Notice Period Research Articles

Some aspects of termination of civil service in Ukraine and in the countries of the European Union

The article is devoted to the study of the peculiarities of termination of civil service in Ukraine and in some European countries. Within the framework of the article the legal grounds for termination of civil service and the procedures for the termination of administrative-service relations is analyzed. The author tries to make a partial comparative analysis of the mechanisms of termination of civil service in Ukraine and some European countries. The author put an emphasis on the need to clearly define the status of a civil servant upon termination of civil service and the expediency of implementing an effective mechanism for his legal protection upon termination of official relations on initiative of the subject of appointment, on the one hand, and of increasing the personal responsibility of civil servants for fulfilling their obligations upon termination of civil service on of their own accord, on the other hand. Understanding the concept of termination of civil service and legal grounds of such termination according to Ukrainian legislation and to legislation of foreign countries, in particular Lithuania, Czech Republic, Germany and Poland were analyzed. An intermediate conclusion that the establishing an exhaustive list of legal grounds for termination of civil service is a positive factor which is inherent in the legislation of most European countries, that prevents an abuse and arbitrary behavior by the subject of appointment and minimizes the influence of political factors on the civil service corps and guarantees its stability and perpetuity, was made. Based on the results of the analysis, the features of the realization of procedures of the termination of civil service, the notice periods for termination of civil service, both from the subject of appointment and from the civil servant, were highlighted. The author put an emphasis on the peculiarities of the termination of civil service under the martial law of Ukraine. It was concluded that the legislation of Ukraine on the termination of service relations fully complies with European standards and contributes to the effective functioning of the civil service institute in the country. That is why the opinion regarding the availability of effective and high-quality functioning of the civil service in the conditions of the European integration processes of our country, evidence of which is the existing mechanisms for protecting the rights and freedoms of civil servants before, during and after the termination of service relations and the ensuring public interests through maximum use of their potential, was expressed by the author.

Characteristics and Demographic Features of Vitamin A Deficiency in Sudan during War, 2023-2024

Background: A deficiency is a public health issue for many children and adults. In wartime hardship, patients eat little meat, dark vegetables, and fruits, which can cause vitamin A deficiency and corneal dryness, erosion, ulceration, and perforation. The purpose of this study was to identify the characteristics and demographics of vitamin A insufficiency in Sudan during the 2023-2024 war. Methodology: This prospective descriptive study was carried out between June 15, 2024, and August 15, 2024, at Dr. Khalil's Ophthalmology Center in North Kordofan, Sudan. The study looked at 100 individuals who presented at the clinic complaining of deficient night vision (including full coverage during the notification period). Results: In this study, only six patients had corneal opacity, with 67% being males and 33% females. In terms of Bitto's spots, 12% are present, with males and females having 58% and 42%, respectively, and 46% having dry eyes. 52% were males and 48% were females in terms of retinal pigmentation. Only one female patient exhibited peripheral retinal pigmentation, which was due to retinitis pigmentosa; all patients had inadequate food intake; and no diarrhea was reported. Conclusion: In Sudan, the rise in vitamin deficiency can be attributed to the inadequate development of all health system programs. Additionally, the devastating war, which primarily affects young people, has forced most people to leave their homes and become either displaced or refugees. Consequently, 69% of the patients were 17 years old or younger.

Energy Performance of LR-FHSS: Analysis and Evaluation.

Long-range frequency hopping spread spectrum (LR-FHSS) is a pivotal advancement in the LoRaWAN protocol that is designed to enhance the network's capacity and robustness, particularly in densely populated environments. Although energy consumption is paramount in LoRaWAN-based end devices, this is the first study in the literature, to our knowledge, that models the impact of this novel mechanism on energy consumption. In this article, we provide a comprehensive energy consumption analytical model of LR-FHSS, focusing on three critical metrics: average current consumption, battery lifetime, and energy efficiency of data transmission. The model is based on measurements performed on real hardware in a fully operational LR-FHSS network. While in our evaluation, LR-FHSS can show worse consumption figures than LoRa, we find that with optimal configuration, the battery lifetime of LR-FHSS end devices can reach 2.5 years for a 50 min notification period. For the most energy-efficient payload size, this lifespan can be extended to a theoretical maximum of up to 16 years with a one-day notification interval using a cell-coin battery.

