Thematische Bibliographien / Employment discrimination law

Auswahl der wissenschaftlichen Literatur zum Thema „Employment discrimination law“

Autor: Grafiati

Veröffentlicht am 26. Juli 2024

Zuletzt aktualisiert am 27. Juli 2024

Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an

Wählen Sie eine Art der Quelle aus:

Machen Sie sich mit den Listen der aktuellen Artikel, Bücher, Dissertationen, Berichten und anderer wissenschaftlichen Quellen zum Thema "Employment discrimination law" bekannt.

Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.

Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.

Zeitschriftenartikel zum Thema "Employment discrimination law"

TOWNSHEND-SMITH, RICHARD. „DISCRIMINATION IN EMPLOYMENT“. Industrial Law Journal 15, Nr. 1 (1986): 120–23. http://dx.doi.org/10.1093/ilj/15.1.120.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

HOUGH, BARRY. „DISCRIMINATION IN EMPLOYMENT“. Industrial Law Journal 15, Nr. 1 (1986): 123–26. http://dx.doi.org/10.1093/ilj/15.1.123.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

FITZPATRICK, BARRY. „DISCRIMINATION IN EMPLOYMENT“. Industrial Law Journal 17, Nr. 1 (1988): 125–27. http://dx.doi.org/10.1093/ilj/17.1.125.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Napier, B. W. „AIDS, Discrimination and Employment Law“. Industrial Law Journal 18, Nr. 2 (1989): 84–96. http://dx.doi.org/10.1093/ilj/18.2.84.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Koen, Cliff. „Age discrimination in employment law“. Employee Responsibilities and Rights Journal 4, Nr. 4 (Dezember 1991): 329–30. http://dx.doi.org/10.1007/bf01385036.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Brundage Jongleux, Lynn. „Developments in Employment Discrimination Law“. Indiana Law Review 19, Nr. 1 (01.01.1986): 215–34. http://dx.doi.org/10.18060/2721.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Brundage Jongleux, Lynn. „Developments in Employment Discrimination Law“. Indiana Law Review 20, Nr. 1 (01.01.1987): 243–58. http://dx.doi.org/10.18060/2746.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Marsden, Tracey. „Employment Law SOS“. Manufacturing Management 2018, Nr. 9 (September 2018): 12–13. http://dx.doi.org/10.12968/s2514-9768(23)90220-6.

Der volle Inhalt der Quelle

Annotation:

This month, our employment lawyer looks at cases surrounding an employee potentially leaving a company with sensitive information, working during the hot summer and discrimination of an employee undergoing gender reassignment surgery

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Robins, Caroline. „Employment Law SOS“. Manufacturing Management 2020, Nr. 4 (April 2020): 14. http://dx.doi.org/10.12968/s2514-9768(22)90170-x.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Verkerke, J. Hoult. „Notice Liability in Employment Discrimination Law“. Virginia Law Review 81, Nr. 2 (März 1995): 273. http://dx.doi.org/10.2307/1073618.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Mehr Quellen

Dissertationen zum Thema "Employment discrimination law"

Gixana-Khambule, Bulelwa Judith. „Unfair discrimination in employment“. Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.

Der volle Inhalt der Quelle

Annotation:

In this treatise the South African law relating to unfair discrimination is discussed. The development is traced from the previous dispensation and the few pronouncements of the Industrial Court on discrimination in employment. Thereafter the actual provisions in the law presently applicable, including the Constitution is considered. With reference to leading cases the issue of positive discrimination by adopting affirmative action measures is evaluated and reference is made to other defences like inherent requirements for the job and a general fairness defence. The conclusion is reached that South African law is developing to give effect to the notion of substantive equality with a view to eradicate the systematic discrimination of the past.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Oosthuizen, Tania. „Discrimination based on age in labour law“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19484.

