Sonia Mckay - Academia.edu (original) (raw)

Papers by Sonia Mckay

International Journal of Comparative Labour Law and Industrial Relations

It is argued that accessing decent work and employment is among the most effective ways of integr... more It is argued that accessing decent work and employment is among the most effective ways of integrating people and encouraging social cohesion, and it was within this framework of understanding that, just over ten years ago, two Directives were passed: Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in accessing employment and while in work and Council Directive 2000/43/EC of 29 June 2000 implementing the principle of equal treatment between persons irrespective of racial or ethnic origin.1 The Equality Directives do more than simply locate equality issues within the workplace. They also place a particular responsibility on Member States to promote social dialogue between the social partners, employers, and trade unions to work towards the promotion of equality. This article considers the extent to which the directives have been successful in this regard through an examination of initiatives taken by Europe's trade unions to f...

Publisher Summary This chapter presents some suggestions for dealing with various information tec... more Publisher Summary This chapter presents some suggestions for dealing with various information technology-(IT) related issues faced by a company. A major issue that has to be considered is the potential impact on the business of systems or network failures, especially where there is heavy reliance on electronic communication. Software requirements should be analyzed in detail and decisions should be taken on whether to develop bespoke software or make use of standard software packages. Staff training and the development of clear operations manuals should be considered as part of the IT strategy and appropriate attention should be paid to legal requirements on the retention of accounting and other records and the need to ensure that they remain accessible for the specified period of time. The IT-related security issues that have to be considered include the physical security of equipment, access and processing controls, and protection against viruses and other systems invasions. Proce...

Transfer: European Review of Labour and Research, 2008

The opening up of the European Union has encouraged a shutting down of borders to third-country n... more The opening up of the European Union has encouraged a shutting down of borders to third-country nationals and in almost every Member State measures have been put in place to restrict such immigration. The consequences, as this article demonstrates, will be first to drive more people into undocumented status, with an accompanying worsening of employment rights and secondly, to racialise migration, through entry rights being denied primarily to those from the developing South. The UK is introducing a points-based system that limits entry from outside the EU to the highly skilled, and the government is at the same time targeting ‘illegal working’. Based on recent interviews, this article demonstrates the immediate and negative impact of some of these measures on migrants already working in the UK.

European Labour Law Journal, 2014

This article deals with the transnational aspects of undeclared work and the role of EU legislati... more This article deals with the transnational aspects of undeclared work and the role of EU legislation, focusing on four key areas: the informal posting of workers between Member States, including false posting; the presence of third-country nationals on the territory without work permission and thus working in the informal sectors of the economy; cross-border informal work; as well as on social security and welfare benefits in the context of transnational mobility. The article acknowledges a global trend supported by policy at EU and national state levels, that favours temporary, circular and selective migration,1 and that consequently also creates the conditions in which undeclared work grows, either because individuals stay on after the period of temporary migration and work in the informal sector, or because the very temporary nature of their stay, as the article argues, is not conducive to the declaration of work and income, in conditions where workers do not experience returns on...

Living on the Margins, 2016

Temporary Labour Migration in the Global Era

While every care has been taken to ensure the accuracy of this work, no responsibility for loss o... more While every care has been taken to ensure the accuracy of this work, no responsibility for loss or damage occasioned to any person acting or refraining from action as a result of any statement in it can be accepted by the authors, editors or publishers. Ali UK Government legislation and other public sector information used in the work is Crown Copyright©. Ali House of Lords and House of Commons information used in the work is Parliamentary Copyright©. This information is reused under the terms of the Open Government Licence v3.0 (http:/ /www.nationalarchives.gov.uk/doc/open-government-licence/version/3) except where otherwise stated. Ali Eur-lex material used in the work is© European Union, http://eur-lex.europa.eu/, 1998-2019. A catalogue record for this book is available from the British Library. Library of Congress Cataloging-in-Publication Data Names: Temporary labour migration in the global era (2015 : Oiíati, Spain) Howe, Joanna, editor. Owens, Rosemary J., editor. 1 Ofí.ari lnternational Institute for the Sociology of Law, sponsoring body.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on various issues related to treasury management. Treasury... more Publisher Summary This chapter focuses on various issues related to treasury management. Treasury essentially deals with the management of the balance sheet, funding, and financial risk of a business, and it requires an understanding of how the financial markets work, how to manage relationships with them, and how to use them to the company's advantage. It is advisable to develop a written statement of treasury policy, even in a smaller business, and a framework should be established for the proper appraisal of proposed projects and investments. The company should have a written policy for its banking arrangements and key performance indicators should be identified and actual performance in these areas should be reported regularly to the management. All companies, other than those that qualify as small, must give certain information about the use of financial instruments in the directors' report. Accounting standards require listed companies and those adopting fair value accounting to give detailed disclosures on financial instruments and other treasury issues in the notes to the accounts, and other companies are encouraged to provide equivalent information where relevant. The numerical disclosures are intended to assist in the evaluation of the entity's exposure to potentially significant risk and separate requirements are set out for banks and similar institutions, other financial institutions, and other entities.

