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Slutrapport TITA Lathund för offentliga upphandlingar Här hittar du en enkel guide in i den komplicerade värld som offentlig upphandling kan vara. Men att något är komplicerat behöver ju inte innebära att det är svårt, bara att det krävs förståelse för själva processen. Den här lathunden har ingen ambition att vara heltäckande utan nöjer sig med att ge företag en överblick och ett gäng handfasta tips och råd. Ladda hem lathunden »
Slutrapport TITA Affärsmöjligheter i spåren av ESS och MAX IV
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Slutrapport TITA Affärsmöjligheter i spåren av ESS och MAX IV
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Slutrapport TITA Bilaga 1MAX IV-laboratoriets planerade upphandlingar av varor och tjänster – Ladda hem bilagan »
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TI6 – ESS och MAX IV som tillväxtmotor för det lokala och regionala näringslivet
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Slutrapport TITA Affärsmöjligheter i spåren av ESS & MAX IV Vilka typer av varor och tjänster kommer att efterfrågas i samband med att ESS och Max IV etableras? När kommer dessa behov att uppstå och inom vilka branscher? Hur fungerar upphandlingsprocessen för respektive anläggning? Ladda hem rapporten »

När konkurrenter är samarbetspartners. När affärer är ett medel – inte målet. När spin-off effekterna från etableringen av ESS & MAX IV märks i hela regionen. Då vet du var det började. Du har strax sett filmen. Tillväxt kommer inte av sig självt. Är företagen i din kommun med på tåget?

will employment’ law made more clear

In Arizona, employers and employees have an ”at will” relationship. This means that employees are free to quit at any time, for any reason. Similarly, employers are free to terminate employees without notice or reason. If employees disagree with the reasons they were fired and many of them do they may choose to file wrongful dismissal lawsuits against their employers.

When employees were dismissed for unusual reasons, the outcome of the wrongful dismissal lawsuits was hard to determine. One such case occurred in 1985, when a Scottsdale hospital employee was terminated for refusing to indecently expose herself during a staff performance of the song ”Moon River.” The Arizona Employment Protection Act of 1996 which went into effect on July 20th has set guidelines to make the wrongful termination subject clearer to everyone concerned.

”In the past, employers had no idea if taking a discharge action with an employee would leave them exposed to some form of litigation,” said Phoenix attorney Tom Peppler. ”You can bring 10 claims to the judiciary, and one judge may see your claim differently than the other nine,” he said. ”That judge makes a ruling that becomes a precedent, which permits an expansion of an employee’s right to bring a wholesale jerseys lawsuit under circumstances that could not have been anticipated by either party at the commencement of employment. [With this law], employers can control the circumstances under which individuals are terminated, and understand that, if they do certain things, they might be exposed to a lawsuit. This law has eliminated the haphazard expansion of plaintiff’s claims.”

? Establishes a one year limit on claims. Claims for breach of an employment contract or for wrongful termination must now be filed within one year of the termination date in cases where the written contract, employee handbook or policy manual does not specify a time period in which to bring an action. Previously, some contract claims could be filed up to six years after the employee’s termination date, and wrongful discharge tort claims could be filed as much as two years after termination. This new law does not apply to claims under the Arizona Civil Rights Act concerning discrimination due to race, sex, national origin, handicap or age, or to employment claims brought under federal law.

? Presumes employment relationships can be terminated at will. Under this new law, employment relationships are now presumed to be terminable at will, unless there is an express written agreement stating otherwise such as a written contract signed by both the employee and employer, or a contract described in an employee handbook or manual.

? Limits wrongful termination claims. The Arizona Employee Protection Act limits employees’ wrongful termination claims to breach of contract claims, claims allowed by statute, and cheap nhl jerseys ”public policy” tort claims for wrongful termination. The Act also restricts these claims to cases in which the statute does not provide a remedy. (For example, employees could not bring a wrongful discharge tort action for violation of an OSHA regulation, because OSHA already has a remedy for dealing with violations.) Tort claims for wrongful discharge can also be made if the employee is fired for refusing to break the law, or if an employee ”blows the whistle” on someone who they believe to be breaking the law.

? Expands sexual harassment claims. The Arizona Employment Protection Act has expanded the definition of ”employer” in the case of sexual harassment to be any person with one or more employees in the cheap nhl jerseys china current or preceding calendar year. Previously, sexual harassment claims could not be made against companies with fewer than 15 employees.

”This legislative change has helped clarify a number of issues between employers and employees concerning terminating employment that were ambiguous in the past,” said Joe Dean, Arizona Small Business Advocate for the state of Arizona. ”Hopefully the legislation will help avoid some litigation, from both employers and employees, by clearly identifying several points. I think it’s a good law,” he said.

Ingrid Murro Botero is president of Murro Consulting Inc., a Phoenix management consulting and corporate outplacement firm. She can be reached by phone at 224 5000 or (800) 266 8776, by fax at 224 0620, or by mail at 2111 cheap authentic jerseys E. Highland Ave., Suite 145, Phoenix AZ 85016.Articles Connexes: