Study on Employment Creation by Hotel Industries: A Case of Five Star Hotels of Kathmandu.

Nepal Opened up to 1950external tourists since Sagarmatha was scaled up in 1953. ‘The first hotel of Kathmandu was Hotel Snow View, opened in early1950 to cater to the tourists. Most of the workers were hired from India. At present, There are 138-star hotels, 1151 Tourist Standard Hotel, and 43999 hotel beds in Nepal. The study found out that there are 16 five-star hotels in Kathmandu with an occupancy capacity of 1343 rooms 54 restaurants in an average of 3.37 in a hotel. Total employment in five-star hotels found 3065 among them 1966 male and 1099 female employees; the ratio between men to women is 1: 1.78. And the outcome is interpreted as 1 F= 1.78 M. The employee should have refreshing training in their respective field of work. The Government and HAN should join hands in retaining the well-trained employees. They should have retirement benefits as well.

PRINCIPLE OF (NON) CUMULATION, THAT IS, ABOUT THE CONFLUENCE OF THE RIGHT TO A RETIREMENT PENSION FROM THE GENERAL AND MILITARY SYSTEMS

Professional soldiers have their own social security system, separate from the general social insurance system, which provides social protection in the event of long service, total incapacity to serve and the death of the breadwinner (pension benefits). At the same time, a professional soldier can accumulate and receive two pensions from different systems, ie universal and reserve. However, the principle of accumulation of benefits based on the applicable provision is dedicated to a narrow group of entitled persons. The principle of non-cumulation is considered to be the basic and dominant one. It is an expression of the principle of risk solidarity in force in social insurance law and is not inconsistent with the constitutional principle of equality expressed in Art. 32 of the Polish Constitution. In the event of the overlapping of the right to several benefits specified in the Act, the pension authority is obliged to pay only one (higher) benefit, even if this right results from various acts, and the possibility of combining benefits must be clearly indicated in the provisions of law. Separation of the insurance and supply system allows each of these systems to fulfill separate obligations towards professional soldiers, not related to the general system. Maintaining the principle that for the same period of retirement pension insurance, two retirement benefits cannot be awarded simultaneously (Article 5 (2a) (2a) of the Pension Act). The exception to the principle of non-accumulation (ie the principle of collecting one benefit) in the case of a professional soldier remaining in service before January 2, 1999 is not determined by the date of admission to service, but the lack of the possibility to calculate the military pension taking into account the “civil” retirement age. The convergence of the right to benefits (from the general and military pension) with the parallel occurrence of these events is contrary to the constitutional principle of social justice. It is not socially just to deprive an insured person who has met the statutory requirements of the right to benefits solely on the basis of social solidarity. In such situations, a significant part of the retiree’s professional life is not reflected in the amount of received retirement benefits.

LEGAL AND TELEOLOGICAL ASPECTS OF THE PROTECTIVE FUNCTION OF PROCEDURAL NORMS OF SOCIAL INSURANCE

Determining the protective function of the norms of the pre-trial procedure in cases of pension and retirement benefits based on the aim and scope of the norms is not only possible but also necessary for a wider understanding of social insurance. The legal and teleological context plays the role of a determinant of the aim of a legal norm desired by the legislator and allows for the indication of exemplary institutions which, established by the legislator, perform a protective function. When norms are being examined through the prism of the psychological theory of law they show that social security law is a psychological phenomenon and should be subjected to a multidimensional study that will reveal the intended aim of the legislator. The protective function is also performed by a specific procedure model with the precisely defined boundaries of the function. From the sociological perspective, an undesirable goal is also important, unintended by the legislator, which is caused by the norms fulfilling the protective function, and which is visible from the conducted analysis.

Overview of the legislative protection of retirement benefits against transfer, reduction, hypothecation and attachment in South Africa

This article demonstrates that the retirement industry is fragmented, with different pieces of legislation which contain differently drafted provisions addressing the same issue. In particular, it illustrates that several pension statutes provide protection against creditors to retirement benefits held by retirement funds. Further, that, while held in retirement funds, retirement benefits are protected from assignment, transfer, cession, hypothecation, pledge, reduction, attachment and execution. Furthermore, that some of these transactions appear in some of the provisions of the pension Statutes whereas they do not do so in similar provisions of other pension statutes. This article argues that the differences in the way similar provisions in different pension statutes are drafted leads to the development of confusing jurisprudence regarding the protection of members' retirement benefits, which needs legislative intervention. This article calls for a uniform approach across all pension statutes regarding the protection of pension benefits against members' creditors. This article further examines whether retirement benefits can be declared realisable property to enable creditors to enforce payment of their debts from these benefits. It illustrates that while it is clear that legislative protection of retirement benefits is available before these benefits accrue to members, there is, however, controversy whether this protection remains intact when these benefits have accrued to members.

Narodziny systemu ubezpieczeniowego świadczeń emerytalnych w rolnictwie na przełomie lat 80. The birth of the system insurance of retirement benefits in agriculture at the turn of the 1980s.