Der volle Inhalt der Quelle

Annotation:

This piece aims to prove that a compulsory retirement age can no longer be justified in South Africa as a constitutional state. In times where people are gradually reaching older ages due to advances in a variety of fields, it seemed that the concept of a compulsory retirement age requires an in depth consideration. This is especially measured against the backdrop of equality and discrimination legislation within The Republic of South Africa. The development of social security law provides the larger framework in which to understand the concept and intentions around retirement. Discrimination and equality legislation demonstrates that age as a listed ground for discrimination does not necessarily simplify the jurisprudence pertaining to it, especially where alternatives have been developed for continued employment. The main point of reference in the South African justice system concerning discrimination disputes is the Harksen v Lane test, whereas the principle encapsulated in Waco v Schweitzer, relates particularly to discrimination based on age. These judgements and subsequent application will be illustrated and considered during the course of this research. The influence of fund rules and fixed-term contracts on the situation will aim to show the reality of the situation. In an effort to show that the problem of an ageing workforce and retirement is not localised to South Africa, an international overview of other constitutional countries is included for context. The comparison goes further to include non-constitutional countries to illustrate the global issue. This comparison was also included in an effort to find alternative strategies that may be utilised in South Africa for retirement and age discrimination legislations and social policies.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Loyson, Madeleine. „Substantive equality and proof of employment discrimination“. Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1059.

Der volle Inhalt der Quelle

Annotation:

This dissertation is a journey through the legislative changes and case law in order to analyse and evaluate the changing nature of South African jurisprudence in respect of the notions of equality, discrimination and affirmative action and the manner in which these issues are proved and dealt with in our courts. It focuses firstly on the emergence of the post-Wiehahn labour laws and the developing jurisprudence concerning discrimination in South Africa towards the end of a long period of isolation from the international world. It witnesses the growing cognizance which was taken of international guidelines and their slow and gradual incorporation into our jurisprudence before the institution of the new democratic government, in the days when the country was still firmly in the grip of a regime which prided itself on its discriminatory laws. It also deals in some depth with the new laws enacted after the first democratic government was installed, especially in so far as the Constitution was concerned. The first clutch of cases dealing with discrimination which were delivered by the Constitutional Court and their effects on decisions of the labour courts thereafter, are dealt with in great detail, indicating how important those judgments were and still are ten years later. A special chapter is devoted to the Harksen case, still a leading authority on how to deal with allegations of unfair discrimination. Having traversed several of the judgments of the labour courts after Harksen, several observations are made in the conclusion of the study which, it is hoped, summarize the major areas of concern in respect of the task of testing claims of unfair discrimination arising in our Courts.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Voges, Sarah M. (Arisa). „Discrimination in the workplace“. Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.

Der volle Inhalt der Quelle

Annotation:

Thesis (MBA)--Stellenbosch University, 2001.
Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Currie, Eilidh. „"What's the Alternative?": Attitudes of Discrimination Investigators Toward the Efficacy of Anti-Discrimination Law“. Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108767.

Der volle Inhalt der Quelle

Annotation:

Thesis advisor: Sarah Babb
American discrimination law is a paradox: it attempts to eradicate discrimination – an inherently systemic problem impacting the most marginalized groups – using bureaucratic procedures. As a result, public servants tasked with investigating violations of discrimination law must pursue the fulfillment of such a sweeping goal through incremental means, adhering to laws that define discrimination narrowly. There is an extensive literature arguing that this misalignment between the law’s driving goals and its methods of enforcement renders it ineffective; there is also considerable research on the public servant’s unique position in this sense. Applying these literatures together to twelve discrimination investigators at three state-level commissions, it seems investigators are aware of the law’s limitations, but are able to close the gap between the bureaucratic nature of their work and its driving goals by rationalizing these limitations, allowing them to remain idealistic about the efficacy of the law
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline: Departmental Honors
Discipline: Sociology

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Roseberry, Lynn M. „The limits of employment discrimination law in the United States and European Community /“. Copenhagen : DJØF Publ, 1999. http://www.gbv.de/dms/spk/sbb/recht/toc/320896250.pdf.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Gregory, Jeanne. „Discrimination, employment and the law : a study of judicial and administrative procedures with special reference to the 1975 Sex Discrimination Act“. Thesis, London School of Economics and Political Science (University of London), 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294282.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Dlamini, David Vusi. „A comparative study of employment discrimination in South Africa and Canada“. Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/330.

