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Artikel

Access_open Space and Socialization in Legal Education: A Symbolic Interactionism Approach

Special Issue on Pragmatism and Legal Education, Sanne ­Taekema & Thomas Riesthuis (eds.)

Tijdschrift Law and Method, april 2021
Trefwoorden legal education, pragmatism, symbolic interactionism, sociology of space
Auteurs Karolina Kocemba
SamenvattingAuteursinformatie

    The article deals with the possibility of socializing law students through space. It first indicates which features of space affect the possibility of influencing interactions and identity. It then discusses how we can use symbolic interactionism to study interactions and socialization in spaces of law faculties. Then, on the basis of the interviews conducted with law faculty students about their space perception, it shows how to research student socialization through space and how far-reaching its effects can be.


Karolina Kocemba
Karolina Kocemba, MA, is PhD student at the University of Wroclaw; Uniwersytet Wroclawski, Wroclaw, Poland.
Artikel

Access_open Theme: introduction to the Dutch system of dismissal and its constituents

The editorial board

Tijdschrift Tijdschrift voor Ontslagrecht, Aflevering 1 2021
Trefwoorden Ontslagrecht, Rechtsvergelijking, Dismissal law
Samenvatting

Artikel

Gelijkebehandelingswetgeving en identiteitsgebonden benoemingsbeleid van orthodox-protestantse scholen

Onzekerheid over consistentie en het enkele feit

Tijdschrift Recht der Werkelijkheid, Aflevering 2 2020
Trefwoorden Equal treatment / anti-discrimination, Orthodox-protestant schools, Religious norms, Semi-autonomous social fields, Uncertainty
Auteurs Mr. dr. Niels Rijke
SamenvattingAuteursinformatie

    Within orthodox-protestant schools in The Netherlands there is growing diversity and uncertainty about internal religious, cultural and social norms. Though orthodox-protestant schools are among the strongest semi-autonomous social fields, where it is difficult for equal treatment law to pervade, this growing diversity and uncertainty about internal norms can make this pervasion possible. The uncertainty about the meaning of the exception clause in equal treatment legislation for the appointment policy of religious schools also affects this.
    Because of the uncertainty about the meaning of the exception clause the position of the school board was strengthened in comparison to the employee, even though the intention of the equal treatment law was the opposite. At a later stage the clarification of the anti-discrimination norm by changing the exception clause has strengthened the position of the employee. Though this is only possible when religious, cultural and social norms are changing. In that case orthodox-protestant schools, as semi-autonomous fields, are more open for the effects of this legal norm.
    Uncertainty about the meaning of the requirement of a consistent appointment policy has led both to tightening as well as relaxation of the policy. In the first place tightening or relaxation of policies depends on the development of religious, cultural and social norms within different school denominations. Thus, uncertainty about internal norms works both contrary as well as strengthening to uncertainty about equal treatment legislation.


Mr. dr. Niels Rijke
Niels Rijke was van 2015 tot 2019 als buitenpromovendus verbonden aan de Universiteit Utrecht en voerde hij onderzoek uit naar identiteitsgebonden benoemingsbeleid ten aanzien van personeel op orthodox-protestantse basis- en middelbare scholen in Nederland in relatie tot mensenrechten.


Claire Toumieux
Claire Toumieux and Susan Ekrami is partner at Allen & Overy LLP in Paris, www.allenovery.com.

Susan Ekrami
Susan Ekrami is a senior associate with Allen & Overy LLP in Paris, www.allenovery.com.
Rulings

ECJ 11 November 2020, Case C-300/19 (Marclean Technologies SLU), Collective Redundancies

UQ – v – Marclean Technologies SLU, Spanish case

Tijdschrift European Employment Law Cases, Aflevering 4 2020
Trefwoorden Collective Redundancies
Samenvatting

    The reference period determining whether a collective dismissal took place, can be any 30-/90-day period in which the largest numbers of relevant dismissals took place.

    Deductions from pensions larger than a certain threshold do not necessarily constitute gender and/or age discrimination.


Andreea Suciu
Andreea Suciu is Managing Partner at Suciu | The Employment Law Firm in Bucharest, Romania.

Teodora Manaila
Teodora Manaila is a Senior Associate at Suciu | The Employment Law Firm in Bucharest, Romania.

    The Employment Appeal Tribunal (EAT) has ruled that the provision under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) which renders changes to employees’ terms and conditions void if they are made because of the transfer applies to changes that are advantageous as well as detrimental to employees. On the facts of the case, this meant that owner-directors who had made significant improvements to their own employment terms before a TUPE transfer could not enforce these against the transferee employer.