Niniejsze opracowanie ma na celu przedstawienie zasad przyznawania emerytur rolniczych i ustalania ich wysokości w okresie od 1 stycznia 1978 roku do 31 grudnia 1989 roku. Ten zakres dat nie został wybrany przypadkowo, ponieważ cechą charakterystyczną rozwiązań dla rolników w ww. latach było uzależnienie prawa do świadczenia od faktu wytwarzania produktów rolnych oraz ich sprzedaży jednostkom gospodarki uspołecznionej. Stąd też system emerytalny nie miał charakteru powszechnego i wyłącznie socjalnego, lecz był ograniczony do towarowych producentów rolnych sprzedających swoją produkcję państwu. Rozwiązania wprowadzone w tym przedziale czasowym miały sprzyjać przebudowie rolnictwa. Cele związane z przekazaniem gospodarstwa zmierzały w ujęciu historycznym od socjalizacji własności rolniczej (do 1989 roku), przez niezależne od uwarunkowań ustrojowych założenia poprawy socjalno-bytowej rolników indywidualnych, do zmiany struktury obszarowej na wsi i wspierania zmiany pokoleniowej w rolnictwie. W podsumowaniu przedstawiono najważniejsze wnioski płynące z badań.

What Are We Worried About? Mid-life Couples’ Financial Concerns About Their Retirement

Retirement is an expected stage of life that couples plan for far in advance. Despite knowing that years of life without regular income are anticipated, some underprepare, leading to financial uncertainty in later years. In this study we explore financial concerns for retirement expressed by a sample of 335 midlife (Mage=44) couples that participated in the Flourishing Families study. We also examined predictors of those concerns across a 1-year period. Results suggested that both husbands and wives worried about insufficient income, excess spending, and heavy debt in retirement. Minor concerns included being worried about paying for their children’s education, net worth, and general expenses. Lower income was predictive of both husbands and wives being worried about having insufficient income in retirement. Higher income was predictive of husbands having concerns about excess spending. Although having retirement benefits was not predictive of any worries, having retirement savings was associated with wives having a greater likelihood of reporting worries about heavy debt and net worth in retirement. Better financial communication was associated with fewer husbands reporting concerns about excess spending and fewer wives reporting concerns about heavy debt. Having concerns about a spouse not being financially responsible were associated with more husbands reporting worries about excess spending and heavy debt in retirement. When wives reported higher social connection with a child, they also were more likely to report worries about expenses. Findings suggest that saving for retirement, communicating well about finances, and being financially responsible are associated with fewer financial concerns in retirement.

Acceptability of a Newly Developed Financial Program for Caregivers of Individuals Living with a Chronic Illness

Over 40 million informal caregivers provide care to adults aged 50 or older with a chronic illness. In addition to the negative health and well-being impact, caregivers experience financial difficulties including lost income, retirement benefits, future earnings, and unanticipated out-of-pocket costs. Few evidence-informed programs exist to assist caregivers in understanding and managing these financial tasks. This poster presents preliminary acceptability data from 71 caregivers who completed the newly developed Managing Money: A Caregiver’s Guide to Finances program. The 60-minute program was delivered online by trained community educators and addressed caregiving costs/impacts; future planning; initiating conversations; avoiding financial abuse/fraud; and identifying needs. Participants (Mage = 59.45, SD = 11.31) were 87.32% female with 77.46% self-identified as White, 9.86%, as Black, and 8.45% as Hispanic/Latino. Using a Likert scale (1=strongly disagree to 5=strongly agree), participants indicated the program: 1) identified financial challenges (M= 4.11 ; SD = 0.73); 2) provided information for managing money (M = 3.99; SD = 0.64); 3) content was easy to read/understand (M = 4.49; SD = 0.61); 4) program length was appropriate (M = 4.18; SD= 0.68); and 5) activities were helpful (M = 4.13; SD = 0.69). Participants rated the program as very important (M = 4.54; SD = 0.82) and would highly recommend (M = 4.52; SD = 0.53). Results indicated the program was well-received by participants and highly acceptable. Discussion will highlight key program features designed to promote acceptability along with the importance of measuring acceptability for large-scale implementation along with next research steps.

Employee Motivation and Job Performance: Empirical Evidence from Nigeria

This study aims to establish whether there exists a link between employee motivation experiences and job performance. A descriptive research survey was adopted as 206 senior cadre employees of First Bank of Nigeria were sampled using cross-sectional data from a semi-structured questionnaire. The result revealed that both monetary (competitive salary, salary raise, allowances, bonuses, and percentage profit sharing) and non-monetary (job security, job training, career advancement opportunities, flexible working hours, and retirement benefits) motivational incentives have a significant positive correlation with employee job performance in study organization. Specifically, it was revealed that competitive salary (R= 0.809) is the leading monetary motivational factor as job security (R=0.835) tops the ranking for non-monetary motivational factors. It was recommended that study organization will have to employ a mix of both monetary and non-monetary incentives in driving higher performance. Findings also showed that female employees are more motivated by non-monetary incentives (58%) while male employees are more motivated by monetary incentives (61%). Therefore, management should be more strategic in implementing its yearly financial reward contest and public recognition as this will induce the employees to engage in work behaviour that drives higher-level performance.

Deprivation of Retirement Benefits on Divorce through Living Annuities in South Africa

This article discusses the law regulating living annuities when spouses in South Africa are divorcing. It demonstrates that South African courts have interpreted the law to prejudice non-member spouses financially. It argues that courts have failed to consider matrimonial principles when determining whether living annuities are susceptible to being shared on divorce. It argues further that adequate consideration of matrimonial principles will render it impossible for retirement fund members to prejudice their spouses financially by purchasing living annuities without the consent of such spouses, particularly when married in community of property. Disregarding matrimonial law principles may lead to deprivation of property.