Transfers of undertakings a new meaning?

Defining the meaning of a transfer of an undertaking in the context of outsourcing has led to much litigation. After years of discussion the Acquired Rights Directive, which has been the source of much confusion and misunderstanding, has been amended. Unfortunately, the new Directive does little more than follow the approach of the European Court of Justice and has done little to make matters more certain. This article examines the change of definition and argues that they are inadequate.     

Procedural justice and police legitimacy: a systematic review of the research evidence

Objectives

We undertook a systematic review and meta-analysis to synthesize the published and unpublished empirical evidence on the impact of police-led interventions that use procedurally just dialogue focused on improving citizen perceptions of police legitimacy.

Methods

The systematic search included any public police intervention where there was a statement that the intervention involved police dialogue with citizens that either was aimed explicitly at improving police legitimacy, or used at least one core ingredient of procedural justice dialogue: police encouraging citizen participation, remaining neutral in their decision making, conveying trustworthy motives, or demonstrating dignity and respect throughout interactions. The studies included in our meta-analyses also had to include at least one direct outcome that measured legitimacy or procedural justice, or one outcome that is common in the legitimacy extant literature: citizen compliance, cooperation, confidence or satisfaction with police. We conducted separate meta-analyses, using random effects models, for each outcome.

Results

For every single one of our outcome measures, the effect of legitimacy policing was in a positive direction, and, for all but the legitimacy outcome, statistically significant. Notwithstanding the variability in the mode in which legitimacy policing is delivered (i.e., the study intervention) and the complexities around measurement of legitimacy outcomes, our review shows that the dialogue component of front-line police-led interventions is an important vehicle for promoting citizen satisfaction, confidence, compliance and cooperation with the police, and for enhancing perceptions of procedural justice.

Conclusions

In practical terms, our research shows the benefits of police using dialogue that adopts at least one of the principles of procedural justice as a component part of any type of police intervention, whether as part of routine police activity or as part of a defined police crime control program. Our review provides evidence that legitimacy policing is an important precursor for improving the capacity of policing to prevent and control crime.     

Neighborhood Social Ties and Shared Expectations for Informal Social Control: Do They Influence Informal Social Control Actions?

Objectives

Social disorganization states that neighborhood social ties and shared expectations for informal social control are necessary for the exercise of informal social control actions. Yet this association is largely assumed rather than empirically examined in the literature. This paper examines the relationship between neighborhood social ties, shared expectations for informal social control and actual parochial and public informal social control actions taken by residents in response to big neighborhood problems.

Methods

Using multi-level logistic regression models, we integrate Australian Bureau of Statistics census data with the Australian Community Capacity Study survey data of 1310 residents reporting 2614 significant neighborhood problems across 148 neighborhoods to examine specific informal social control actions taken by residents when faced with neighborhood problems.

Results

We do not find a relationship between shared expectations for informal social control and residents’ informal social control actions. Individual social ties, however, do lead to an increase in informal social control actions in response to ‘big’ neighborhood problems. Residents with strong ties are more likely to engage in public and parochial informal social control actions than those individuals who lack social ties. Yet individuals living in neighborhoods with high levels of social ties are only moderately more likely to engage in parochial informal social control action than those living in areas where these ties are not present. Shared expectations for informal social control are not associated with the likelihood that residents engage in informal social control actions when faced with a significant neighborhood problem.

Conclusion

Neighborhood social ties and shared expectations for informal social control are not unilaterally necessary for the exercise of informal social control actions. Our results challenge contemporary articulations of social disorganization theory that assume that the availability of neighborhood social ties or expectations for action are associated with residents actually doing something to exercise of informal social control.

     

Age Discrimination, Redundancy Payments and Length of Service

This note discusses three cases which have considered objective justification for the apparent contradiction between rewarding age and length of service in redundancy payments and the need not to discriminate on the grounds of age. It considers the relevance of cases from the European Court of Justice about whether there can be a general exception to the need to justify using the criterion of length of service, or seniority, in equal pay cases.     

Promoting a culture of fairness: police training,procedural justice,and compliance

Objectives

Academics and practitioners alike are concerned about the potential “double-edged sword” of procedural justice. In the organizational context, procedural justice is expected to increase compliance with supervisors. However, blind, unthinking, or “hard” compliance with supervisors, may lead to anti-organizational behavior and misconduct. The present study examines the moderating effect of a police recruit cultural training program on the relationship between procedural justice and compliance with police supervisors. We expect that providing cultural training will moderate the relationship between procedural justice and “hard” compliance.

Methods

Participants were police recruits at the Queensland Police Academy who were randomly assigned to an experimental (Voice 4 Values) or control condition (business-as-usual training) upon entry into the academy. Recruits in both groups were surveyed pre- and post- training to capture perceptions of procedural justice and compliance with supervisors.

Results

Results suggest that procedural justice mattered less for predicting “hard” or unthinking compliance among the recruits who received the Voice 4 Values cultural training package, compared to those who did not receive the training.

Conclusions

We conclude that while procedural justice may be of interest to policing organizations, it is important that it is not used as a tool to encourage unthinking compliance. We find cultural training reduces the effect of procedural justice on unthinking or “hard” compliance.

     

The Employment Equality (Age) Regulations 2006: A Legitimisation of Age Discrimination in Employment

The Employment Equality (Age) Regulations, which implement theFramework Directive on Equal Treatment and Occupation, takeeffect in October 2006. Tackling age discrimination is seento be a means of achieving a more diverse workforce, yet intrying to achieve this objective there have been compromiseswith the principle of non-discrimination. During the consultationexercises preceding the Regulations there have been importantdifferences of approach between employers and trade unions.The Government has, mostly, adopted the approach supported byemployers. The result is a set of Regulations, which, althoughan important step forward in tackling age discrimination, havenumbers of exceptions which effectively legitimise some aspectsof age discrimination at work.     

Lifelong learning and age discrimination in employment

Age discrimination in employment can be perfectly lawful in the United Kingdom. Older workers are discriminated against when they seek employment and whilst they are in employment, as well as being encouraged to leave the workforce. One of the purposes of a programme of lifelong learning is to aid the employability and career progression of individuals within the workforce. There is, however, little evidence to show that those who enter or return to higher education as mature students fare any better than other workers in avoiding discrimination based upon their chronological age. The Government introduced a voluntary code of practice on age diversity in employment and resisted legislation on the subject. There appears, however, to be a contradiction between this resistance and the Government's encouragement of the principle of lifelong learning.