Dissertations / Theses: 'Employees rights in the EEC'

1

Wenlock, Heather. "The management of transfer of undertakings : a comparison of employee participation practices in the United Kingdom and the Netherlands." Thesis, University of Oxford, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305856.

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2

Carey, Gina L. "Long-term Temporary Employees: Perceptions of Rights and Representation." OpenSIUC, 2013. https://opensiuc.lib.siu.edu/theses/1343.

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Between May 2008 and August 2009, temporary employees were solicited, interviewed, and hired by Agency A under the expectation that they would be eligible for conversion to permanent employee status at Company Z after a 90-day period. This qualitative case study examines those long-term temporary workers in regard to their perceptions of their rights, representation, and morale and performance levels after pre-employment promises were not honored. Potential participants were identified as long-term temporary workers employed by Agency A and assigned to Company Z. Participants were interviewed and results were transcribed and analyzed for a pattern or theme. Findings indicated that all participants entered into the employment agreement with Agency A with the understanding that the position was a temporary to hire position; that the job would lead to a permanent position with Company Z. While participants revealed feelings of frustration, isolation, insecurity and low self-esteem as a result of a perceived lack of representation from both the Agency and the Company, their perceptions of morale and productivity were surprisingly positive. In the subject of temporary employee representation and management there is a lack of diverse research, especially in the area of long-term temporary workers. This case study provides a glimpse into this population and indicates, on a small scale, the need for temp industry-wide improvements in the representation and management of long-term temporary employees. As the population of this sector of the workforce continues to rise dramatically, more focus is needed to avoid exploitation of long-term temporary workers and provide an equal work experience.

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3

Antoniades, Louiza. "Social Networks in the workplace : employees’ rights to online privacy." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/45969.

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The aim of this application is to complete the LLM degree with a dissertation entitled “Social networks in the workplace: employees’ rights to online privacy”. The study entails an analysis of the current regulatory environment in South Africa, together with relevant case law and legislation involving the rights of employees’ in the workplace accessing social networking sites during working hours. The aims of this study are to analyse the current South African legislative position, and to determine the legal framework for the protection of employees’ online privacy. It can be seen from the basic information below, that one of the questions that arises is whether privacy can exist where there is in actual fact no physical space, and whether there is any legislation that can be applied in order to reach a conclusion. It is clear that the dissertation is working from a hypothesis that an employee’s right to online privacy is protected through various South African legislation as well as case law, provided that certain measures are taken. At present an employer is required to put in place an electronic communications policy in the workplace which should also comply with Schedule 8 of the Labour Relations Act 66 of 1995. The Employee must then be made aware of such a policy and consent must be given by the employee by signature thereof, which shall then bind the employee to the terms of the policy. The dissertation further looks at the following questions that arise as to what rights the employers’ have in respect of monitoring their employees’ online activity and what the employees’ rights to online privacy are with regard to social networks during the course of working hours. Legislation is referred to, for example the interplay between the PPI and RICA. The ECT Act is also discussed with reference being made to unauthorised access and interception with data, section 86(1) in particular prohibits the above without the necessary consent to do so. These present the most pertinent questions that are to be answered in the dissertation. The dissertation will reach a conclusion as to the above with all relevant authorities, case law and legislation.
Mini Dissertation (LLM)--University of Pretoria, 2014.
tm2015
Mercantile Law
LLM
Unrestricted

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4

Gauss, Tanja Claudine. "The extension of employment rights to employees who work unlawfully." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1569.

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South Africa has over the years and particularly since the enactment of our new Constitution, attracted an increasing number of foreigners. One of the main problems associated with the large number of illegal immigrants in this country is that they are placing strain on South Africa‟s already scare resources such as housing and healthcare. A further problem is that these illegal immigrants are competing with South Africans for jobs which are already scarce, and thus aggravating the unemployment situation. Nevertheless, these illegal immigrants are being employed and by virtue of their circumstances are easily exploited and often the victims of cheap labour, corruption, eviction and assault. Given that these workers are illegal immigrants not in possession of the required work permits, their employment is prohibited by the Immigration Act 13 of 2002. They are thus illegal workers. Another category of illegal workers are those, predominantly women, who are employed in an industry which offers easy income with no contractual obligations – the prostitution industry. Despite the prohibition of prostitution by the Sexual Offences Act 23 of 1957, the prostitution industry throughout South Africa continues to exist. These workers are also particularly vulnerable and easily exploited and abused by their employers. Illegal immigrants and sex workers in South Africa have until recently been denied access to the protection of our labour legislation, by virtue of the illegality of their employment contracts. However two recent controversial decisions, that of the Labour Court in the Discovery Health case, and that of the Labour Appeal Court in the Kylie case, have changed this position.

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5

Smeltzer, Gerald Gilbert. "Legal rights to information and skilled employees in the computer industry." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24436.

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Canada is currently experiencing the transition to a post-industrial society as the result of the wide spread introduction of information related technologies. This thesis focuses on the legal rights to information of skilled employees who work with modern computer technology. The objective is to assess the adequacy of existing laws to meet the needs of employers and employees and to serve the public interest. The initial chapters concentrate on the legal principles of trade secrets and breach of confidence as applied to the employment relationship. Patent and copyright protection for software is briefly reviewed but not emphasized. Against this background, the major portion of the thesis examines the delicate balance between the legal interests of the employer, the employee and the public. Any attempt by employers to limit post employment use of information by employees invokes the doctrine of restraint of trade. This doctrine recognizes an employee's right to use the knowledge and skills developed during employment for the benefit of other employers. The thesis examines the elements of the restraint of trade doctrine as applied to skilled employees in the computer industry. The creation and development of software is used throughout the thesis to illustrate legal principles. Employers such as software developers are extremely vulnerable to misappropriation of confidential information by their employees. Such employers rely heavily upon the use of restrictive covenants in employment agreements to limit disclosure and to prevent future competition. The remedies for an employee's breach of confidence are reviewed. This chapter concludes that the legal principles governing interlocutory injunctions are inadequate to properly protect the information employer. The thesis concludes that the present Canadian law is increasingly inadequate to protect a computer industry employer against an employee's unauthorized appropriation of confidential information. In short, the law has not yet recognized the social and technological changes that have greatly increased the vulnerability of the information employer. If neither the courts nor the legislatures take action, information employers will have to further increase their reliance on the limited and uncertain protection of restrictive covenants in employment agreements.
Law, Peter A. Allard School of
Graduate

