Please use this identifier to cite or link to this item: http://arks.princeton.edu/ark:/88435/dsp017s75dc371
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dc.contributor.authorGaldon-Sanchez, Joseen_US
dc.contributor.authorGuell, Maiaen_US
dc.date.accessioned2011-10-26T01:55:01Z-
dc.date.available2011-10-26T01:55:01Z-
dc.date.issued2000-08-01T00:00:00Zen_US
dc.identifier.urihttp://arks.princeton.edu/ark:/88435/dsp017s75dc371-
dc.description.abstractIn this paper we analyze court outcomes of dismissal conﬂicts for several countries. We highlight two facts. First, the patterns found are extremely stable in every country over time. Second, two types of patterns are found: either the workers win most of the cases, or the worker and the ﬁrm win half the times each. We build a model of dismissal conﬂicts that explains these facts. The gap between the severance pay for fair and unfair dismissals is a key factor in the determination of such court outcomes. Those countries with a small gap have outcomes in which the workers win most of the time, and the average cost of firing is higher than in those countries with a smaller gap. This suggests that costly dismissals and rigid employment protection legislation are not necessarily synonymous.en_US
dc.relation.ispartofseriesWorking Papers (Princeton University. Industrial Relations Section) ; 444en_US
dc.subjectdismissal conflictsen_US
dc.subjectworkeren_US
dc.subjectfirm courten_US
dc.titleLet's go to court! Firing costs and dismissal conflictsen_US
dc.typeWorking Paperen_US
pu.projectgrantnumber360-2050en_US
Appears in Collections:IRS Working Papers

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