Identifying Barriers to the Adoption of Digital Contact Tracing Apps in England: Semistructured Interview Study With Professionals Involved in the Pandemic Response.

The NHS (National Health Service) COVID-19 app was a digital contact tracing app (DCTA) used in England in response to the COVID-19 pandemic. The aim of which was to limit the spread of COVID-19 by providing exposure alerts. At the time of the pandemic, questions were raised regarding the effectiveness and cost of the NHS COVID-19 app and whether DCTAs have a role in future pandemics. This study aims to explore key barriers to DCTAs in England during the COVID-19 pandemic. This is a qualitative study using semistructured video interviews conducted with professionals in public health, digital health, clinicians, health care law, and health executives who had an active role in the COVID-19 pandemic. These interviews aimed to explore the perspective of different experts involved in the pandemic response and gauge their opinions on the key barriers to DCTAs in England during the COVID-19 pandemic. The initial use of maximum variation sampling combined with a snowball sampling approach ensured diversity within the cohort of interviewees. Interview transcripts were then analyzed using Braun and Clarke's 6 steps for thematic analysis. Key themes that acted as barriers to DCTAs were revealed by interviewees such as privacy concerns, poor communication, technological accessibility, digital literacy, and incorrect use of the NHS COVID-19 app. Interviewees believed that some of these issues stemmed from poor governmental communication and a lack of transparency regarding how the NHS COVID-19 app worked, resulting in decreased public trust. Moreover, interviewees highlighted that a lack of social support integration within the NHS COVID-19 app and delayed app notification period also contributed to the poor adoption rates. Qualitative findings from interviews highlighted barriers to the NHS COVID-19 app, which can be applied to DCTAs more widely and highlight some important implications for the future use of DCTAS. There was no consensus among interviewees as to whether the NHS COVID-19 app was a success; however, all interviewees provided recommendations for improvements in creating and implementing DCTAs in the future.

Observation of Persistent Propagating Waves in a Solar Prominence

Spectropolarimetric observation of a quiescent prominence was performed in He i 1083 nm. With the slit of the spectrograph fixed on the prominence, we obtained a time series of Stokes profiles for a duration of 108 minutes with a cadence of 8 s. Also using imaging spectroscopic data in Hα and extreme-ultraviolet images at 193 Å, we obtained the following results: (1) The prominence harbors persistent waves propagating across its body. (2) The waves are conspicuous in the line-of-sight (LOS) velocity with an amplitude of about 2 km s−1 but not detectable in the intensity of emission lines or magnetic field. (3) Noticeable periods are about 4 minutes (220 and 260 s) and 15 minutes (910 s), and they propagate with phase speeds of 140 ∼ 200 and ∼24 km s−1 preferentially in horizontal and vertical directions, respectively. (4) Magnetic field strength was estimated to be about 2.5 G with its LOS component of 0 ± 1 G on average. We interpret the 4 minute oscillation as Alfvénic waves propagating in the corona containing the prominence threads, and it is not a resonant wave trapped in the prominence body but excited by an external source. On the other hand, a 15 minute oscillation is interpreted as Alfvénic waves propagating upward in the prominence body. The prominence was evolving in its height during our observation, and there is a hint that the 15 minute period gradually gets longer during the observation. These waves are thought to be taking place in layers with different field directions and strength superposed in the LOS.