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6

Nsubuga, Hamiisi J. "The rights of employees on corporate insolvency : a UK and US perspective." Thesis, Nottingham Trent University, 2018. http://irep.ntu.ac.uk/id/eprint/32934/.

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This thesis considers how Dworkin's interpretative approach to law may be used to resolve the uncertainties in how a balance can be achieved between employee protection and corporate rescue laws during corporate insolvency. There exist a significant number of academic theses on the role that insolvency law should play in a legal system, and the tension that corporate insolvency creates between employment protection and corporate rescue laws during corporate insolvency. However, there is also a dearth of academic work on how the tension between employee protection and corporate rescue laws may be balanced through interpretation. The commencement of formal insolvency proceedings by an employer affects employees' rights and interests. Employment laws seek to protect employees' rights and interests while insolvency laws seek to promote corporate rescue which may entail workforce changes. Consequently, this creates a tension between whose interest insolvency law should give primacy of protection. Theoretical perspectives from what has been termed the traditionalist and proceduralist theoretical schools that dominate the field of insolvency, arguably, do not provide satisfactory avenues through which a balance may be achieved between employment protection and corporate rescue. While traditionalists' perspectives consider the interests of extant stakeholders as a whole and support fairness in distributive imperatives in insolvency, they do not provide clear answers on how these perspectives may be balanced and applied to corporate insolvencies. Proceduralists, however, provide clear answers to the factors to be taken into account during corporate insolvency but their perspectives give primacy to maximising creditors' returns rather than an inclusive distributive approach, which may be an unsatisfactorily narrow approach to stakeholders as a group. This thesis therefore, applies Dworkin's interpretative approach to law as a remedy that would arguably, provide an approach through which a balance may be achieved between employment protection and corporate rescue objectives during corporate insolvency.

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7

McDermott, Michael C. "Foreign divestment and employee disclosure and consulatation in the UK, 1978-1985." Thesis, University of Glasgow, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.236561.

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8

Gillespie, Neil. "The legal protection of temporary employees." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019793.

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This paper is divided into two distinct sections. The first being an analysis of the legal protection of temporary employees as things currently stand. It deals with the various labour laws that currently regulate temporary employment as well as the temporary employment contract and the common-law. The second section summarises and analyses the provisions of the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill as they apply to fixed-term employees. Temporary employees are protected by the general protection extended to all employees in terms of section 23(1) of the Constitution of the Republic of South Africa, 1996, guaranteeing all employees the “right to fair labour practice”. The Labour Relations Act has as one of its main objectives to give effect to and regulate the fundamental rights contained in the Constitution. Thus the Labour Relations Act must not only give effect to constitutional rights but it must also ensure that it in no way unreasonably or unjustly denies or limits constitutional rights. Temporary employees have a number of labour laws protecting their interests. Where the provisions of the Basic Conditions of Employment Act, a Bargaining Council Agreement or a Sectoral Determination do not apply the employee will rely on the terms of the fixed-term employment contract and thereafter the common law for protection. The only protection offered to temporary employees contained in the Labour Relations Act is in section 186(1)(b), where a dismissal is defined to include the non-renewal of temporary contracts of employment where there is a reasonable expectation of renewal on the same or similar terms. This provision has proved to be highly controversial in that it does not expressly cater for temporary employees who harbour reasonable expectations of indefinite employment. An analysis is made of the most important cases relating to section 186(1)(b). The second section unpacks and critically analyses the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill which have been long in the offing and when they are finally enacted, will bring with them sweeping changes for atypical employment . The amendments will drastically change the way employers make use of fixed-term employees as well as the way in which Temporary Employment Services may conduct business if they are in fact able to keep working at all. There is very little literature of substance written about the Labour Relations Amendment Bill as it applies to atypical employment. The fact that the proposed amendments have changed so many times over such a long period of time might have deterred many writers from investing time and effort in attempts to analyse and summarise the amendments. Articles posted on the internet are in the main short and have very little content. No books were found with any discussion that pertains to the amendments. The amendments divide employees involved in atypical employment into two different categories. These categories consist of employees earning above the threshold in terms of section 6(3) of the Basic Conditions of Employment Act and those earning below this threshold. All fixed-term employees may rely on the provisions of section 186 of the Labour Relations Act. Employees earning below the threshold are considered to be the most vulnerable and have been afforded additional protections in terms of sections 198(A), (B) and (C). Issues surrounding Temporary Employment Services and fixed-term employees have been very divisive and have been the topics of heated debate at all levels of Industrial Relations for a long time. Discussions regarding the use of the services of Temporary Employment Services can be highly emotive, with Temporary Employment Services being accused of committing wideThis paper is divided into two distinct sections. The first being an analysis of the legal protection of temporary employees as things currently stand. It deals with the various labour laws that currently regulate temporary employment as well as the temporary employment contract and the common-law. The second section summarises and analyses the provisions of the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill as they apply to fixed-term employees. Temporary employees are protected by the general protection extended to all employees in terms of section 23(1) of the Constitution of the Republic of South Africa, 1996, guaranteeing all employees the “right to fair labour practice”. The Labour Relations Act has as one of its main objectives to give effect to and regulate the fundamental rights contained in the Constitution. Thus the Labour Relations Act must not only give effect to constitutional rights but it must also ensure that it in no way unreasonably or unjustly denies or limits constitutional rights. Temporary employees have a number of labour laws protecting their interests. Where the provisions of the Basic Conditions of Employment Act, a Bargaining Council Agreement or a Sectoral Determination do not apply the employee will rely on the terms of the fixed-term employment contract and thereafter the common law for protection. The only protection offered to temporary employees contained in the Labour Relations Act is in section 186(1)(b), where a dismissal is defined to include the non-renewal of temporary contracts of employment where there is a reasonable expectation of renewal on the same or similar terms. This provision has proved to be highly controversial in that it does not expressly cater for temporary employees who harbour reasonable expectations of indefinite employment. An analysis is made of the most important cases relating to section 186(1)(b). The second section unpacks and critically analyses the Labour Relations Amendment Bill and the Basic Conditions of Employment Bill which have been long in the offing and when they are finally enacted, will bring with them sweeping changes for atypical employment . The amendments will drastically change the way employers make use of fixed-term employees as well as the way in which Temporary Employment Services may conduct business if they are in fact able to keep working at all. There is very little literature of substance written about the Labour Relations Amendment Bill as it applies to atypical employment. The fact that the proposed amendments have changed so many times over such a long period of time might have deterred many writers from investing time and effort in attempts to analyse and summarise the amendments. Articles posted on the internet are in the main short and have very little content. No books were found with any discussion that pertains to the amendments. The amendments divide employees involved in atypical employment into two different categories. These categories consist of employees earning above the threshold in terms of section 6(3) of the Basic Conditions of Employment Act and those earning below this threshold. All fixed-term employees may rely on the provisions of section 186 of the Labour Relations Act. Employees earning below the threshold are considered to be the most vulnerable and have been afforded additional protections in terms of sections 198(A), (B) and (C).