Finance Director's Handbook, 2009

Publisher Summary Strategic planning and management is used to assess the potential of the busine... more Publisher Summary Strategic planning and management is used to assess the potential of the business and define its long-term goals. Strategic planning usually focuses around key marketing and financial issues and it usually involves a considerable amount of preliminary research and other preparation. Strategic management workshops can be used to secure the commitment and involvement of every member of the executive team, and to develop a clear sense of collective responsibility. The preparation of a detailed strategic plan provides an opportunity to carry out an objective assessment of potential business opportunities, trends, and developments. The process usually begins with the development of a concise vision statement and the next stage involves an objective, critical, and realistic assessment of current performance. Strategic options should be identified and evaluated for each major element of the business and for the business as a whole. For this, the organizational structure of the business may also need to be reconsidered. The preparation of a detailed business plan should flow naturally from the strategic planning process and it should turn the overall vision into more detailed financial projections for the next three to five years. The tone of the document should be positive; however, it should also include a realistic assessment of potential difficulties and how these would be handled. Actual performance should be measured against the plan on a regular basis and the plan should also be updated to reflect any significant changes that have been agreed.

Finance Director's Handbook, 2009

Publisher Summary This chapter presents some tips and suggestions for the directors of a company ... more Publisher Summary This chapter presents some tips and suggestions for the directors of a company to deal with various remuneration-related issues. Remuneration planning is an important tool in attracting and retaining high-quality staff and a number of benefits can be offered at little or no cost to the employer. Wider issues such as working patterns, training and development and career progression can be equally important to attract many employees. Other instruments such as bonus schemes or share incentive schemes can be used to help reward and retain key members of staff. Schemes that give each employee a degree of flexibility over the benefits they receive are particularly helpful to couples where both partners work and might otherwise be offered similar benefits. Employee share schemes must meet certain conditions in order to be approved by the HRMC, and Employer's National Insurance Contributions are also payable on gains made by directors and employees on the exercise of share options under unapproved schemes. The FRS 20 and IFRS 2 Share-based Payment generally require an appropriate expense to be recognized in the profit and loss account in the period in which the related services are received and certain companies are allowed to purchase their own shares and hold them in treasury, and then sell them or transfer them to an employee share scheme. Company car schemes have generally become less popular as a result of recent changes to the taxation system for this particular form of benefit and Employer's National Insurance Contributions are also payable on car and fuel benefits paid to directors and higher paid employees.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on fraud and related issues and on the prevention and dete... more Publisher Summary This chapter focuses on fraud and related issues and on the prevention and detection of fraud. Fraud encompasses the use of deception to obtain unjust or illegal financial gain, and intentional misrepresentations affecting the financial statements. The nature of fraud usually depends on the type of business, the reason for the fraud, and on the person perpetrating it. Fraud may involve an individual or a group of people, and may involve management, employees or third parties, or a combination of these. The two key factors that encourage fraud are motive and opportunity. Where accounting manipulation is usually driven by business pressures, other forms of fraud are usually driven by personal pressures. The Fraud Advisory Panel was established in 1996, on the initiative of the Institute of Chartered Accountants in England and Wales (ICAEW), which acts as a focal point for the generation and exchange of ideas and information aimed at fighting fraud in its various forms. The members of the panel are drawn from the legal and accountancy professions, industry and commerce, the academic world, the police, and a range of government and quasi-governmental bodies. Company directors have a collective responsibility for taking reasonable steps to prevent and detect fraud and other irregularities, and an internal audit function can help the management to identify and assess fraud risk and develop appropriate systems and controls. External auditors are required to plan their work so that they have a reasonable expectation of detecting material errors and misstatements arising from fraud, but they do not have a responsibility to detect all fraud or error that may exist within a business. Rigorous personnel procedures, for both permanent and temporary staff, can help to reduce the risk of fraud and steps should be taken to correct any missing or weak controls.