Employee retention a top priority and what if it doesn’t work: Time to look at an ideal notice period

BACKGROUND: With Big Resignations on and the job hopping trend difficult to stop, HR needs to arrive at a less frustrating and more relevant approach that can curtail employee turnover in the first place and arrive at a mutually beneficial approach for both parties in case they decide to depart. The turnover intentions of employees are an outcome of uncertainty at work, toxic work culture, lack of appropriate work-life balance, stagnation in career, lack of mental well-being or improper monetary compensation. It also is influenced by the work experience of employees within the organization and trust at the workplace. When an employee decides to quit, he is already mentally gone, here it becomes even more critical to ensure that they stay relatively engaged during the transition so as to ensure effective knowledge transfer. Within the given context, what should be the duration of a notice period? How can organizations ensure a win- win approach for both employer and employee so as to ensure effective knowledge transfer? The paper is an attempt towards exploring this aspect further so as to arrive at a mutually beneficial approach both from the employer and employee perspective. OBJECTIVE: With an objective to review the ‘process and mindset’ which are often counterproductive when an employee responds to dissatisfaction at work, the paper aims to look at the ideal duration of a notice period and the context in which it works best. METHODOLOGY: Based on a mini thematic review and using a qualitative approach, the paper explores the current trends, challenges and implications of big resignations to HR as well the problems associated with the different duration of a notice period. An empirical attestation of the study can further validate the feasibility of a notice period that varies across jobs, organizations, industry and levels. It can further be validated empirically the impact of “open discussions about career transitions and job opportunities as less taboo” at workplace on employee engagement of people while on notice period as well employee retention in organizations. RESULTS: Employees need to be engaged even during their notice period, which may be possible only by ensuring a culture that promotes honest and open dialogues between employer and employee without any fear of reprisal when they are vocal about being unhappy in their jobs. An ideal notice need not be a ninety days, two months or two weeks period but has to vary across jobs, organizations and industry depending on the experience; job role; seniority; technicality; industry; availability of a person ready to take charge; or even period of employment of the leaving employee with the organization. The notice period works best i.e. ensures effective knowledge transfer within a workplace setting where job prospects or career transitions are considered less taboo and where the different reactions to dissatisfaction at work (EVLN) are handled through a ‘culture of open communication’, problem solving through ‘Happy, Present, Engaged’ conversations, “Training towards receiving & giving feedback and a ‘smooth transition’ in case the employee decides to quit.

Protection of shop stewards in transfers of undertakings: Danish supreme court ruling of 30 january 2024: Transfer of undertakings directive article 6; Danish transfer of undertakings act section 4

A new ruling from the Danish Supreme Court gives perspective to Article 6 of Directive 2001/23/EC (ToU Directive). The ruling concerns the criteria for the continued function and protection of employee representatives under section 4(1) and (2) of the Danish ToU Act and Article 6(1) and (2) of the ToU Directive. At EU level, there is very little case law concerning Article 6 of the ToU Directive. One CJEU ruling was handed down in case C-151/09, in which the Court interpreted the concept of ‘autonomy’ in Article 6(1). The comment on the Danish Supreme Court ruling discusses the interpretation of the criteria for the continued function of shop stewards in a situation where the transferee is not covered by a collective agreement. The Eastern High Court assessment revolved around the lack of collective agreement as the basis for the function of the shop steward. The Supreme Court changed this, and instead reiterated that the criteria for the continued function of the shop steward is the preservation of the ‘autonomy’ or ‘independence’ of the transferred entity. The Danish ruling aligns with the wording of the EU Directive, but the Court did not interpret how to assess whether ‘the independence’ is preserved. In this regard, the CJEU ruling in C-151/09 is still the main source of interpretation. The Danish ruling continues to interpret the scope of the continued employment protection of the shop steward, in the situation where the function is not continued, as protected under Article 6(2) of the ToU Directive. The Supreme Court arrived at a solution whereby the employment protection continues for a period after the cessation of the functions as shop steward, which ceased at the date of transfer, until the end of the individual and extended notice period of the shop steward. Still, quite a number of questions on Article 6(1) and (2) concerning the function and protection of shop stewards in transfers of undertakings remain unanswered.