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9

Santi, Mary E. "Remuneration, benefits, and privacy canonical standards for lay employees in the Church /." Theological Research Exchange Network (TREN), 2006. http://www.tren.com/search.cfm?p029-0670.

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10

Prinsloo, Monique Francis. "Protection of pregnant employees in the South African workplace : a labour law perspective." Thesis, University of the Western Cape, 2015. http://hdl.handle.net/11394/5147.

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Magister Legum - LLM
The Constitution of South Africa lists pregnancy as a prohibited ground for discrimination. The South African labour law regime likewise makes provision for the protection of women and pregnant employees in the workplace. This protection is against less favourable treatment, through measures that prohibits dismissal and discrimination based on pregnancy. In defiance of these laws, the recent trend indicates that the less favourable treatment of women and pregnant employees in the South African workplace environment has become more prevalent and this has become a contentious issue. Thus, this study will firstly, in view of relevant constitutional guarantees, focus on labour legalisation (and where relevant, related legislation outside the labour law arena) that has been enacted to provide for the protection of pregnant women in the workplace. Secondly, this study will demonstrate that despite these provisions that affords for formal protection of pregnant women in the workplace, practically many pregnant women continue to be treated unjustly because of their pregnancies or reasons related thereto. It is therefore clear that there is a setback with regard to the practical implementation of the laws protecting pregnant employees. Finally, this study will clearly highlight that measures need to be established where the law protects pregnant employees in the workplace, so that these laws serve its purpose and that they are implemented in the correct manner that it is intended to serve. This will be done through tabling recommendations concerning how labour law should be implemented so that the employment rights of women and pregnant employees are comprehensively protected.

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11

Shashidhara, Shilpa. "Resident Rights and Electronic Monitoring." Thesis, University of North Texas, 2010. https://digital.library.unt.edu/ark:/67531/metadc31546/.

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The purpose of this exploratory study was to examine resident, family member and staff perceptions of electronic monitoring and their effect on resident rights. The sample consisted of 53 nursing home residents, 104 staff and 25 family members, in the Dallas Fort Worth metroplex, from a nursing facility in which residents utilize video cameras in their rooms (Nursing Facility 1), two nursing facilities that have video cameras in their common rooms areas (Nursing Facility 2 and 3) and a nursing facility that does not utilize video cameras (Nursing Facility 4). The interview questions and self-administered surveys were in regard to the participant's perceptions of electronic monitoring, perceived risks and benefits of video cameras, awareness of resident rights and consciousness of potential risks to resident rights. Data were analyzed using a mixed methods approach using both ATLAS t.i and SAS. Study findings revealed that residents, family members and staff are aware of the potential benefits of electronic monitoring in nursing facilities. While respondents are hesitant to have electronic monitoring in resident rooms, they are interested in utilizing electronic monitoring in common areas. While residents and staff believe that electronic monitoring compromises resident rights, family members believe resident rights are protected. Different types of staff have different perceptions of electronic monitoring. Those staff members that are more directly involved in resident care are less accepting of electronic monitoring compared to staff that have episodic visits with residents. Among staff members, nursing facilities with prior experience with electronic monitoring are less accepting of electronic monitoring. Further studies are needed to enhance this research.

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12

Crouse, Chantell Belinda. "The rights of employees following a transfer of an undertaking in terms of section 197 of the Labour Relation Act in an outsourcing context." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1015060.

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The protection that employees enjoy under our common law in the transfer of a business of its employer is very little. Common law only concerns itself with the lawfulness of a contract of employment. Common law is, however, now also experiencing the effect of the Constitution which provides for fair labour practices. Proper legislation was enacted to afford employees proper protection against dismissals resulting out of a transfer of a business by the employer as a going concern. Such a dismissal would be automatically unfair in terms of section 187(1)(g) of the LRA. The protection that employees enjoy is governed by section 197 of the LRA. This section provides that the new employer is placed in the “shoes” of the old employer. It also further states that the new employer could be held accountable for the unlawful actions of the old employer against an employee prior to the transfer taking place. Section 197 of the LRA, however, does not apply to all transfers of businesses. There are some key concepts that are of importance to determine its applicability. Such concepts include whether there was a transfer of a business or a part of the business and whether it was transferred as a going concern. The words “transfer” and “business” are defined in section 197(1)(a) and (1)(b) of the LRA. However, the words “going concern” are not defined and one would have to scrutinise case law for guidance in considering whether the transfer was done as a going concern. A leading case is that of Schutte Powerplus Performance (Pty) Ltd.1 In this case the court held that one must consider the substance of the agreement in determining whether the business was transferred as a going concern. It further held that the lists of factors that one should have regard to are not exhaustive. Section 197 of the LRA also applies to employees whose services have been outsourced. Outsourcing of services occurs where an employer discontinues a service or activity that is in most cases not part of the main business of the employer, and contract an outside contractor to take over that service or activity. This matter was given clarity in the case of SA Municipal Workers Union v Rand Airport Management Company (Pty) Ltd.2 The court came to the conclusion that section 197 could apply to outsourcing, provided it passes the test of “transfer” as well as the test of what constitutes a “business or service”. Outsourcing to labour brokers is, however, not covered by section 197 of the LRA. The matter was given consideration by the Labour Court in CEPPWAWU v Print Tech (Pty) Ltd.3 Another question is whether second-generation outsourcing is covered by section 197 of the LRA. Second Generation Outsourcing occurs when an employer put the outsourced service out to tender upon the outsource contract coming to an end and a new entity is awarded the outsourcing opportunity following the original outsource entity being unsuccessful in its bid to secure the contract for an additional term.

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13

Weber, Hedda Anne. "Comparison of the legal protection standards of HIV-infected public employees in Canada and the United States." Thesis, McGill University, 1999. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=30334.

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This thesis examines the legal protection of public employees who are HIV-infected or have AIDS in Canada and the United States. Emphasis is placed on the dealing with mandatory HIV-testing schemes in each country. To this end, the first section presents medical facts about the disease itself, the transmission risks, and testing methods as ethical considerations about HIV-testing schemes. The second section addresses the protection standards guaranteed by the Constitution of the United States and compares them to the standards set out by the Canadian Charter of Rights and Freedoms . Finally, the third section compares protection offered under the Rehabilitation Act of 1973, the Americans with Disabilities Act, and the Canadian Human Rights Act.

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14

Kadera, Thomas R. "The rights of lay employees of the Church to decent remuneration and a just and decent wage." Theological Research Exchange Network (TREN) Access this title online, 2005. http://www.tren.com.

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15

Udoh, Isidore Alphonsus. "The right of church employees to a just wage a study of the obligation of church administrators in canon 1286 /." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.

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16

Livesay, Norman Dwight. "An analysis of the laws affecting the employment rights of public school employees in the state of West Virginia." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/52326.

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The purpose of this study was to examine provisions of the Constitution of West Virginia, enactments of the West Virginia Legislature, decisions of the West Virginia Supreme Court of Appeals, policies of the West Virginia Board of Education, opinions of the Attorney General, and interpretations of the State Superintendent of Schools to ascertain the legal status of West Virginia public school personnel with respect to their employment rights. Federal Constitutional provisions, statutes, and court cases were also cited when of overriding importance or when West Virginia legal references were found to be inadequate. Legal research of the employment process and rights of public school employees focused on the following areas: nomination for employment, discrimination, substantive and procedural due process, certification, employee classifications, probationary and continuing contracts, assignment and transfer, suspension and dismissal, resignation, employment term, and compensation. Other legal provisions reviewed in relationship to West Virginia public school personnel included academic freedom, assignment of duties, personal leave, leaves of absence and other absences, workmen's compensation, unemployment compensation, insurance benefits, retirement, seniority, reductions in force, grievance procedures, employee organizations, and collective bargaining.
Ed. D.

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17

Seitz, Gilbert J. "The rights of lay employees an analysis of the personnel policies of the Archdiocese of Baltimore in light of canon 231, [par.] 2 /." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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18

Mbwaalala, Ndemufayo Regto. "Can labour law succeed in reconciling the rights and interests of labour broker employees and employers in South Africa and Namibia?" Thesis, University of the Western Cape, 2013. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9779_1380724825.

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The ever increasing regional and global trade competition has manifested itself in a growing number of non-standard forms of employment including the increasing use of "
temporary employment services"
(or &ldquo
labour brokers&rdquo
as commonly referred to). Labour brokers enter into employment relationships as third parties with client companies to supply employees through a commercial contract. These labour services usually fall outside the regular twoparty contract of employment defined under existing labour laws and thus the employees are not covered by that law. Labour brokers have been labelled as &ldquo
the re-emergence of new apartheid strategy&rdquo
and &ldquo
modern slavery&rdquo
by some quarters in labour sectors of Namibia and South Africa. Trade unions, particularly, have led the most vocal resistance against labour brokers in both countries. They argue that, like previous apartheid contract labour systems, labour brokers today erode standards for decent working conditions and weaken union representations in the workplace. Thus unions have repeatedly sent strong calls to lawmakers to amend existing labour laws and &bdquo
forever put labour broking in its grave where it belongâ1. On the other hand, employers have argued that recent forces of globalisation demand flexible employment strategies and banning labour brokers will make it more difficult for local businesses compete profitably globally via flexible short term employments and can lead to losses of many job opportunities.2 It is against this background that I will argue that current labour laws should be amended to define and regulate labour brokers more closely and compel them to recognise workers rights and conditions as equal as those of standard employees. But first, I will highlight some socio-economic indicators influencing the labour markets in South Africa and Namibia, including the history of workerâs rights under the contract labour systems in both countries. Second, I will look at some of the expressed exploitive conditions resulting from the use of labour brokers and also look at some reasons why businesses engage labour brokers. Thereafter I will point out some of the reasons why trade unions have called for a total ban on labour brokers. I will then discuss the difficulty of banning labour brokers, including the constitutional challenge in the landmark case of African Personnel Services v Government of the Republic of Namibia3. Lastly i will expand on the ruling by the Namibian Supreme Court of Appeal (NSA) recommending a regulatory approach in line with the International Labour Organisationâs (ILO) conventions on third-party employments.

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Brickner, Rachel 1974. "Union women and the social construction of citizenship in Mexico." Thesis, McGill University, 2005. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=85891.

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In Latin America, women's ability to participate in the paid workforce on equal terms as men is constrained by many cultural and political obstacles, and this reinforces women's unequal citizenship status. Even though unions have rarely supported women's rights historically, and are currently losing political power in the neoliberal economic context, I argue that union women have a crucial role to play in the social struggle to expand women's labor rights. Building on theories about the social construction of citizenship, I develop an original theoretical framework suggesting that civil society acts on three levels to expand citizenship rights: the individual level (working with individuals to make them more rights-conscious), within social institutions (working to ensure that policies within social institutions actually reflect the rights of individuals), and at the level of the state, where civil society contributes to the construction of new citizenship discourses.
The framework is then applied to the Mexican case. Examining the rise of working class feminism in the context of the debt crisis and transition to economic liberalism in the 1980s, and the subsequent democratic transition in 2000, I show how these contexts led union women to participate in civil associations active at each of these three levels of citizenship construction. More specifically, this participation has been important in raising awareness of women's labor rights among women workers, challenging patriarchal union structures, and bringing the issue of women's labor rights into the debate over reform of Mexico's Federal Labor Law. I ultimately conclude that in the absence of support from a broad women's labor movement, the chances that women's labor rights will be supported by the Mexican government and Mexican unions will be low.

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20

Hogg, Grace Laing. "The legal rights of masters, mistresses and domestic servants in Montreal, 1816-1829 /." Thesis, McGill University, 1989. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=59245.

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In early nineteenth century Lower Canada, a direct relationship existed between the colony's laws of employment and the nature of its economy. As the artisanal and manufacturing centre of British North America, Montreal, in the first third of the century, had a pre-industrial economy. Its legal treatment of the master/servant relationship was established and directed by masters, and drew heavily upon the spirit of the pre-industrial traditions of English common law, emphasizing the criminal liability of servants failing to respect contractual obligations. Montreal's domestic servants, who were drawn from the poor and popular classes, and included mostly women and minors, were often at the greatest disadvantage in this legal system, because of their gender and economic backgrounds. Not only did their masters and mistresses have economic and social advantages, but they also controlled the legal system.

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21

Du, Plessis Wympje. "The social responsibility of the South African mining companies dealing with HIV/AIDS employees / Wympje du Plessis." Thesis, North-West University, 2004. http://hdl.handle.net/10394/693.

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Organisations play a major and increasingly important role in the lives of us all, especially with the growth of large-scale business and the divorce of ownership from management. The decisions and actions of management in organisations have an increasing impact on individuals, other organisations and the community. The power and influence which many business now exercise should be tempered, therefore, by an attitude of responsibility by management. The importance of the exercise of social responsibility can no longer be based on the assumption that the self-interest of the owner of the property will lead to the public good, or that self-interest and public good can be kept apart and considered to have nothing to do with each other. On the contrary, it requires of the manager that he assume responsibility for the public good, that he subordinate his actions to an ethical standard of conduct, and that he restrain his self-interest and his authority wherever their exercise would infringe upon the common weal and upon the freedom of the individual. South Africa is one of the countries with the fastest growing incidents of HIV/AIDS in the world. More people are living with HIV/AIDS in South Africa than in any other country in the world. Just in the past decade, the life expectancy in South Africa has dropped from 67 to 43 years. The social and economic impact of the disease is hard to overstate. HIV/AIDS affect companies through its impact on costs, on productivity, and on the demand for products. Competitiveness can be directly and adversely affected as companies are obliged to increase worker-related expenses for health benefits or insurance that are utilised more as result of the epidemic. Even without monetary outlays, the economic costs can be substantial. Absenteeism rises both directly, as workers begin to show HIV/AIDS symptoms and require more sick leave, and indirectly, as HIV/AIDS deaths increase and co-workers take leave to attend increasingly frequent funerals. In the medium term, company productivity will be hit, as the death of so many workers means that companies must constantly hire replacements, which raises training costs and lowers the average work experience - and hence productivity - of the labour force. The objective of this study is to determine the social responsibility of the South African mining companies dealing with HIV/AIDS employees and included the following aims: To develop a comprehensive HIV/AIDS intervention strategy to manage HIV/AIDS at the workplace. To guide the employer in implementing the anti-HIV/AIDS programme in the workplace. To support the employer in addressing the HIV/AIDS-related health, living, safety and working conditions of employees. The most important conclusions that could be drawn from this study are: Resistance to change is found even when the goals of change are highly desirable. The change process involves learning something new, as well as discontinuing current attitudes, behaviours, or organisational practices. The recognition of the importance of the social responsibility can be gauged in part by the extent of government action and legislation on such matters as, for example, employment protection, equal opportunities, companies acts, consumer law, product liability, health, and safeguarding the environment. More information is needed on the social, political, and economical costs of HIV/AIDS epidemic. Many managers fear that if information about HIV prevalence, and programmes are made public, their company's image will suffer. The impact of HIV/AIDS on the workforce especially on productivity, absenteeism, health, safety, working conditions and intervention programmes.
Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2005.