Der volle Inhalt der Quelle

Annotation:

South Africa and Canada have emerged from a history fraught of inequalities, which were characterised by segregationist practices. Such inequalities have served as an epitome of discrimination taking place in the society and the workplace in both countries. Both South Africa and Canada had their discrimination affecting black peoples (Africans, Indians and Coloureds) and Aboriginal peoples (Indians, Inuits or Métis) respectively, women and people with disabilities. In both countries discrimination has polarised society. It is against this backdrop that both countries have attempted to eliminate unfair discrimination through the promulgation of relevant legislation that seeks to, inter alia, provide the regulatory framework in respect of employment discrimination. With the foregoing in mind, the purpose of this work is the provision of a selection of comparable aspects of employment discrimination in Canada and South Africa. This selection comprises discrimination on the basis of race, gender, sex, pregnancy, age and HIV/AIDS. The study uses, as its departure point, both countries’ constitutional framework to elicit the extent to which protection against unfair discrimination is extended to the workforce. Apart from looking at the constitutional provisions towards the elimination of unfair discrimination, reference is made to specific employment statutory provisions in order to provide a comprehensive and explicit picture of how workplace discrimination in both countries is regulated. The study focuses on substantive law from both countries about the above -mentioned aspects of discrimination. This is informed by the very nature and scope of the study because any concentration on procedural and evidentiary aspects of discrimination could lead to failure to achieve the objectives of the study. It also looks at specific Canadian and South African case law, judgments of the courts and jurisprudence in the field of employment discrimination in order that the reader is presented with a clearer picture of recent developments in addressing workplace inequalities.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Valette, Delphine. „Protection against employment HIV-testing and HIV/AIDS related discrimination : the potential and limitations of UK anti-discrimination law“. Thesis, University of Bristol, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391178.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Ristow, Liezel. „Sexual harassment in employment“. Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.

Der volle Inhalt der Quelle

Annotation:

Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Mehr Quellen

Bücher zum Thema "Employment discrimination law"

J, Coleman John. Employment discrimination law. 2. Aufl. [Alabama]: J.J. Coleman, 2005.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Player, Mack A. Employment discrimination law. St. Paul, Minn: West Pub., 1988.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Modjeska, Abigail Cooley. Employment discrimination law. 3. Aufl. Deerfield, IL: Clark Boardman Callaghan, 1993.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Lindemann, Barbara. Employment discrimination law. Arlington, VA: Bloomberg BNA, 2012.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Modjeska, Lee. Employment discrimination law. 2. Aufl. Rochester, N.Y: Lawyers Co-operative Pub. Co., 1988.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

1939-, Grossman Paul, und Cane Paul W, Hrsg. Employment discrimination law. 3. Aufl. Washington, D.C: American Bar Association, Section of Labor and Employment Law, 1996.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Hamline University. Advanced Legal Education., Hrsg. Employment discrimination law. St. Paul, Minn: Advanced Legal Education, Hamline University, School of Law, 1985.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

1939-, Grossman Paul, und Weirich C. Geoffrey, Hrsg. Employment discrimination law. 4. Aufl. Washington, DC: BNA Books : American Bar Association, Section of Labor and Employment Law, 2007.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Tyc, Aneta, Jo Carby-Hall und Zbigniew Góral. Discrimination and Employment Law. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003306962.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

M, Hirsch Jeffrey, Hrsg. Mastering employment discrimination law. Durham, N.C: Carolina Academic Press, 2010.