Analyzing adverse effects of subway extension on housing prices in affluent urban neighborhoods

This study examines the effects of subway extension on housing prices in affluent urban neighborhoods, focusing on the Q-line extension in Manhattan, New York City. Utilizing synthetic controls and treatment effects estimators, distinct pricing trends across property types are revealed, particularly condominiums. The observed pricing dynamics deviate from the assumption that increasing supplies are associated with price discounts. Moreover, the connection between price discounts and noise complaints is not observed, highlighting the significant role of demand-side factors, especially neighborhood characteristics, in shaping housing prices. An unexpected demographic shift is observed, suggesting that the Q-line extension may disproportionately benefit non-white and low-income groups, challenging the prevailing gentrification narrative. We use the term “inverse premiumization” to denote the phenomenon where anticipated price increases in affluent neighborhoods due to transit improvements fail to materialize. Furthermore, our analysis of speculative behavior reveals a spike in short-term growth during the public notice period, gradually slowing down during construction and operation phases. These findings offer the nuanced adverse effects of subway extension on housing prices, contributing to our understanding of short-to medium-term price premiums and discounts. These insights are key considerations for city planners and policymakers navigating urban development, housing market, and speculative behavior dynamics.

Is there a market for micro-launch vehicles?

The dramatic miniaturization of electronics has led to the SmallSat Revolution. The number of operational satellites has increased from 769 in 2000 to 6905 in 2022. Owing to the deployment of constellations, 26,104 satellites weighing less than 500 kg, known as SmallSats, are expected to be launched between 2023 and 2032. Targeting this market niche, 42 initiatives are underway to develop micro-launch vehicles (LVs), that is, LVs capable of carrying less than 500 kg into orbit. Compared with larger LVs, the cost to launch SmallSats on micro-LVs can be 10 times higher. Consequently, most SmallSat operators opt to send their payloads into space aboard larger LVs using a modality called rideshare. In 2021, SpaceX's Falcon 9 flew 143 SmallSats belonging to different owners. In fact, only 4% of the 7026 SmallSats launched in the 2013–2022 period flew aboard micro-LVs. Based on these facts, the present study addresses the question regarding the existence of a commercial market for the numerous micro-LVs in development. There are a few cases in which micro-LVs may be the best option. One relates to the need to launch a SmallSat within a short period of notice, either for civilian or military reasons. Micro-LVs may also be used as experimental platforms on which new techniques, fabrication processes, flight hardware, and software can be developed for later use on larger LVs. It is worth noting that governments have invested in the development of micro-LVs and their launch facilities to foster the space industry of different countries, but the commercial prospects for micro-LVS are limited due to the much lower launch prices offered by larger vehicles.

Der digitale Euro aus einer historischen Perspektive

Abstract The introduction of a digital currency is part of the continuous evolution of the financial system, which has always been driven by technological innovations. For the first time in many years, Western central banks are exposed to potential currency competition. But a digital euro also has the potential to affect the two-tier structure of the grown financial system. The ECB should not engage in an interest rate competition with commercial banks and the digital currency should remain non-interest-bearing. Instead of imposing holding limits, notice periods could also be used to reduce the risk of bank runs. The ECB should limit itself and implement a hybrid digital central bank currency.

Estimating Patient Satisfaction Through a Language Processing Model: Model Development and Evaluation.

Measuring patient satisfaction is a crucial aspect of medical care. Advanced natural language processing (NLP) techniques enable the extraction and analysis of high-level insights from textual data; nonetheless, data obtained from patients are often limited. This study aimed to create a model that quantifies patient satisfaction based on diverse patient-written textual data. We constructed a neural network-based NLP model for this cross-sectional study using the textual content from disease blogs written in Japanese on the Internet between 1994 and 2020. We extracted approximately 20 million sentences from 56,357 patient-authored disease blogs and constructed a model to predict the patient satisfaction index (PSI) using a regression approach. After evaluating the model's effectiveness, PSI was predicted before and after cancer notification to examine the emotional impact of cancer diagnoses on 48 patients with breast cancer. We assessed the correlation between the predicted and actual PSI values, labeled by humans, using the test set of 169 sentences. The model successfully quantified patient satisfaction by detecting nuances in sentences with excellent effectiveness (Spearman correlation coefficient [ρ]=0.832; root-mean-squared error [RMSE]=0.166; P<.001). Furthermore, the PSI was significantly lower in the cancer notification period than in the preceding control period (-0.057 and -0.012, respectively; 2-tailed t47=5.392, P<.001), indicating that the model quantifies the psychological and emotional changes associated with the cancer diagnosis notification. Our model demonstrates the ability to quantify patient dissatisfaction and identify significant emotional changes during the disease course. This approach may also help detect issues in routine medical practice.

