This eBook edition of "The Fixed Period" has been formatted to the highest digital standards and adjusted for readability on all devices. The citizens of Britannula have come up with a unique idea of having young leaders in their government by executing everyone who is above 67 years of age by a method called "deposition." No one suspects anything until some people begin approaching the dreaded age… Anthony Trollope (1815–1882) was a prolific English novelist of the Victorian era.

This eBook features the unabridged text of ‘The Fixed Period’ from the bestselling edition of ‘The Complete Works of Anthony Trollope’. Having established their name as the leading publisher of classic literature and art, Delphi Classics produce publications that are individually crafted with superior formatting, while introducing many rare texts for the first time in digital print. The Delphi Classics edition of Trollope includes original annotations and illustrations relating to the life and works of the author, as well as individual tables of contents, allowing you to navigate eBooks quickly and easily. eBook features: * The complete unabridged text of ‘The Fixed Period’ * Beautifully illustrated with images related to Trollope’s works * Individual contents table, allowing easy navigation around the eBook * Excellent formatting of the textPlease visit www.delphiclassics.com to learn more about our wide range of titles

In recent decades enterprises worldwide have reaped advantages of hiring employees on a contractual fixed-term basis, thus derogating from their traditional participation in the social protection of workers and insulating themselves from legal liability for unjust dismissal. A broad spectrum of effectiveness has emerged in this development, as different countries have adopted varying measures to regulate the conditions under which fixed- term employment contracts are written, applied, and interpreted. This important book --- which reprints papers submitted to the 10th Comparative Labour Law Seminar of the Japan Institute for Labour Policy and Training held in Tokyo on 8 and 9 March 2010 - details the regulatory approaches to fixed-term contracts in major industrial jurisdictions in Asia and Europe, providing an opportunity to explore normative directions for labour law and policy in the age of a diversified workforce. Nine Knowledgeable and experienced contributors describe and analyse the legal status of fixed-term employment contracts (including relevant case law) in Australia, Britain, China, France, Germany, Japan, Korea, Sweden, and Taiwan. Each author takes into account evaluations from scholars, policymakers, and stakeholders to his or her country's regulatory approach to fixed-term employment contracts, revealing an array of responses ranging from a view that such contracts enhance employment opportunities in society to advocating suppression of their use as inherently abusive and discriminatory. The combined effect of these nine essays is to greatly increase our awareness of the nature of fixed-term employment contracts, from their fundamental value as social policy instruments to their inextricable connection with the law of dismissal. The book sets the stage for deeper and more firmly grounded work that promises to elucidate the underlying pattern of a new employer-employee relationship emerging on a worldwide scale.

Tolley’s Managing Fixed-Term and Part-Time Workers is an essential tool for HR directors and managers, and their advisers. This timely handbook contains comprehensive coverage of the legal and practical implications of the new Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 and the EC Directive on Fixed-Term Work. With almost a quarter of the total UK working population engaged on part-time contracts, there has never been a greater need for employers to understand the latest rights and duties owed to those who work on a part-time, intermittent or job-share basis. This invaluable resource will show you how to deal fairly with agency temps, contractors, freelancers, casual workers, seasonal workers, students working during vacations, part-time employees and temporary workers engaged to cover short-term absence. Combining coverage of the legal background with practical advice on how to ensure your policies and procedures comply with the law, this handbook will enable you to: - understand the laws that impact upon successive fixed-term contracts - treat part-time staff fairly and avoid claims of unlawful discrimination from women who form the majority of the UK’s part-time workforce - draft your own documents using key sample documents – letters of employment, contract clauses and employment policies - save time by giving you access to comprehensive legal and tactical information in one unique handbook, featuring questions and answers, checklists and case studies for ease of use - ensure you are complying with the laws governing equality of treatment for fixed-term and part-time workers This accessible guide explains the latest legislation and case law and offers an array of practical tips and tools to help ensure fairness of treatment for fixed-term and part-time employees.

This is the 2nd report from the Political and Constitutional Reform Committee (HCP 436, session 2010-11, ISBN 9780215554772), and examines the Fixed Terms Parliament Bill (HCB 64, session 2001-11, ISBN 9780215546296). The principle behind the Fixed-Term Parliaments Bill is that it is wrong that a Prime Minister should be able to time a general election to his own partisan advantage. Due to the speed of the Bill being expedited through Parliament, there has been no prior consultation on pre-legislation, which the Committee believes the issue deserves. If the Bill is enacted, the Committee expects that future Parliaments would run for their full fixed term, and that this will become an unremarkable aspect of our modern democracy. The proposed requirement for a super-majority in the House of Commons to vote for an early general election is novel for the United Kingdom, and the consequences of the provisions for confidence motions contained in the Bill are uncertain. The report proposes two options that the House may wish to explore as possible ways of simplifying the provisions in the Bill for ending the fixed term prematurely: (i) a super-majority might not be necessary if a Parliament following an early general election lasted for only as long as the remainder of the term of the previous Parliament; (ii) a super-majority could be dispensed with if an early general election could be called only with cross-party agreement. Dispensing with the super-majority could also arguably avoid the need for separate provision for an early general election where no government could be formed that commanded the confidence of the House. The Clerk of the House believes that the Bill as currently drafted could allow the courts to question aspects of the House's internal proceedings.

This report considers the Fixed-term Parliaments Bill which would remove the Prime Minister's power to call an election at the time of his choosing, and sets a five year fixed term, subject to the possibility of early dissolution following a vote by the House of Commons. It examines the key issues of the Bill's principals as well as the process by which it was brought forward. The Committee takes the view that the origins and content of the Bill owe more to short-term considerations than to a mature assessment of enduring constitutional principles or sustained public demand. In the view of the majority of the Committee, the shift from a five year maximum to five year norm would inconsistent with the Government's stated aim of making the legislature more accountable; with existing constitutional practice; and with the practice of the devolved institutions and the clear majority in international legislatures. However the Committee does accept that an elected government should have a full term in which to develop their policies and take their legislative programme through Parliament. It considers a four year term should be adopted for any fixed-term arrangement at Westminster. Potential date clashes with elections to the devolved institutions should also be avoided. Some form of safety valve which would allow for an early election in circumstances such as the government losing the confidence of the Commons or where a political or economic crisis has affected the country is also necessary. The report also makes several specific recommendations for amendments for the Bill.

Following the passage of the Fixed-term Parliaments Act 2011, the date of the next general election has been fixed by statute for 7 May 2015. Greater certainty about the date of the next general election has created a unique opportunity to consider how best this final year can be spent, and the Committee has heard that there is scope both to enhance the quality of public policy debate, and also to better prepare for the next Parliament. Key recommendations are: that this final year be used by the Government, Parliament and political parties to consider some of the long-term issues that will need to be addressed in the next Parliament; arrangements for pre-election contacts between the Civil Service and Opposition be formalised and authorised automatically in the final year of a Parliament, and that the Cabinet Manual should be updated to that effect; that parties work to develop a consensus, before the next general election, on how party policy could most effectively be costed ahead of future general elections - this would improve both policy formation and debate ahead of a general election. Achieving this will require active engagement from the Government, parliamentarians and political parties, and the Committee hopes they will all appreciate the potential for a constructive year ahead of the next general election, and support the recommendations.