Den vollen Inhalt der Quelle finden

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Mehr Quellen

Buchteile zum Thema "Employment discrimination law"

Lockton, Deborah J. „Discrimination“. In Employment Law, 85–121. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15002-1_5.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Lockton, Deborah J. „Discrimination“. In Employment Law, 111–64. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-08551-1_5.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Charles, Barrow, und Lyon Ann. „Discrimination“. In Modern Employment Law, 186–230. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315713861-11.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Charles, Barrow, und Lyon Ann. „Disability discrimination“. In Modern Employment Law, 231–61. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315713861-12.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Carby-Hall, Jo, Zbigniew Góral und Aneta Tyc. „Discrimination in Employment Law“. In Discrimination and Employment Law, 277–89. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003306962-16.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Luong, Alexandra, Justin M. Sprung und Michael J. Zickar. „Discrimination and employment law“. In Personnel Psychology, 18–38. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781315731735-2.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Burri, Susanne. „Dutch Equal Treatment Law“. In Discrimination and Employment Law, 35–59. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003306962-4.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

MacDermott, Therese. „Employment Discrimination in Australia“. In Discrimination and Employment Law, 153–71. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003306962-9.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Donohue, John J. „Discrimination in Employment“. In The New Palgrave Dictionary of Economics and the Law, 615–24. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1007/978-1-349-74173-1_117.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Cohen-Almagor, Raphael, und Uki Maroshek-Klarman. „Gender Discrimination in Israel“. In Discrimination and Employment Law, 248–76. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003306962-15.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Konferenzberichte zum Thema "Employment discrimination law"

Bublienė, Raimonda. „Internationalization and Multiple Discrimination: the Case of Employment Regulation“. In Contemporary Issues in Business, Management and Education. Vilnius Gediminas Technical University, 2017. http://dx.doi.org/10.3846/cbme.2017.061.

Der volle Inhalt der Quelle

Annotation:

The article analyses European Union anti-discrimination law development in Member States and differences between protected grounds of discrimination. On this basis, the analysis covers recognition of the social complexity, internationalization and discrimination of foreigners for different grounds. The process of internationalization and migration, covering social, political, economical, cultural, legal processes, the non-discriminatory protection of a foreigner as a member of the society has become complicated, when attempting not to discriminate people arriving from the other countries and to have equal possibilities. The problems of discrimination are valid and significant for the civil society itself. The article also discusses the concept of multiple discrimination in European Union anti-discrimination law, legal regulation and protection against multiple discrimination in Europe and separate legal regulation of the Member States. This article argues that internationalization processes bring new approaches of interpretation of European Union employment equality law and contemporary challenges, introduces recent cases of equal treatment of employees during employment at private companies.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Gschwinder, Joachim. „Sustainability and Labour Law“. In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.20.

Der volle Inhalt der Quelle

Annotation:

This article explores the question of how sustainability and labour law are interrelated. The modern world of work is characterised by the growing social and environmental responsibility of companies. Especially in the post-COVID era, sustainability also plays an increasingly important role in the corporate context, which is also noticeable in the so-called ‘war for talent’. Achieving personal career goals is no longer enough for employees today. Corporate values and in particular the socalled ESG criteria (Environment, Social, Governance) are thus also becoming increasingly important in the employment relationship and in corporate reporting requirements. In terms of social sustainability, labour law instruments can, for example, promote the creation of a discrimination-free working environment, the introduction of flexible working time models or the protection of whistleblowers. From an ecological perspective, labour regulations are also suitable for implementing ‘green mobility’ and other measures to reduce companies’ ecological footprints. Working from home, which experienced a huge boom during the COVID-19 pandemic, is also sustainable, especially from an ecological point of view. Appropriate consideration of these sustainable work tools in future corporate social responsibility (CSR) strategies not only creates a competitive advantage but can also be beneficial in recruitment.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Matić Klanjšček, Milena, und Dora Najrajter. „Neenaka obravnava pri delu in zaposlovanju v luči družbene odgovornosti podjetij v času epidemije“. In Society’s Challenges for Organizational Opportunities: Conference Proceedings. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.3.2022.43.