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22

Barnardt, Gerard Louis. "Electronic communication in the workplace : employer vs employee legal rights." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49942.

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Thesis (LLM)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The monitoring of electronic communication is likely to face all employers sooner or later. The rapid advancement in technology aimed at helping to monitor electronic communication, makes it easier than ever before for employers to monitor the electronic communications of their employees. There are important questions to consider when dealing with the topic of monitoring electronic communication. Examples include "mayan employer legally monitor electronic communications?" and "how does monitoring affect the employee's right to privacy?" This thesis is an attempt to answer these and other related questions by analysing, inter alia, South African legislation, the Constitution and case law, as well as comparing the law as it applies in the United Kingdom and the United States of America. The analysis and conclusion offered in this thesis aim to provide theoretical consideration to academics and practical application for employers that are faced with the reality of monitoring electronic communications.
AFRIKAANSE OPSOMMING: Alle werkgewers sal waarskynlik die een of ander tyd met die monitering van elektroniese kommunikasie gekonfronteer word. Die snelle voortuitgang in tegnologie wat daarop gemik is om te help met die monitering van elektroniese kommunikasie, maak dit vir werkgewers makliker as ooit tevore om sodanige kommunikasies van hulle werknemers te monitor. Daar is egter belangrike vrae wat oorweeg moet word wanneer die onderwerp van monitering van elektroniese kommunikasie ter sprake kom. Voorbeelde hiervan is "mag 'n werknemer regtens elektroniese kommunikasies monitor?" en "hoe raak monitering die werknemer se reg tot privaatheid?" Hierdie tesis is 'n poging om hierdie en ander verwante vrae te beantwoord deur die ontleding van, onder andere, Suid-Afrikaanse wetgewing, die Grondwet en die reg soos deur hofuitsprake ontwikkel, sowel as vergelyking van die reg soos wat dit van toepassing is in die Verenigde Koninkryk en die Verenigde State van Amerika. Die ontleding en gevolgtrekking wat in hierdie tesis aangebied word, is gemik op die verskaffing van teoretiese oorweging aan akademici en praktiese toepassing vir werkgewers wat met die realiteit van die monitering van elektroniese kommunikasies gekonfronteer word.

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Mejorada, Chauca Martín. "Remuneration as a warranty." THĒMIS-Revista de Derecho, 2014. http://repositorio.pucp.edu.pe/index/handle/123456789/107705.

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Credit is an asset of the creditor that can be transferred, allowing event the constitutionof a security on it. Now, despite the fact that the remuneration the worker perceives is also a credit, the Law of Movable Collaterals has expressly excluded security possibilities on it, limiting the property right of the worker and economically damaging him. Is this right?In this article, the author develops the answer to this question, through a systematic interpretation of Peruvian legislation and the credit figure as an object of movable collateral.
El crédito es un activo del acreedor que puede ser transferido, permitiéndose, incluso, que se constituya garantía sobre el mismo. Ahora bien, pese a que la remuneración quepercibe el trabajador también es un crédito, la Ley de Garantía Mobiliaria la ha excluido expresamente de las posibilidades de garantía, limitando el derecho de propiedad del trabajador y perjudicándolo económicamente. ¿Es esto correcto?En el presente artículo, el autor desarrolla la respuesta a dicha interrogante, mediante una interpretación sistemática de la normativa peruana y la figura del crédito como objeto de garantía mobiliaria.

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Haley, Keri. "The Fight Within: Experiences of School District Employees Who Advocate for the Rights of Their Own Children with Disabilities Inside the Districts Where They Work, a Heuristic Case Study." Scholar Commons, 2014. https://scholarcommons.usf.edu/etd/5232.

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Parents of children with disabilities face a daunting task when it comes to advocating for the rights of their children in school districts across the country. Yet, when these same parents also work inside those school districts, the challenge to balance their advocacy within the expectations of their employment may come with barriers. The intent of this study was to understand the experiences of people who are parents of children with disabilities, as well as educators, and have had to advocate for their own children inside the school districts where they work. Using a heuristic case study approach, this study incorporates the author's own experiences of advocating for her son, along with the experiences encountered by three parents of children with disabilities, who are also educators. Findings indicate parents who are also school district employees experience similar difficulties in advocating for their children with disabilities than parents who do not work for the school districts. Tensions rise between these school district employees and their child's school when the parent/educators feel their child's needs are not being met, communication breaks down between the two sides, and when educators on the inside do not understand the child's disability, the needs associated with that disability, and the accommodations which allow the child to be successful in an educational environment. These parents/educators also perceive repercussions regarding their employment within the school district should they need to advocate for the rights of their children.

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Japtha, Louisa Dihelena. "The procedural fairness requirement in suspensions." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/17603.

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The focal point of this treatise is the procedural requirements relating to suspensions. For a suspension to be fair it must be for a fair reason and in accordance with a fair procedure which is commonly referred to as substantive and procedural fairness. The Labour Relations Act 66 of 1995 does not tell or provide guidance in terms of what these procedural requirements for a suspension are. The Act is completely silent on this matter. The Act only requires that any disciplinary measure instituted against an employee must be done in terms of a fair procedure. Suspensions have been described by our courts as the employment equivalent of arrest. It is normally used as a preventative measure pending internal disciplinary investigations or as a disciplinary sanction for an employee who repeatedly engages in misconduct. This treatise highlights the impact of arbitrary suspension of employees and suspensions of employees for inordinate periods of time. Suspensions are not intended for purposes of punishment. The Labour Court has on numerous decisions cautioned employers on issues of unfair suspension because of its detrimental impact on the employee’s reputation, advancement, job security and other grounds. Situations have often arisen where an employer suspends an employee without following any procedure. This practice was particularly prevalent under the common law and before the judgment in Mogothle v the Premier of the Northwest Province and Another when employers were suspending employees as they saw fit. Following the principles in this case, bearing in mind that each case is judged on its own merits and the detrimental effect of a suspension. A suspension should only be warranted in circumstances where: The employer has a justifiable reason to believe prima facie at least that the employee has engaged in serious misconduct; There is some objectively justifiable reason to deny the employee access to the workplace based on the integrity of any pending investigation into the alleged misconduct or some other relevant factor that would place the investigation or the interest of affected parties in jeopardy. The employee is given the opportunity to state a case or to be heard before any final decision to suspend is made. Although the right to be heard is not a formally defined process, case law has developed this concept to such an extent that it will be regarded as unfair labour practice if not adhered to. A suspension of an employee can therefore never be justified without adhering to the audi alteram partem principle. This does not mean that an employer cannot suspend an employee. Our courts accept that suspension is necessary especially for purposes of good administration and is justified, following the correct procedure and where the employer continues to pay the employee. Despite the fact that the courts are playing a more active role with regards to the issue of suspensions, suspensions are often open to abuse. In this regard the treatise focused on the notion of special leave versus suspensions. We note how in the last few years, employers especially those in the public service sector, misconstrued and misused their power for a purpose not authorised in law, and continue to do so despite applications to the courts alerting it to the illegality of this practice. Employers are resorting to special leave with the aim of side stepping the procedural requirements laid down by our courts in respect of section 182 (2) of the Labour Relations Act. In this regard the courts vehemently criticised this practice and ensured that employers who are acting maliciously without adhering to their own policies and procedures are held accountable. The court held that in the event where special leave is imposed on an employee for the purposes of discipline, that special leave is regarded as a suspension. Lastly, it is quite evident that the courts are playing a much more active role pertaining to the issue of suspensions. A number of court decisions discussed in this treatise show how the courts come down hard on employers who hastily resort to suspending an employee where there is no valid reason to do so or where the procedure was manifestly unfair.

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Baloyi, Jane Tsakane. "Precautionary suspensions in the public service : reflections from South Africa." Thesis, University of Limpopo, 2013. http://hdl.handle.net/10386/1180.

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Thesis (LLM ( Labour Law)) --University of Limpopo, 2013.
The study will analyse the fairness or unfairness of precautionary suspensions and the rights of employees in the Public Service who are placed on precautionary suspensions with reference to section 23(1) of the Constitution of the Republic of South Africa, 1996, which states that: (1) “ Everyone has the right to fair labour practices” Section 186(2)(b) of the Labour Relations Act 66 of 1995 defines what an unfair labour practice is with specific reference to a precautionary suspension. It reads thus: (2) “ Unfair labour practice means any unfair act or omission that arises between an employer and an employee involving – (b) the unfair suspension of an employee or any other unfair disciplinary action short of dismissal in respect of an employee” The study will also look at circumstances under which precautionary suspension is invoked on Senior Management Service employees in the public service in terms of chapter 7, clause .2.7(2) of the Senior Management Service Handbook, 2003. Decided cases will be referred to which shows that one of the reasons why many precautionary suspensions are set aside when challenged in court, is because some employees who are assigned to deal with labour issues in the government departments are not competent to deal with those issues. The issue of political appointments impacts directly on service delivery if people are appointed to positions because of political affiliation than competency.

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Quesnel, Galván Lucia Beatriz. "An Orphanage in Mexico: Four United Nations' Human Rights of Children and Wolins' Prerequisites for Efficient Group Care Through the View of the Manager and Staff." PDXScholar, 2016. http://pdxscholar.library.pdx.edu/open_access_etds/3311.

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In Mexico there are officially 1.8 million orphaned children, without counting non-orphaned children deprived of family, who also need care; of these, only 657,000 are living in 703 orphanages. Mexico's government invests less than 2% of its budget toward protection of children. There is a lack of substantive research or official assessment of orphanages. According to the scant research found, the children's human rights most frequently violated in Mexican orphanages are the rights to nutrition and health care, to be protected from further victimization, to free expression and participation, and to not be exploited. This study was carried out through in-depth, semi-structured interviews with the manager and five staff members of a respected orphanage in Mexico. It aimed to determine how they attempt to fulfill the aforementioned rights, and how their work relates to six prerequisites for efficient group-care formulated by Wolins after his vast research on the matter. Results indicate that the staff members of this orphanage view their work as spirituality in action, becoming the children's family, caring for their health through special vegetarian nutrition. They teach the children that they are the masters of their own lives and happiness, and not to see themselves as victims. From results I also suggest well supervised facilities, coupling between staff and professionals to screen children's health; a vegetarian diet based on scientific research; children's participation in rules, learning about, from and for their human rights and the idea of children being masters of their life and happiness.

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Lukacs, Adrienn. "Protection of employees' right to privacy and right to data protection on social network sites : with special regard to France and Hungary." Thesis, Paris 1, 2020. http://www.theses.fr/2020PA01D041.