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on various employment-related issues faced by a company an... more Publisher Summary This chapter focuses on various employment-related issues faced by a company and on the employees' rights. The standard test used to establish whether someone is an employee is whether their work is normally directed and under a real element of control by their employer and there are mutual obligations to provide and perform work. Whether workers are full-time or part-time does not affect their statutory employment rights and there is a legal duty on employers to ensure that part-time workers are treated equally. The recruitment procedures should be gender and race neutral and an offer of a job and its acceptance creates a legally binding contract. Employment contracts can be in writing or oral, and can consist of statutory, implied and express terms and employers must give all employees a ‘principle statement’ containing certain details of the contract in writing within two months of the commencement of employment. If an employer is intending to change contracts, there must be consultation with the union, if recognized, or with employee representatives before the change is introduced. A company can end an employment contract by giving contractual notice. After one month's continuous employment, the minimum notice is one week. The maximum statutory notice with 12 or more years' service is 12 weeks. The companies should also ensure that policies are in place to address issues of harassment at work, whether based on sex, race, disability, sexuality, religion or belief, age or transsexuality.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on the duties of directors as prescribed by company law. T... more Publisher Summary This chapter focuses on the duties of directors as prescribed by company law. The Companies Act 2006 includes a statutory statement of directors' duties, based on the principles that previously applied under common law and case law. A company director has fiduciary duties to the company (as a separate legal entity) and to its members as a whole, in addition to various legal responsibilities that apply to anyone running a business. A director must act in accordance with the company's constitution and in the way most likely to promote the success of the company for the benefit of the members as a whole. He or she should not enter into a transaction involving a personal interest unless he or she has disclosed that interest as required by company law. A director or former director must not use company property or information for his/her own benefit unless such use has been properly authorized and must not accept any benefit conferred by a third party unless acceptance has been properly authorized, or the benefit is necessarily incidental to the proper performance of his/her role as director. He or she must ensure that they do not infringe provisions on insider dealing when entering into transactions involving the company's shares and debenture. Under insolvency law, a liquidator can apply to the court for a director or former director to contribute personally to the company's assets if he/she knew, or should have known, that there was no prospect of the company avoiding going into insolvent liquidation. Directors also have a duty to keep proper accounting records and to prepare annual accounts for the company or group.

Finance Director's Handbook, 2009

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on various issues related to company secretarial, such as ... more Publisher Summary This chapter focuses on various issues related to company secretarial, such as role of company secretary, statutory books and registers, returns and forms, meetings, and other related administrative matters. Company law requires every public company to appoint a company secretary, but there is no longer a statutory requirement for private companies to do so. The company secretary may also be a director of the company, except where the company has only one director. The company's articles of association will usually set out detailed provisions on the appointment and removal of the company secretary. In the case of a public company, the directors must take reasonable steps to ensure that the person appointed has the requisite knowledge and experience to fulfill the role. As the company secretary is an officer of the company, he or she may be held criminally liable for any defaults committed by the company. The law also requires every company to keep a number of statutory books and registers, even if there are currently no entries to be made in them. Statutory books and registers need not be maintained in bound format, provided that adequate measures are taken to prevent or detect any falsification. Every public company has to keep a register of notified interests in its shares, and this must be kept at the registered office or with the register of members. A change in the location of the company's registered office takes effect from the date that it is registered by the registrar, although documents can be validly served at the previous address for a further 14 days.

Media, Culture & Society, 2009

Over the last few decades, employment in the audio-visual sector has become increasingly fragment... more Over the last few decades, employment in the audio-visual sector has become increasingly fragmented and insecure. Skillset, the sector skills council for the audio-visual (AV) industries claims that 50 percent of London's AV workers are now employed as ...

Labor History, 2011

... View full textDownload full text Full access. DOI: 10.1080/0023656X.2011.632516 Craig Phelan ... more ... View full textDownload full text Full access. DOI: 10.1080/0023656X.2011.632516 Craig Phelan a , Aditya Nigam b * , Sonia McKay c * , Jan Breman d * & Rohini Hensman * pages 535-562. ...Aditya Nigam. Centre for the Study of Developing Societies, Delhi. aditya@csds.in. ...

International Journal of Comparative Labour Law and Industrial Relations

It is argued that accessing decent work and employment is among the most effective ways of integr... more It is argued that accessing decent work and employment is among the most effective ways of integrating people and encouraging social cohesion, and it was within this framework of understanding that, just over ten years ago, two Directives were passed: Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in accessing employment and while in work and Council Directive 2000/43/EC of 29 June 2000 implementing the principle of equal treatment between persons irrespective of racial or ethnic origin.1 The Equality Directives do more than simply locate equality issues within the workplace. They also place a particular responsibility on Member States to promote social dialogue between the social partners, employers, and trade unions to work towards the promotion of equality. This article considers the extent to which the directives have been successful in this regard through an examination of initiatives taken by Europe's trade unions to f...

Publisher Summary This chapter presents some suggestions for dealing with various information tec... more Publisher Summary This chapter presents some suggestions for dealing with various information technology-(IT) related issues faced by a company. A major issue that has to be considered is the potential impact on the business of systems or network failures, especially where there is heavy reliance on electronic communication. Software requirements should be analyzed in detail and decisions should be taken on whether to develop bespoke software or make use of standard software packages. Staff training and the development of clear operations manuals should be considered as part of the IT strategy and appropriate attention should be paid to legal requirements on the retention of accounting and other records and the need to ensure that they remain accessible for the specified period of time. The IT-related security issues that have to be considered include the physical security of equipment, access and processing controls, and protection against viruses and other systems invasions. Proce...

Transfer: European Review of Labour and Research, 2008

The opening up of the European Union has encouraged a shutting down of borders to third-country n... more The opening up of the European Union has encouraged a shutting down of borders to third-country nationals and in almost every Member State measures have been put in place to restrict such immigration. The consequences, as this article demonstrates, will be first to drive more people into undocumented status, with an accompanying worsening of employment rights and secondly, to racialise migration, through entry rights being denied primarily to those from the developing South. The UK is introducing a points-based system that limits entry from outside the EU to the highly skilled, and the government is at the same time targeting ‘illegal working’. Based on recent interviews, this article demonstrates the immediate and negative impact of some of these measures on migrants already working in the UK.

European Labour Law Journal, 2014

This article deals with the transnational aspects of undeclared work and the role of EU legislati... more This article deals with the transnational aspects of undeclared work and the role of EU legislation, focusing on four key areas: the informal posting of workers between Member States, including false posting; the presence of third-country nationals on the territory without work permission and thus working in the informal sectors of the economy; cross-border informal work; as well as on social security and welfare benefits in the context of transnational mobility. The article acknowledges a global trend supported by policy at EU and national state levels, that favours temporary, circular and selective migration,1 and that consequently also creates the conditions in which undeclared work grows, either because individuals stay on after the period of temporary migration and work in the informal sector, or because the very temporary nature of their stay, as the article argues, is not conducive to the declaration of work and income, in conditions where workers do not experience returns on...

Living on the Margins, 2016

Temporary Labour Migration in the Global Era

While every care has been taken to ensure the accuracy of this work, no responsibility for loss o... more While every care has been taken to ensure the accuracy of this work, no responsibility for loss or damage occasioned to any person acting or refraining from action as a result of any statement in it can be accepted by the authors, editors or publishers. Ali UK Government legislation and other public sector information used in the work is Crown Copyright©. Ali House of Lords and House of Commons information used in the work is Parliamentary Copyright©. This information is reused under the terms of the Open Government Licence v3.0 (http:/ /www.nationalarchives.gov.uk/doc/open-government-licence/version/3) except where otherwise stated. Ali Eur-lex material used in the work is© European Union, http://eur-lex.europa.eu/, 1998-2019. A catalogue record for this book is available from the British Library. Library of Congress Cataloging-in-Publication Data Names: Temporary labour migration in the global era (2015 : Oiíati, Spain) Howe, Joanna, editor. Owens, Rosemary J., editor. 1 Ofí.ari lnternational Institute for the Sociology of Law, sponsoring body.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on various issues related to treasury management. Treasury... more Publisher Summary This chapter focuses on various issues related to treasury management. Treasury essentially deals with the management of the balance sheet, funding, and financial risk of a business, and it requires an understanding of how the financial markets work, how to manage relationships with them, and how to use them to the company's advantage. It is advisable to develop a written statement of treasury policy, even in a smaller business, and a framework should be established for the proper appraisal of proposed projects and investments. The company should have a written policy for its banking arrangements and key performance indicators should be identified and actual performance in these areas should be reported regularly to the management. All companies, other than those that qualify as small, must give certain information about the use of financial instruments in the directors' report. Accounting standards require listed companies and those adopting fair value accounting to give detailed disclosures on financial instruments and other treasury issues in the notes to the accounts, and other companies are encouraged to provide equivalent information where relevant. The numerical disclosures are intended to assist in the evaluation of the entity's exposure to potentially significant risk and separate requirements are set out for banks and similar institutions, other financial institutions, and other entities.

