scispace - formally typeset
Search or ask a question
Topic

Doctrine

About: Doctrine is a research topic. Over the lifetime, 21901 publications have been published within this topic receiving 204282 citations.


Papers
More filters
Book
01 Dec 1990
TL;DR: The authors provides a new introduction to Augustine's City of God and his doctrine of the two cities, sources of this doctrine in Manichaeism, (Neo)Platonism and the pre-Augustinian Jewish and Jewish-Christian traditions.
Abstract: This book provides a new introduction to Augustine's City of God and his doctrine of the two cities, sources of this doctrine in Manichaeism, (Neo)Platonism and the pre- Augustinian Jewish and Jewish-Christian traditions.

65 citations

Journal ArticleDOI
TL;DR: A revisionist explanation of the political events of the Glorious revolution has crept into recent literature virtually unscathed as discussed by the authors, arguing that it is difficult to discover evidence of resistance to the Crown in the debates of either the House of Lords or the Convention parliament during 1689.
Abstract: A revisionist explanation of the political events of the Glorious Revolution has crept into recent literature virtually unscathed. Briefly summarized, the argument contends that it is difficult to discover evidence of resistance to the Crown in the debates of either the House of Lords or the Convention parliament during 1689. According to J. P. Kenyon, a major advocate of this new interpretation, John Locke's Second treatise of government misled historians and even some contemporaries into believing that parliament deposed James II for breaking the original contract between sovereign and people. Actually, during the long debates in and between both houses ‘it was clear that the word “abdicated”, or the Lords’ preferred choice, “deserted” both implied a voluntary act, if not a rational choice, on James's part’. The Lords especially, Kenyon argues, were careful to dissociate themselves from contract theory. Whig ‘revolution principles’, then, built upon the ‘haste and confusion of the occasion’ were rooted in a misunderstanding of actual events, a mis-understanding fostered by the writings of Locke and Algernon Sydney and enshrined as doctrine by whig politicians and historians.

64 citations

Journal Article
TL;DR: A survey of the employment policies and practices of 41 small (fewer than 500 employees) and 59 larger firms was conducted by Stieber et al. as mentioned in this paper, who found that only 6 percent of small businesses employing fewer than 25 are unionized; the corresponding figures for larger firms are: 14.5 percent of firms employing 25-99, and 21.9 percent for those employing 100-499.
Abstract: EMPLOYMENT AT WILL: AN EMERGING ISSUE FOR SMALL BUSINESSES A U.S. work force more educated about employment rights has resulted in small business becoming increasingly vulnerable to legal suits which could have adverse effects on the profitability and life of the business. The traditional employment-at-will doctrine states that because the employer and the employee freely enter into the employment relationship, both retain the right to sever the relationship at any time. In other words, the employee can leave the organization at will and the employer can terminate the employee at will. Under the employment-at-will doctrine, common law bars employees from suing employers to recover damages for what the employee considers to be a wrongful discharge action. While courts have not abandoned the employment-at-will doctrine, judges have allowed modifications and exceptions in order to rectify perceived inequities and to correct imbalances.1 1 Laurence Z. Lorber, "Basic Advice on Avoiding Employment-at-Will Troubles,' Personnel Administrator (January 1984), p. 59. Small businesses would appear to be particularly vulnerable to potential wrongful discharge law suits filed by employees. Only 6 percent of firms employing fewer than 25 are unionized; the corresponding figures for larger firms are: 14.5 percent of firms employing 25-99, and 21.9 percent for those employing 100-499. Since small firms are unlikely to be unionized, terminated employees are less likely to submit their cases for independent review such as arbitration. And since small businesses employ nearly half of the nation's work force,2 one-half of the estimated two million employees discharged each year without the right to appeal to an external review board could form a large pool of potential litigants alleging wrongful discharge. Undoubtably, most of these employees are terminated for good reasons; nevertheless, thousands of suits are brought in state and federal court each year. In California alone, 51 wrongful discharge cases went to court between October 1979 and January 1984. Of this number, 70 percent were won by the plaintiffs, with an average jury award of $178,184 (the nineteen highest averaged $553,318).3 2 The State of Small Business (Washington, D.C.: U.S. Government Printing Office, 1984), p. xv. 3 Jack Stieber, "Recent Developments in Employment-at-Will,' Labor Law Jounral (August 1985), pp. 557-559. Many wrongful discharge suits are filed by prefessional, managerial, and technical employees, perhaps because the perceived amount or duration of economic or personal loss resulting from termination is high. These employees may also possess the financial resources needed to pursue a legal challenge. This article reports on exceptions to the employment-at-will doctrine and reports the results of a survey of the employment policies and practices of 41 small (fewer than 500 employees) and 59 larger firms (more than 500 employees). Recommendations are made concerning how small business owner/managers can prevent being sued for wrongful discharge. EXCEPTIONS TO THE EMPLOYMENT-AT-WILL DOCTRINE Exceptions to the employment-at-will doctrine can be classified into three categories: (a) public policy, (b) implied contract, and (c) good faith and fair dealing. However, the fifty U.S. states differ in the number and type of employment-at-will exceptions which have been recognized. (See exhibit 1.) Public Policy Exception The most common limitation to the employment-at-will doctrine is the public policy exception. This exception means that an employer may not terminate an employee for any reason that contravenes any fundamental principle of public policy. Examples include fring an employee for such reasons as: refusing to commit perjury in a court trial or before a legislative committee; serving on a jury; reporting illegal conduct by an employer; filing a worker's compensation claim; refusing to take a polygraph test; refusing to lobby for a law favorable to the employer; or refusing to violate a professional code of ethics. …

64 citations

Book
William James1
01 Jan 1898

64 citations

Journal ArticleDOI
TL;DR: The authors examines the recent move towards a new regime of international relations and international security from a discourse analytical perspective, focusing on speeches by Tony Blair, and discusses how Blair has contributed to the emergence of a new hegemonic discourse of International relations and International security in speeches given between 2000 and 2003.
Abstract: This paper examines the recent move towards a new regime of international relations and international security from a discourse analytical perspective, focusing on speeches by Tony Blair. I shall discuss how Blair has contributed to the emergence of a new hegemonic discourse of international relations and international security in speeches given between 2000 and 2003.

64 citations


Network Information
Related Topics (5)
Politics
263.7K papers, 5.3M citations
84% related
Argument
41K papers, 755.9K citations
83% related
Democracy
108.6K papers, 2.3M citations
82% related
Human rights
98.9K papers, 1.1M citations
80% related
Ideology
54.2K papers, 1.1M citations
78% related
Performance
Metrics
No. of papers in the topic in previous years
YearPapers
20231,274
20222,944
2021388
2020578
2019615
2018677