Measuring firing costs: The case for direct methods

Freyens, Benoit

doi:10.1111/j.1564-913x.2010.00088.x

Cited by 4 publications

(2 citation statements)

References 66 publications

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“…However, beyond these limitations, one can see a wide range of possibilities to continue this work on the French case, and primarily on the leeway for firms to avoid collective dismissals by using alternative types of contract termination. Therefore, this article should be seen as an attempt to contribute to the discussion on EPL provisions for the French context, relying on observed behaviors to supplement dismissal cost estimation (Freyens 2010).…”

Section: Resultsmentioning

confidence: 99%

Individual dismissals for personal and economic reasons in French firms: One or two models?

Signoretto

Valentin

2019

Eur J Law Econ

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Most OECD countries divide dismissals into different types, depending on their grounds, as either disciplinary or economic. Restricted to individual dismissals, this article seeks to better understand how the differences between these two grounds with regard to statutory provisions result in the dismissal behavior of employers. Do employers choose this designation to minimize termination costs (severance payment and damages)? Using an original database of French establishments from 1999 to 2009, this article aims to analyze the factors influencing employers' use of economic and personal dismissals, providing insights into the enforcement capability of legal dismissal rules and the part played by strategic behavior. In our view, strategic behaviors should be reflected in the factors influencing both types of dismissal decisions identically, whereas compliance with legal provisions induces contrasting influences. Thus, the hypothesis tested-called the uniqueness of the model of dismissal-is the absence of specificity of the determinants, especially regarding the economic conditions of the firm and related human resource management characteristics, between the two types of dismissal. The results highlight the existence of two quite different models of dismissal even though the personal dismissal determinants are not orthogonal to the economic conditions of the firm. Economic dismissals are essentially explained by the economic conditions of firms, whereas personal dismissals are linked to the propensity of human resource management to retain employees.

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Section: Resultsmentioning

confidence: 99%

Individual dismissals for personal and economic reasons in French firms: One or two models?

Signoretto

Valentin

2019

Eur J Law Econ

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“…Mean rate Maximum and minimum rates P o l a n d S p a i n P o r t u g a l G e r m a n y I t a l y S l o v e n i a F r a n c e B u l g a r i a H u n g a r y A u s t r i a E s t o n i a R o m a n i a G r e e c e L i t h u a n i a G r e a t B r i t a i n C y p r u s I r e l a n d Great Britain is not alone in trying to reform its employment rights adjudication system, however. Australia, New Zealand, and some other OECD countries are also revamping state-sponsored arbitration of employment dismissal disputes, with a similar emphasis on measures to strengthen job creation and business efficiency [2]. The challenge for policymakers is to balance appropriate employee protections with efficiency gains through adjustments to the enforcement apparatus.…”

Section: Discussion Of Pros and Cons Recent Policy Reform In Great Brmentioning

confidence: 99%

The economics of employment tribunals

Latreille¹

2017

izawol

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The Impact of the Crisis on Employment and the Role of Labour Market Institutions

et al. 2010

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The Impact of the Crisis on Employment and the Role of Labour Market InstitutionsThe paper takes a comparative perspective on the labour market impact on G20 and EU countries of the financial and economic crisis that began in 2008. It starts from the observation that the decline in employment and rise in unemployment in relation to output or GDP reductions varies significantly across countries. It examines the impacts from an institutional perspective taking into account different channels of external, internal and wage flexibility determined by both the institutional arrangements in place before the crisis and discretionary reforms implemented during the crisis. Emphasis is placed on the role of permanent and temporary jobs, working time adjustment, wage flexibility and active and passive labour market policies. The paper shows that, at least for the time being, unemployment increases have been contained in countries with comparatively strong internal flexibility. At the same time, however, it appears that the crisis has -at least in some casescontributed to a further dualization of labour markets given that risks are allocated unequally across types of employment.

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Measuring firing costs: The case for direct methods

Cited by 4 publications

References 66 publications

Individual dismissals for personal and economic reasons in French firms: One or two models?

Individual dismissals for personal and economic reasons in French firms: One or two models?

The economics of employment tribunals

The Impact of the Crisis on Employment and the Role of Labour Market Institutions

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