Finance Director's Handbook, 2009

Publisher Summary Strategic planning and management is used to assess the potential of the busine... more Publisher Summary Strategic planning and management is used to assess the potential of the business and define its long-term goals. Strategic planning usually focuses around key marketing and financial issues and it usually involves a considerable amount of preliminary research and other preparation. Strategic management workshops can be used to secure the commitment and involvement of every member of the executive team, and to develop a clear sense of collective responsibility. The preparation of a detailed strategic plan provides an opportunity to carry out an objective assessment of potential business opportunities, trends, and developments. The process usually begins with the development of a concise vision statement and the next stage involves an objective, critical, and realistic assessment of current performance. Strategic options should be identified and evaluated for each major element of the business and for the business as a whole. For this, the organizational structure of the business may also need to be reconsidered. The preparation of a detailed business plan should flow naturally from the strategic planning process and it should turn the overall vision into more detailed financial projections for the next three to five years. The tone of the document should be positive; however, it should also include a realistic assessment of potential difficulties and how these would be handled. Actual performance should be measured against the plan on a regular basis and the plan should also be updated to reflect any significant changes that have been agreed.

Finance Director's Handbook, 2009

Publisher Summary This chapter presents some tips and suggestions for the directors of a company ... more Publisher Summary This chapter presents some tips and suggestions for the directors of a company to deal with various remuneration-related issues. Remuneration planning is an important tool in attracting and retaining high-quality staff and a number of benefits can be offered at little or no cost to the employer. Wider issues such as working patterns, training and development and career progression can be equally important to attract many employees. Other instruments such as bonus schemes or share incentive schemes can be used to help reward and retain key members of staff. Schemes that give each employee a degree of flexibility over the benefits they receive are particularly helpful to couples where both partners work and might otherwise be offered similar benefits. Employee share schemes must meet certain conditions in order to be approved by the HRMC, and Employer's National Insurance Contributions are also payable on gains made by directors and employees on the exercise of share options under unapproved schemes. The FRS 20 and IFRS 2 Share-based Payment generally require an appropriate expense to be recognized in the profit and loss account in the period in which the related services are received and certain companies are allowed to purchase their own shares and hold them in treasury, and then sell them or transfer them to an employee share scheme. Company car schemes have generally become less popular as a result of recent changes to the taxation system for this particular form of benefit and Employer's National Insurance Contributions are also payable on car and fuel benefits paid to directors and higher paid employees.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on fraud and related issues and on the prevention and dete... more Publisher Summary This chapter focuses on fraud and related issues and on the prevention and detection of fraud. Fraud encompasses the use of deception to obtain unjust or illegal financial gain, and intentional misrepresentations affecting the financial statements. The nature of fraud usually depends on the type of business, the reason for the fraud, and on the person perpetrating it. Fraud may involve an individual or a group of people, and may involve management, employees or third parties, or a combination of these. The two key factors that encourage fraud are motive and opportunity. Where accounting manipulation is usually driven by business pressures, other forms of fraud are usually driven by personal pressures. The Fraud Advisory Panel was established in 1996, on the initiative of the Institute of Chartered Accountants in England and Wales (ICAEW), which acts as a focal point for the generation and exchange of ideas and information aimed at fighting fraud in its various forms. The members of the panel are drawn from the legal and accountancy professions, industry and commerce, the academic world, the police, and a range of government and quasi-governmental bodies. Company directors have a collective responsibility for taking reasonable steps to prevent and detect fraud and other irregularities, and an internal audit function can help the management to identify and assess fraud risk and develop appropriate systems and controls. External auditors are required to plan their work so that they have a reasonable expectation of detecting material errors and misstatements arising from fraud, but they do not have a responsibility to detect all fraud or error that may exist within a business. Rigorous personnel procedures, for both permanent and temporary staff, can help to reduce the risk of fraud and steps should be taken to correct any missing or weak controls.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on various employment-related issues faced by a company an... more Publisher Summary This chapter focuses on various employment-related issues faced by a company and on the employees' rights. The standard test used to establish whether someone is an employee is whether their work is normally directed and under a real element of control by their employer and there are mutual obligations to provide and perform work. Whether workers are full-time or part-time does not affect their statutory employment rights and there is a legal duty on employers to ensure that part-time workers are treated equally. The recruitment procedures should be gender and race neutral and an offer of a job and its acceptance creates a legally binding contract. Employment contracts can be in writing or oral, and can consist of statutory, implied and express terms and employers must give all employees a ‘principle statement’ containing certain details of the contract in writing within two months of the commencement of employment. If an employer is intending to change contracts, there must be consultation with the union, if recognized, or with employee representatives before the change is introduced. A company can end an employment contract by giving contractual notice. After one month's continuous employment, the minimum notice is one week. The maximum statutory notice with 12 or more years' service is 12 weeks. The companies should also ensure that policies are in place to address issues of harassment at work, whether based on sex, race, disability, sexuality, religion or belief, age or transsexuality.