Lisa Dafydd
Lisa Dafydd is an associate at Lewis Silkin LLP.

    The Danish Supreme Court recently held that an employer had discharged the reversed burden of proof in a case concerning a physiotherapist who was dismissed shortly after her return from maternity leave.


Christian K. Clasen
Christian K. Clasen is a partner at Norrbom Vinding, Copenhagen.
Pending Cases

Case C-514/20, Paid Leave

DS – v – Koch Personaldienstleistungen GmbH, reference lodged by the Bundesarbeitsgericht (Germany) on 13 October 2020

Tijdschrift European Employment Law Cases, Aflevering 4 2020
Trefwoorden Paid Leave
Rulings

ECJ 25 November 2020, case C-799/19 (Sociálna poisťovňa), Insolvency

NI, OJ, PK – v – Sociálna poisťovňa, Slovak case

Tijdschrift European Employment Law Cases, Aflevering 4 2020
Trefwoorden Insolvency
Samenvatting

    An employer cannot be deemed to be in a ‘state of insolvency’ where an action for enforcement has been brought against him in connection with a judicially recognised claim for compensation, but the claim is deemed irrecoverable in the enforcement proceedings on account of that employer’s informal insolvency.

    This article focuses on the posting of workers in the aviation industry. The main problem is that it is not clear in which situations the Posting of Workers Directive should be applied to aircrew (i.e. cabin crew and pilots). The aviation sector is characterised by a very mobile workforce in which it is possible for employees to provide services from different countries in a very short timeframe. This makes it, to a certain extent, easier for employers to choose the applicable social legislation, which can lead to detrimental working conditions for their aircrew. This article looks into how the Posting of Workers Directive can prevent some air carriers from unilaterally determining the applicable social legislation and makes some suggestions to end unfair social competition in the sector. This article is based on a research report which the authors drafted in 2019 with funding from the European Commission (hereafter the ‘Report’)


Gautier Busschaert
Gautier Busschaert (PhD) is senior associate at the Brussels law firm Van Olmen & Wynant.

Pieter Pecinovsky
Pieter Pecinovsky (PhD) is counsel at the Brussels law firm Van Olmen & Wynant.

    The Austrian Supreme Court has asked preliminary questions about the lawfulness of Section 10(2) of the Austrian Law on Annual Leave which stipulates that an employee is not entitled to an allowance in lieu of annual leave in respect to the current (last) working year if they terminate the employment relationship prematurely without good cause.


Maria Schedle
Maria Schedle is a partner at ENGELBRECHT Rechtsanwalts GmbH.

    On 13 December 2019 the European Free Trade Association (EFTA) Court held that a national provision that renders a father’s entitlement to parental benefits during a shared period of leave dependent on the mother’s situation, but not vice versa, fell outside the scope of Directive 2006/54/EC (the Equal Treatment Directive) since it did not concern “employment and working conditions” within the meaning of Article 14(1)(c) of that Directive. The action brought by the EFTA Surveillance Authority (ESA) was thus dismissed. The Court consequently did not consider whether the Norwegian rules amounted to unlawful discrimination under the Directive. Furthermore, no assessment was made as to the potential breach with the general principle of equality of gender under EEA law, as this had not been pleaded by ESA.


Jonas Thorsdalen Wik
Jonas Thorsdalen Wik is an attorneys-at-law at Hjort Law Firm (Oslo, Norway).

Dag Sørlie Lund
Dag Sørlie Lund is an attorneys-at-law at Hjort Law Firm (Oslo, Norway).

    This case involved an employee who claimed that he was unfairly dismissed for using a trade union to bring a grievance over measures his employer had taken on account of the coronavirus pandemic. The Employment Tribunal (ET) found that he was likely to be able to show at the full hearing of the case that this was an automatically unfair dismissal on grounds of his trade union membership or activities. It awarded the remedy of ‘interim relief’, ordering the employer immediately to reinstate him pending the full trial of the matter. The ET’s decision might signal a potential rise in claims for interim relief in future cases.


David Hopper
David Hopper is a Managing Associate at Lewis Silkin LLP.
Article

Access_open Can Non-discrimination Law Change Hearts and Minds?

Tijdschrift Erasmus Law Review, Aflevering 3 2020
Trefwoorden law and society, social change, discrimination, non-discrimination law, positive action
Auteurs Anita Böcker
SamenvattingAuteursinformatie

    A question that has preoccupied sociolegal scholars for ages is whether law can change ‘hearts and minds’. This article explores whether non-discrimination law can create social change, and, more particularly, whether it can change attitudes and beliefs as well as external behaviour. The first part examines how sociolegal scholars have theorised about the possibility and desirability of using law as an instrument of social change. The second part discusses the findings of empirical research on the social working of various types of non-discrimination law. What conclusions can be drawn about the ability of non-discrimination law to create social change? What factors influence this ability? And can non-discrimination law change people’s hearts and minds as well as their behaviour? The research literature does not provide an unequivocal answer to the latter question. However, the overall picture emerging from the sociolegal literature is that law is generally more likely to bring about changes in external behaviour and that it can influence attitudes and beliefs only indirectly, by altering the situations in which attitudes and opinions are formed.


Anita Böcker
Anita Böcker is associate professor of Sociology of Law at Radboud University, Nijmegen.

    The entry into force of the United Nations Convention on the Rights of Persons with Disabilities (CRPD) pushed state obligations to counter prejudice and stereotypes concerning people with disabilities to the forefront of international human rights law. The CRPD is underpinned by a model of inclusive equality, which views disability as a social construct that results from the interaction between persons with impairments and barriers, including attitudinal barriers, that hinder their participation in society. The recognition dimension of inclusive equality, together with the CRPD’s provisions on awareness raising, mandates that states parties target prejudice and stereotypes about the capabilities and contributions of persons with disabilities to society. Certain human rights treaty bodies, including the Committee on the Rights of Persons with Disabilities and, to a much lesser extent, the Committee on the Elimination of Discrimination against Women, require states to eradicate harmful stereotypes and prejudice about people with disabilities in various forms of interpersonal relationships. This trend is also reflected, to a certain extent, in the jurisprudence of the European Court of Human Rights. This article assesses the extent to which the aforementioned human rights bodies have elaborated positive obligations requiring states to endeavour to change ‘hearts and minds’ about the inherent capabilities and contributions of people with disabilities. It analyses whether these bodies have struck the right balance in elaborating positive obligations to eliminate prejudice and stereotypes in interpersonal relationships. Furthermore, it highlights the convergences or divergences that are evident in the bodies’ approaches to those obligations.


Andrea Broderick
Andrea Broderick is Assistant Professor at the Universiteit Maastricht, the Netherlands.
Article

Access_open South African Mandatory Offers Regime: Assessing Minorities’ Leverage to Seek Recourse and Equal Treatment in Takeover Bids

Tijdschrift Erasmus Law Review, Aflevering 2 2020
Trefwoorden company takeovers, mandatory offers, minority shareholders, equal treatment, acquisition procedure
Auteurs Paul Nkoane
SamenvattingAuteursinformatie

    A firm intention announcement must be made when the offeror is able and willing to acquire securities, and when a mandatory offer must be made. When the firm intention announcement is implemented, some sort of a contract is created. This rule has helped to determine the particular time the offeror should be liable to minorities. The question of when the offeror should bear the obligation to implement mandatory offers in aborted takeovers is thus no more problematic. Previously, the courts wrestled with this issue, but delivered what appears to be unsatisfactory decisions. This article will discuss the effect of a firm intention announcement and the responsibility that attends the making of that announcement. It intends to illustrate the extent of liability the offeror must bear in the event of a lapsed takeover, before and after the making of the firm intention announcement. The article examines the manner in which takeover rules can be enforced, and whether the current measures afford minorities proper protection. This brings to light the issue of equal treatment in takeovers and the fallacy thereof. A minor appraisal of the takeover rules in two jurisdictions in Europe (the United Kingdom and the Netherlands) is conducted to assess how equal treatment for minorities is promoted. Due to the difficulty minorities may experience in enforcing equal treatment in company takeovers, the article advocates for the alteration of the current South African takeover procedure for the promotion of minorities’ interests and for establishing rules that provide the offeror adequate information.


Paul Nkoane
Paul Nkoane is lecturer at the College of Law of the University of South Africa in Pretoria.
Artikel

Access_open Teaching Comparative Law, Pragmatically (Not Practically)

Special Issue on Pragmatism and Legal Education, Sanne Taekema & Thomas Riesthuis (eds.)

Tijdschrift Law and Method, oktober 2020
Trefwoorden comparative legal studies, legal education, pragmatism
Auteurs Alexandra Mercescu
Auteursinformatie

Alexandra Mercescu
Alexandra Mercescu, Ph.D is lecturer at the Department of Public Law, University of Timisoara, Romania.
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