Notification Period Caused by Damage, Loss and Delay According to the Law of Transportation

Bu çalışma altı bölümden oluşmaktadır. Çalışmamızın ilk bölümünde taşıma hukuku kapsamında bildirim kavramının hukuki niteliğine değinilerek hasar zıya ve gecikme kavramları açıklanmıştır. Ardından sırasıyla kara taşıma hukuku, hava taşıma hukuku, deniz taşıma hukuku, demiryolu ile taşıma hukuku ve multimodal taşıma hukuku; ulusal ve uluslararası mevzuat kapsamında ayrı ayrı değerlendirilmiştir. Çalışma boyunca görüleceği üzere ulusal mevzuatta düzenlenen bildirim süreleri uluslararası konvansiyonlarla belirlenen süreler birbiriyle örtüşmektedir. Şüphesiz bu durum taşıma hukuku pratiğini açık ve belirgin kılmaktadır. Meydana gelen bir zarardan dolayı hak sahibinin taşıyıcıya süresinde bildirimde bulunmaması, tüm taşıma sistemleri yönünden taşıyıcının eşyayı sözleşmeye uygun olarak taşıdığına karine oluşturmaktadır. Öte yandan taşıtan veya eşya üzerinde hak sahibi olan göndericinin süresinde bildirimin yapma külfetinin yanında eşyanın hasar, zıya ve gecikmeden dolayı zarara uğradığı hallerde ispat hukuku açısından birtakım tedbirler alması elzemdir. Çalışmamızda sadece eşya taşıma hukukundan doğan bildirim sürelerine yer verilmiştir. Bu kapsamda zamanaşımı ve hak düşürücü süre yönünden belirlenen süreler konumuz dışında kaldığından bunlara çalışmamızda yer verilmemiştir.

It is best to say nothing at all – suspicious activity reporting in the financial services sector

PurposeThis paper aims to show how financial services firms determine whether customer transactions or behaviours meet the threshold for suspicious activity reporting mandated by the Terrorism Act 2000 and the Proceeds of Crime Act 2002, and how suspicious activity reporting is executed in practice.Design/methodology/approachSemi-structured interviews have been carried out among compliance professionals in UK financial services.FindingsTwo issues related to suspicious activity reporting have been identified. Firstly, a widespread misunderstanding about the tipping-off offence under s. 333 Proceeds of Crime Act 2002 has been identified, which appears to be a root cause for poor quality as well as over-reporting of suspicious activity. Secondly, issues related to the notice and moratorium periods used by the UK’s National Crime Agency appear to deter reporting of suspicious activity related to live transactions.Practical implicationsThe paper makes suggestions for changes financial services firms and the UK’s National Crime Agency can make to improve the effectiveness of suspicious activity reporting.Originality/valueThe paper provides valuable insights which can be used to limit the flow of criminal funds, improve the quality of suspicious activity reporting and enhance the effectiveness of law enforcement agencies.

Analysing WAHIS Animal Health Immediate Notifications to Understand Global Reporting Trends and Measure Early Warning Capacities (2005–2021)

The World Animal Health Information System (WAHIS) from the World Organization for Animal Health (WOAH) is an online reporting system, essential for ensuring the transparency and accuracy of global animal health. One of the WOAH’s objectives is to disseminate timely notifications to support countries’ efforts to prevent and control the spread of animal diseases. This paper describes the 3,263 exceptional events notified through immediate notifications sent to WOAH from 2005 to February 2021 and their distribution in time and space and by disease. To evaluate the timeliness of reporting, we defined and analysed two periods: the confirmation period (CT), which is the time interval between the disease onset date and the confirmation date, and the notification period (NT), defined as the interval between the disease confirmation and the date of reporting to WOAH. The results showed that (1) the number of events increased over the analysis period; (2) the events were mainly reported for domestic animals and the data provided for wildlife were limited; (3) the official source of disease introduction was often unknown when the event was reported; and (4) the global median CT value was 5 days while the global median NT value was 4 days, with a decreasing trend in both cases over the study period. Divergences were found across world regions and country income categories. This analysis provides interesting insights into the early detection capabilities and transparency of countries, globally and over time.