Der volle Inhalt der Quelle

Annotation:

According to the law, the employer is obliged to ensure equal treatment of all, regardless of any personal circumstances. Discrimination is prohibited, but not all unequal treatment is discrimination. In practice, the implementation of the principle of equality requires measures stemming from the EU Equal Treatment Directive, which strengthens the position of disadvantaged groups and increases employment and career prospects. Today, corporate social responsibility is of great importance in achieving business and economic success. In addition to striving for profit, companies also include respect and equal treatment of all stakeholders. Social responsibility affects employee’s satisfaction, which is reflected in greater productivity and competitiveness. The paper substantiates companies' commitments to respect human rights, in particular the right to work and employment, it also analyses various aspects of unequal treatment between employees and jobseekers as fair treatment of the labour market is particularly important in pandemic times. The rights deriving from work are all the greater.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Petrović, Ivan, und Aleksandar R. Ivanović. „DISKRIMINACIJA ZAPOSLENIH U JAVNOM SEKTORU“. In Razvoj i unapređenje institucije ombudsmana u funkciji zaštite ljudskih prava. University of Kragujevac, Faculty of Law, 2023. http://dx.doi.org/10.46793/ruio23.067p.

Der volle Inhalt der Quelle

Annotation:

In the paper, the authors deal with the legal framework for the protection of the rights of employees in the public sector, with a special focus on discrimination by law, more precisely the rights established by the legislator, which by their nature represent a form of discrimination or limitation in the exercise of the rights and duties of employees in the public sector sector. In this regard, the authors first point to the currently valid regulations that govern the working relationships of employees in the public sector. In addition to this, the paper deals with the manner in which employees in the public sector are discriminated against when establishing an employment relationship, when classifying them for the position of state employees, when exercising the right to earnings, and exercising the right to a hot meal and holiday pay. The aim of the paper is to address the issue, that is, the problem of institutional discrimination of employees in the public sector in the aforementioned segments.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Robu, Mariana. „Understanding Gender-Based Wage Discrimination in the Republic of Moldova“. In International Scientific Conference ”Development Through Research and Innovation - 2023”, 4nd Edition. Academy of Economic Studies of Moldova, 2024. http://dx.doi.org/10.53486/dri2023.02.

Der volle Inhalt der Quelle

Annotation:

This paper aims to analyse the legal framework surrounding gender-based wage discrimination in the Republic of Moldova. The Republic of Moldova has made significant progress in promoting gender equality and fighting discrimination, particularly through ratifying international conventions and adopting national legislation that mandates equal pay for equal work. However, despite these efforts, gender-based wage discrimination persists in various sectors and industries. This paper examines the legal instruments in place to address this issue, including the Constitution, labor laws, and international agreements. Furthermore, it explores the challenges in enforcing these laws and identifies potential gaps that hinder effective implementation. Through a comprehensive review of relevant legal provisions and case studies, this paper sheds light on the extent of gender-based wage discrimination in Moldova and provides recommendations to improve the legal framework and its enforcement mechanisms. Ultimately, understanding the legal framework is crucial for fostering gender equality and creating an inclusive society where all individuals can have access to fair and equitable employment opportunities.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Ebekozien, Andrew, Clinton Aigbavboa, Mohamad Samsurijan, Mohamed Ahmed, Samuel Adekunle, Opeoluwa Akinradewo, Matthew Ikuabe und Angeline Nwaole. „Gender Gap in the Construction Industry’s Consultancy: Is this a Threat to Achieving Sustainable Development Goal 5?“ In 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005275.

Der volle Inhalt der Quelle

Annotation:

The target date for achieving Sustainable Development Goal 5, one of the 2030 UN Agenda [Sustainable Development Goals (SDGs)], is fast approaching. Studies have shown that the construction industry has a role in achieving many SDGs, including Goal 5 in developing countries. However, studies regarding achieving Goal 5 (Gender Equality) in the industry regarding female consultancy participation are scarce and complexly interrelated because of societal problems and divergence. Thus, this study aims to investigate factors hindering gender equality in construction consultants’ career growth and suggest measures to encourage more female construction consultants through policy to achieve Goal 5 in Nigeria. The study adopted face-to-face data collection via a qualitative mechanism. This is an ongoing study. The first phase covered Lagos, Nigeria, and adopted a thematic approach to analyse the collected data. The perceived major encumbrances facing Nigerian construction consultants regarding gender equality are religious/cultural, family/marital, marginalised identities, microaggressions, absence of career advancement, absence of mentors/role models, consultancy fees discrimination (gender pay gap), bullying and discrimination, and lax equity and inclusion. Achieving Goal 5 will be a mirage if these issues are not addressed. Thus, the study recommended measures to motivate females to study construction-related programmes and employment opportunities, including consultancy services slots through policy mechanisms to achieve Goal 5. As part of the implications, the study identifies major hindrances facing female Nigerian construction consultants and proffers measures to improve gender equality to achieve Goal 5.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Gökçek Karaca, Nuray. „The Position of Women in Economic Life: A Comparison between Transition Economies and Turkey“. In International Conference on Eurasian Economies. Eurasian Economists Association, 2013. http://dx.doi.org/10.36880/c04.00638.

Der volle Inhalt der Quelle

Annotation:

In this study, the participation of women in economic life, in other words their position in economic activity in Turkey was examined in comparison with the Central and Eastern Europe (CEE) countries and the Commonwealth of Independent States (CIS). To examine women’s participation in economic life in Turkey in comparison with transition economies, we benefited from the Gender Empowerment Measure (GEM), which was developed by the UNDP the participation of women in economic activity in Turkey is low extremely. The factors that reduce the participation in the workforce by women in Turkey are traditional division of work, economic development, level of education, unpaid family work, informal employment, legal regulation, discrimination, work/non-work preferences. The participation of women in economic activity is also low in transition economies. But transition economies is not homogenous in terms of participation of women in economic activities. Results also indicate that, the participation of women in economic activity in the Central and Eastern Europe (CEE) is higher than the participation of women in economic activity in the Commonwealth of Independent States (CIS).

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Senchenko, Kateryna. „Socio-psychological adaptation of externally displaced Ukrainians in Germany“. In Sociology – Social Work and Social Welfare: Regulation of Social Problems. Видавець ФОП Марченко Т.В., 2023. http://dx.doi.org/10.23939/sosrsw2023.194.

Der volle Inhalt der Quelle

Annotation:

Background: The problem of social and psychological adaptation of externally displaced Ukrainians is extremely urgent today, as millions of citizens were forced to leave Ukraine as a result of the full-scale invasion. Given the differences in language, culture, religion, and administrative structure of the host countries, the problem of adaptation has become extremely acute for many. Without proper support and resources to help them integrate into their new communities, internally displaced persons may deal with a variety of challenges, including isolation, discrimination, and mental health issues such as anxiety, depression, and post-traumatic stress disorder. This can make it difficult for them to rebuild their lives and achieve a sense of security and stability. Purpose: To identify the conditions that influence the successful psychosocial adaptation of externally displaced Ukrainians. Methods: The theoretical method was aimed at studying scientific papers and articles on the topic of social and psychological adaptation. An empirical method was also used, which included the Methodology for Diagnosing Socio-Psychological Adaptation by K. Rogers and R. Diamond and a questionnaire of our own design aimed at studying the difficulties and problems faced by people in the new social environment. Results: In general, most of the respondents have average levels of indicators according to the Rogers and Diamond methodology for diagnosing social and psychological adaptation, but a low level of social adaptation, emotional comfort and striving to dominate was also found in some of the respondents. The analysis of our own questionnaire showed that the process of adaptation of externally displaced Ukrainians is influenced by such factors as language skills, access to medical services, government support, education and employment, and social and cultural environment. Conclusions: The results of the study revealed that although most of the respondents have average adaptation indicators, externally displaced Ukrainians experience a range of problems and need support and additional measures. Keywords: adaptation, social and psychological adaptation, externally displaced Ukrainians, integration, social environment

