Economic Justice

About: Economic Justice is a research topic. Over the lifetime, 41600 publications have been published within this topic receiving 661535 citations.

The 'punitive turn' in juvenile justice: Cultures of control and rights compliance in western Europe and the USA

Abstract: Separate systems of justice for children and young people have always been beset by issues of contradiction and compromise. There is compelling evidence that such ambiguity is currently being `resolved' by a greater governmental resort to neo-conservative punitive and correctional interventions and a neo-liberal responsibilizing mentality in which the protection historically afforded to children is rapidly dissolving. This resurgent authoritarianism appears all the more anachronistic when it is set against the widely held commitment to act within the guidelines established by various children's rights conventions. Of note is the United Nations Convention on the Rights of the Child, frequently described as the most ratified human rights convention in the world, but lamentably also the most violated. Based on international research on juvenile custody rates and children's rights compliance in the USA and Western Europe, this article examines why and to what extent `American exceptionalism' might be permeating European nation states.

The employment relationship : examining psychological and contextual perspectives

Abstract: THE NATURE OF THE EMPLOYMENT RELATIONSHIP FROM SOCIAL EXCHANGE, JUSTICE, INDUSTRIAL RELATIONS, LEGAL, AND ECONOMIC LITERATURES 1. The Employment Relationship Through the Lens of Social Exchange 2. Justice and Employment: Moral Retribution as a Contra-Subjugation Tendency 3. Industrial Relations Approaches to the Employment Relationship 4. Legal Theory: Contemporary Contract Law Perspectives and Insights for Employment Relationship Theory 5. The Economic Dimension of the Employment Relationship 6. Commonalities and Conflicts Between Different Perspectives to the Employment Relationship: Towards a Unified Perspective EXAMINING CONSTRUCTS TO CAPTURE THE EXCHANGE NATURE OF THE EMPLOYMENT RELATIONSHIP 7. Employer-Oriented Strategic Approaches to the Employee-Organization Relationship 8. The Employment Relationship from Two Sides: Incongruence in Employees' and Employers' Perceptions of Obligations 9. Job Creep: A Reactance Theory Perspective on Organizational Citizenship Behavior as Over-Fulfillment of Obligations 10. Perceived Organizational Support 11. The Role of Leader-Member Exchange in the Dynamic Relationship Between Employer and Employee: Implications for Employee Socialization, Leaders, and Organization DEVELOPING AN INTEGRATIVE PERSPECTIVE OF THE EMPLOYMENT EXCHANGE: CREATING A WHOLE THAT IS MORE THAN THE SUM OF INDIVIDUAL PARTS: LOOKING TOWARD THE FUTURE 12. Taking Stock of Psychological Contract Research: Assessing Progress, Addressing Troublesome Issues, and Setting Research Priorities 13. Changes in the Employment Relationship Across Time 14. Understanding the Employment Relationship: Implications for Measurement and Research Design 15. Employment Relationships in Context: Implications for Policy and Practice 16. Directions for Future Research

The Elusive Spirit of the Law: Formalism and the Struggle for Legal Control

Abstract: formalist model of law, assuming a positivist image of how law ought to operate and a procedural rather than a substantive definition of justice. Resistance to broad catch-all substantive anti-avoidance laws and standards in financial reporting and taxation demonstrates very clearly the discourse of formalism at work. The outcome, in practice, has been compromise. In the Companies Act, the concept of 'dominant influence' has become less a matter of substance over form than of substance and form, restricted in application by specific legal criteria. Its scope has been restricted in both the Seventh Directive and the amended Companies Act 1985. Undertaking A shall not be regarded as having the right to exercise a dominant influence over undertaking B, unless there is a written control contract (authorised by the memorandum or articles and permitted by the law under which it is established) which confers a right to give directions with respect to the operating and financial policies of B, and which B's directors are obliged to comply with whether or not they are for the benefit of B.7' This definition represents a narrowing of the rule. An undertaking will not be regarded as having the right to exercise a dominant influence over another "'unless" it has a right to give directions' and 'the directions are such that the directors are obliged to comply.'72 A broader approach was taken in the definition of 'dominant influence' for the purposes of s 258(4)(a). The phrase 'actually exercises a dominant influence' was deliberately left undefined. Yet, it too was linked in closely with more specific criteria. If an undertaking A does not have a 'participating interest' in undertaking B, the issue of dominant influence does not arise.73 Although the definition in relation to 'participating interest' is very wide,74 it does dilute the substantive concepts of both 'actual dominant influence' and 'managed on a unified basis' and opens the way once again to rulebound avoidance. In both cases where dominant influence is used, therefore, the substantive concept has been narrowed down by associated rules. In professional regulation, the ASC succumbed to pressure for guidance on how a broad substantive standard should be applied, and produced application notes, to be regarded as standard practice, along with definitions of 'actual exercise of dominant influence' and 'managed on a unified basis.' Indeed, the DTI, while insisting on broad legal rules, had nonetheless assumed more detailed guidance would be added by the profession. The broad open rules were not expected to stand alone. In tax, too, there has been a narrowing of the new approach. After the Dawson decision, the Institute of Chartered Accountants of England and Wales (ICAEW) and the Revenue Law Committee met with the Inland Revenue to seek guidance on how the substantive doctrine would be applied. In a subsequent exchange of letters, the Revenue, while retaining the caveat that 'there may be individual cases where ... the Revenue would nonetheless feel obliged to follow the Ramsay and Dawson approach,' agreed particular areas where it would 'not as a rule seek to invoke' the new approach.75 The House of Lords has also retreated from the new approach in more recent cases, notably Craven v White. In short, there has already been a retreat from broad, open, flexible laws and 71 Companies Act 1985, Sched IOA, paras 4(1), 4(2). 72 L Soc ED 50, op cit p 6. 73 Companies Act 1985, s 258(4). 74 A participating interest is an interest held by an undertaking in the shares of another undertaking (including interests convertible into an interest in shares and options to acquire shares) which it holds on a long-term basis for the purpose of securing a contribution to its activities by the exercise of control or influence arising from or related to that interest. A holding of 20 per cent or more of shares is presumed to be a participating interest unless the contrary is shown. Companies Act 1985, s 260. 75 Letter from ICA, 8 July 1985; response from Inland Revenue, 20 September 1985.

Women of the Klan: Racism and Gender in the 1920s

Abstract: Ignorant. Brutal. Male. One of these stereotypes of the Ku Klux Klan offers a misleading picture. In "Women of the Klan", sociologist Kathleen M. Blee dismantles the popular notion that politically involved women are always inspired by pacifism, equality, and justice. In her new preface, Blee reflects on how recent scholarship on gender and right-wing extremism suggests new ways to understand women's place in the 1920s Klan's crusade for white and Christian supremacy.