Entering Into Contracts: Proceed With Caution Before You Sign

Entering Into Contracts: Proceed With Caution Before You Sign

Odnos disciplinskog i otkaznog postupka u radnom pravu Republike Srbije

In the labor law of the Republic of Serbia, in the general employment regime, the institute of disciplinary liability is regulated within the institute of termination of employment, i.e., legal provisions on termination of employment contracts due to violation of work obligations and non-compliance with work discipline. However, the process of establishing employees' liability for severe breaches of work obligations and failure to adhere to work discipline during the employment contract termination notice period may not constitute an adequate solution. Firstly, this is due to the relevant regulations not addressing, even at a fundamental level, the specifics of the disciplinary procedure. Instead, they establish liability for work obligation breaches and failure to comply with work discipline within the termination procedure, where disciplinary actions are also determined and applied. Given that the mechanisms that limit the abuse of the employer's disciplinary powers are significantly weakened, the author points out the necessity of re-examining the concept of disciplinary liability and disciplinary procedure. Although disciplinary and dismissal procedures have certain similarities, they are two distinct labor law institutes with different objectives. By applying the normative and comparative legal methods, and analyzing the results obtained through empirical research and case law, the author will present the observed problems related to the current regulation of these institutes and propose potential solutions de lege ferenda.

Dealing with Digital Service Closure

People integrate digital services into their day-to-day lives, often with the assumption that they will always be available. What happens when these services close down? The introduction of services might be carefully planned, but their closure may not benefit from the same degree of consideration. A more developed understanding of the effects of closures might make it possible to minimize negative consequences for users. This paper builds on sustainability, digital memories, and collaborative-work research through an empirical investigation of service closure. Fifty-five participants completed a questionnaire that solicited experiences of service closure and attitudes toward prospective closure. Through a qualitative analysis of participant responses, we synthesized six themes that reflected the practical and emotional effects of service closure on people: disempowerment, disconnection, loss of capability, trust, time and effort, and notice periods. We make suggestions for ways that service features related to these themes might be managed during closure, but also identify less tractable challenges: as part of this investigation, we introduce and develop the concept of service patinas to describe the important but entirely service-bound data that contextualize digital artefacts.

RETRENCHING EMPLOYEES IN STAGES TO CIRCUMVENT SECTION 189A OF THE LRA NUMSA v Continental Tyre (as yet unreported – Labour Court 2005)

As a result of pressure from the trade union movement to reconsider the policy norms governing retrenchments, significant amendments, both procedural and substantive, were made to the retrenchment provisions in the Labour Relations Act, 1995 (“the LRA”) in 2002. A new section (s 189A) was introduced which provides that where a potential retrenchment involves at least 10 employees where an employer employs has more than 50 employees such employees acquire the right to strike in opposition to the retrenchment. Employees and trade unions can elect to challenge such retrenchment through the law or by means of protected strike action (see s 65(4)(c)). Section 189A(1)(a) provides that this section applies to employers employing more than 50 employees if –“(a) the employer contemplates dismissing by reason of the employer’s operational requirements, at least –(i) 10 employees, if the employer employs up to 200 employees;(ii) 20 employees, if the employer employs more than 200, but not more than 300, employees;(iii) 30 employees, if the employer employs more than 300, but not more than 400, employees;(iv) 40 employee employees, if the employer employs more than 400, but not more than 500, employees; or(v) 50 employee employees, if the employer employs more than 500, employees.”An additional consequence of the introduction of section 189A is that provision is made for statutory facilitation in respect of the retrenchment consultation at the request of the employer or any consulting parties representing the majority of employees who are targeted for retrenchment. Compulsory notice periods are also introduced, since the section requires a 60 day holding-off period if statutory facilitation is embarked upon or pending terminations disputed (s 189A(2)(a) read with s 189A(7)(a) and 189A(8)(b)(i); and see Thompson “Restructuring and Retrenchment” 2002 Current Labour Law 30).In order to prevent employers from circumventing the effect of section 189A by splitting or staggering a retrenchment, section 189A provides that, if the number of employees that an employer contemplates dismissing, together with the number of employees that have been dismissed by reason of that employer’s operational requirements in the 12 months prior to the employer issuing a retrenchment notice, is equal to or exceeds the relevant number set out above the section applies to the second retrenchment exercise as well (s 189A(1)(b)). This provision is important, because the additional rights granted to employees and trade unions by section 189A are significant (as set out above).But what if an employer retrenches employees in an instance where section 189A does not apply, and thereafter retrenches more employees within the following 12 months or even later? Should section 189A apply to the first retrenchment which, on its own, falls short of the numbers that cause the section to apply? This issue was recently addressed in NUMSA v Continental Tyre (unreported – Labour Court 2005).