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Berichte der Organisationen zum Thema "Employment discrimination law"

Kothari, Jayna, Deekshitha Ganesan, I. R. Jayalakshmi, Krithika Balu, Prabhu C. und Aadhirai S. Tackling Caste Discrimination Through Law: A Policy Brief on Implementation of Caste Discrimination Laws in India. Centre for Law and Policy Research, März 2020. http://dx.doi.org/10.54999/gjkp8801.

Der volle Inhalt der Quelle

Annotation:

CLPR undertook a study to review the implementation of the laws relating to caste discrimination in India – the Protection of Civil Rights Act, 1955, the Scheduled Castes and Scheduled Tribes (Prevention of Atrocities) Act, 1989 and the Prohibition of Employment as Manual Scavengers and their Rehabilitation Act, 2013. The study focuses on the four Southern states – Karnataka, Andhra Pradesh, Tamil Nadu, and Kerala – and analyses data from the Crime in India report of the National Crime Records Bureau, reports of the Ministry of Social Justice and Empowerment, and case law from High Courts and the Supreme Court of India.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Blackham, Alysia. Addressing Age Discrimination in Employment: a report on the findings of Australian Research Council Project DE170100228. University of Melbourne, November 2021. http://dx.doi.org/10.46580/124368.

Der volle Inhalt der Quelle

Annotation:

This project aimed to research the effectiveness of Australian age discrimination laws. While demographic ageing necessitates extending working lives, few question the effectiveness of Australian age discrimination laws in supporting this ambition. This project drew on mixed methods and comparative UK experiences to offer empirical and theoretical insights into Australian age discrimination law. It sought to create a normative model for legal reform in Australia, to inform public policy and debate and improve responses to demographic ageing, providing economic, health and social benefits.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Lahey, Joanna. State Age Protection Laws and the Age Discrimination in Employment Act. Cambridge, MA: National Bureau of Economic Research, Februar 2006. http://dx.doi.org/10.3386/w12048.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Doleac, Jennifer, und Benjamin Hansen. Does “Ban the Box” Help or Hurt Low-Skilled Workers? Statistical Discrimination and Employment Outcomes When Criminal Histories are Hidden. Cambridge, MA: National Bureau of Economic Research, Juli 2016. http://dx.doi.org/10.3386/w22469.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Howard, Joanna. Vulnerability and Poverty During Covid-19: Religious Minorities in India. Institute of Development Studies (IDS), November 2021. http://dx.doi.org/10.19088/creid.2021.014.

Der volle Inhalt der Quelle

Annotation:

The Covid-19 pandemic has had direct and indirect effects on religiously marginalised groups, exacerbating existing inequities and undermining the ambitions of Sustainable Development Goals (SDGs) to reach (and include) those ‘furthest behind’. Religious inequalities intersect with other inequalities to compound vulnerabilities, particularly the convergence of low socioeconomic status, gender inequality, and location-specific discrimination and insecurity, to shape how people are experiencing the pandemic. This policy briefing, written by Dr Joanna Howard (IDS) and a co-author (who must remain anonymous for reasons of personal security), draws on research with religious minorities living in urban slums in Tamil Nadu and Karnataka states in India. Findings show that religiously motivated discrimination reduced their access to employment and statutory services during the pandemic. Harassment and violence experienced by Muslims worsened; and loss of livelihoods, distress, and despair were also acutely experienced by dalit Hindus. Government response and protection towards lower caste and religious minorities has been insufficient.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Wir bieten Rabatte auf alle Premium-Pläne für Autoren, deren Werke in thematische Literatursammlungen aufgenommen wurden. Kontaktieren Sie uns, um einen einzigartigen Promo-Code zu erhalten!