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on the duties of directors as prescribed by company law. T... more Publisher Summary This chapter focuses on the duties of directors as prescribed by company law. The Companies Act 2006 includes a statutory statement of directors' duties, based on the principles that previously applied under common law and case law. A company director has fiduciary duties to the company (as a separate legal entity) and to its members as a whole, in addition to various legal responsibilities that apply to anyone running a business. A director must act in accordance with the company's constitution and in the way most likely to promote the success of the company for the benefit of the members as a whole. He or she should not enter into a transaction involving a personal interest unless he or she has disclosed that interest as required by company law. A director or former director must not use company property or information for his/her own benefit unless such use has been properly authorized and must not accept any benefit conferred by a third party unless acceptance has been properly authorized, or the benefit is necessarily incidental to the proper performance of his/her role as director. He or she must ensure that they do not infringe provisions on insider dealing when entering into transactions involving the company's shares and debenture. Under insolvency law, a liquidator can apply to the court for a director or former director to contribute personally to the company's assets if he/she knew, or should have known, that there was no prospect of the company avoiding going into insolvent liquidation. Directors also have a duty to keep proper accounting records and to prepare annual accounts for the company or group.

Finance Director's Handbook, 2009

Finance Director's Handbook, 2009

Publisher Summary This chapter focuses on various issues related to company secretarial, such as ... more Publisher Summary This chapter focuses on various issues related to company secretarial, such as role of company secretary, statutory books and registers, returns and forms, meetings, and other related administrative matters. Company law requires every public company to appoint a company secretary, but there is no longer a statutory requirement for private companies to do so. The company secretary may also be a director of the company, except where the company has only one director. The company's articles of association will usually set out detailed provisions on the appointment and removal of the company secretary. In the case of a public company, the directors must take reasonable steps to ensure that the person appointed has the requisite knowledge and experience to fulfill the role. As the company secretary is an officer of the company, he or she may be held criminally liable for any defaults committed by the company. The law also requires every company to keep a number of statutory books and registers, even if there are currently no entries to be made in them. Statutory books and registers need not be maintained in bound format, provided that adequate measures are taken to prevent or detect any falsification. Every public company has to keep a register of notified interests in its shares, and this must be kept at the registered office or with the register of members. A change in the location of the company's registered office takes effect from the date that it is registered by the registrar, although documents can be validly served at the previous address for a further 14 days.

Media, Culture & Society, 2009

Over the last few decades, employment in the audio-visual sector has become increasingly fragment... more Over the last few decades, employment in the audio-visual sector has become increasingly fragmented and insecure. Skillset, the sector skills council for the audio-visual (AV) industries claims that 50 percent of London's AV workers are now employed as ...

Labor History, 2011

... View full textDownload full text Full access. DOI: 10.1080/0023656X.2011.632516 Craig Phelan ... more ... View full textDownload full text Full access. DOI: 10.1080/0023656X.2011.632516 Craig Phelan a , Aditya Nigam b * , Sonia McKay c * , Jan Breman d * & Rohini Hensman * pages 535-562. ...Aditya Nigam. Centre for the Study of Developing Societies, Delhi. aditya@csds.in. ...