Birth and Death Notifications for Improving Civil Registration and Vital Statistics in Bangladesh: Pilot Exploratory Study.

BackgroundEffective health policy formulation requires sound information of the numerical data and causes of deaths in a population. Currently, in Bangladesh, neither births nor deaths are fully and promptly registered. Birth registration in Bangladesh is around 54% nationally. Although the legal requirements are to register within 45 days of an event, only 4.5% of births and 35.9% of deaths were reported within the required time frame in 2020. This study adopted an innovative digital notification approach to improve the coverage of registration of these events at the community level.ObjectiveOur primary objective was to assess (1) the proportion of events identified by the new notification systems (success rate) and the contribution of the different notifiers individually and in combination (completeness) and (2) the proportion of events notified within specific time limits (timeliness of notifications) after introducing the innovative approach.MethodsWe conducted a pilot study in 2016 in 2 subdistricts of Bangladesh to understand whether accurate, timely, and complete information on births and deaths can be collected and notified by facility-based service providers; community health workers, including those who routinely visit households; local government authorities; and key informants from the community. We designed a mobile technology–based platform, an app, and a call center through which the notifications were recorded. All notifications were verified through the confirmation of events by family members during visits to the concerned households. We undertook a household survey–based assessment at the end of the notification period.ResultsOur innovative system gathered 13,377 notifications for births and deaths from all channels, including duplicate reports from multiple sources. Project workers were able to verify 92% of the births and 93% of the deaths through household visits. The household survey conducted among a subsample of the project population identified 1204 births and 341 deaths. After matching the notifications with the household survey, we found that the system was able to capture over 87% of the births in the survey areas. Health assistants and family welfare assistants were the primary sources of information. Notifications from facilities were very low for both events.ConclusionsThe Global Civil Registration and Vital Statistics: Scaling Up Investment Plan 2015-2024 and the World Health Organization reiterated the importance of building an evidence base for improving civil registration and vital statistics. Our pilot innovation revealed that it is possible to coordinate with the routine health information system to note births and deaths as the first step to ensure registration. Health assistants could capture more than half of the notifications as a stand-alone source.

Notice of Termination of Employment at the Employer’s Initiative: Prospects for Adapting Foreign Experience in Russia

In 2020–2021 due to the COVID-19 pandemic, the issue of termination of an employment contract at the initiative of the employer became more relevant, as the number of layoffs and related labor disputes increased significantly. The doctrine of labor law has not yet studied the concept of a notice of termination of employment developed in different countries. The paper provides a classification of a notice of termination of employment based on the ILO Convention No. 158, Recommendation No. 166, as well as the European Social Charter. The paper is devoted to a comparative legal analysis of a notice of termination of employment at the employer’s initiative in such countries as Australia, Belarus, Great Britain, Germany, Spain, China, the Russian Federation, the United States of America, France. The paper concludes that most countries adhere to the approach according to which the fundamental criterion for determining the period of notice of termination at the initiative of the employer is the length of service.