inc., 19 EBC 1241 (10th Cir. 1995)
Article Abstract:
The US Court of Appeals for the Tenth Circuit rejected the claim of the IRS claim to entitle its 10% assessment of an accumulated funding deficiency in a qualified pension plan of CF&I Fabricators of Utah, Inc. to priority status under the Bankruptcy Code. The court adopted the CF&I Bankruptcy Court's policy to deny the IRS' claim to priority status. The 10% assessment priority status would give the claim a more elevated status than the underlying debt, would frustrate CF&I's attempt to reorganize and would affect the claims of creditors and pensioners.
Publication Name: Benefits Quarterly
Subject: Human resources and labor relations
ISSN: 8756-1263
Year: 1996
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The implications of ADA litigation for employers: a review of federal appellate court decisions
Article Abstract:
This article examines data from the US Equal Employment Opportunity Commission and federal court decisions to evaluate the impact of the 1990 Americans with Disabilities Act on the liability of employers for discrimination against people with disabilities. Findings suggest that liability can be limited if employers can assess whether an individual is protected by law and if their accommodation request is reasonable.
Publication Name: Human Resource Management
Subject: Human resources and labor relations
ISSN: 0090-4848
Year: 2001
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