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Les sites de réseaux sociaux en ligne ont acquis une importance considérable dans la vie quotidienne. Leur utilisation conduit à une circulation sans précédent de données personnelles : des individus du monde entier partagent des données à caractère personnel dans une qualité et une quantité jamais vues auparavant. Parmi les utilisateurs de ces réseaux sociaux en ligne se trouvent des salariés et des candidats à l’embauche. Cela pose des problèmes spécifiques dans le contexte de l'emploi en ce qui concerne la vie privée et la protection des données. Bien que les moyens « traditionnels » de surveillance des salariés, tels que la surveillance CCTV ou encore la surveillance de l'utilisation d'internet et du courrier électronique, soient déjà réglementés à la fois au niveau international et au niveau national (français et hongrois), la réglementation complète des réseaux sociaux en ce qui concerne le contexte de l'emploi nécessite encore une élaboration. Les sites de réseaux sociaux ont fondamentalement influencé les conceptions de la vie privée et de la protection des données, ce qui a pour conséquence une dilution des limites entre vie professionnelle et vie personnelle, tant pendant qu'au-delà des heures de travail. Or, le traitement des données personnelles des réseaux sociaux pose de plus en plus la question de la protection des droits des salariés, et notamment la protection du droit au respect de la vie privée et du droit à la protection des données. Ces droits doivent être mis en balance avec les pouvoirs de l'employeur, qui découlent du droit de l'employeur à la propriété (s'assurer que l'équipement fourni par l'employeur est utilisé conformément à la finalité de la relation de travail), du droit de protéger son intérêt économique (par exemple en assurant la productivité, la protection de la réputation) ou encore de la sécurité et la santé au travail (ce qui confère des obligations à l'employeur). Ainsi, la thèse examine comment les règles existantes du droit du travail et du droit de la protection des données en France et en Hongrie peuvent être appliquées aux sites de réseaux sociaux et quels sont les principaux défis qu'ils posent, notamment dans la phase de recrutement et en ce qui concerne l'utilisation des réseaux sociaux pendant et en dehors des heures de travail. La principale question à laquelle la thèse répond est la suivante : à la lumière des frontières de plus en plus floues entre vies privée et professionnelle, où trouver un équilibre entre les droits des salariés et ceux de l'employeur en matière d’usage des réseaux sociaux numériques et des données qui y sont produites ?
Online social network sites have gained considerable importance in everyday life. Their use results in the unprecedented share of personal data : individuals from all over the globe share personal information in a quality and quantity never seen before. Employees and prospective employees are amongst users as well, which raises privacy and data protection issues specific to the context of employment. Although the “traditional” ways of employee monitoring, such as CCTV surveillance, monitoring of the use of Internet and e-mail, etc. are already regulated both at the international and at the national (French and Hungarian) level, the comprehensive regulation of social network sites with regard to the context of employment is yet to be elaborated. Social network sites have fundamentally influenced conceptions of privacy and data protection, resulting in the boundaries of work and personal life becoming increasingly blurred, both within and outside working hours. Yet, the processing of personal data obtained from social network sites increasingly raises the question of the protection of employees’ rights – particularly the protection of the right to privacy and the right to data protection. These rights must be balanced notably against the employer’s right to control and monitor, which ensue from the employer’s right to property (ensuring the equipment provided by the employer is used in accordance with the purpose of the employment relationship), the right to protect his/her economic interest (e.g. through ensuring productivity, the protection of reputation) and occupational safety and health (which confers obligations on the employer). Thus, the dissertation examines how the existing rules of labour law and of data protection law in France and in Hungary can be applied to social network sites and what the main challenge posed by them are, particularly in the phase of recruitment and during the use of social networks during and outside working hours. The main question to be answered by the dissertation is: in the light of the increasingly blurred boundaries, where should the balance be struck between the employees’ and the employer’s rights?
Az online közösségi oldalak jelentős szerepet játszanak a mindennapi életben. Használatuk során az egyének soha nem látott minőségben és mennyiségben osztják meg személyes adataikat, szerte az egész világon. A munkavállalók és a leendő munkavállalók szintén a felhasználók közé tartoznak, ami a foglalkoztatás kontextusában specifikus kérdéseket vet fel a magánélet és a személyes adatok védelme terén. Bár a munkavállalók megfigyelésének „hagyományos” módszereit, mint például a kamerás megfigyelést, az internet és az e-mail használatának megfigyelését, már mind nemzetközi, mind tagállami (francia és magyar) szinten szabályozzák, a közösségi oldalak foglalkoztatással összefüggő kimerítő szabályozása még kidolgozás alatt áll. A közösségi hálózati oldalak alapjaiban hatnak a magánéletre és a személyes adatok védelmére, aminek eredményeként a munka és magánélet határai egyre inkább elmosódnak, mind a munkaidőn belül, mind azon kívül. Ugyanakkor a közösségi oldalakról származó személyes adatok kezelése fokozottan felveti a munkavállalók jogainak védelmének kérdését – különös tekintettel a magánélet védelmére és a személyes adatok védelméhez való jogra. Ezeket a jogokat össze kell vetni különösen a munkáltató ellenőrzési és felügyeleti jogával, amely a munkáltató tulajdonhoz fűződő jogából (pl.: annak biztosítása, hogy a munkáltató által biztosított felszerelést a munkavállaló a munkaviszony céljának megfelelően használja), valamint a jogos gazdasági érdekeinek védelméből. (pl. produktivitás biztosítása, jó hírnév védelme) és a munkahelyi biztonság és egészségvédelemből (amely kötelezettségeket ró a munkáltatóra) következik. Következésképp, a disszertáció azt vizsgálja, hogy a Franciaországban és Magyarországon már létező munkajogi és adatvédelmi rendelkezések miként alkalmazhatók a közösségi oldalakra, és melyek az általuk felvetett legfőbb kihívások, különösen a munkaerőfelvétel, valamint a közösségi oldalak munkaidőben és azon kívül történő használata terén. A disszertáció által megválaszolandó fő kérdés az, hogy a fokozottan elmosódó határok fényében hol kell megtalálni az egyensúlyt a munkavállalók és a munkáltatók jogai között?

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Nong, Makwena Victor. "Factors influencing the redeployment of public secondary school educators in the Northern Province." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03302005-093438.

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30

Hixson, Araujo-Alvarez Frank, and Paniagua Pamela Dulanto. "In regards to Legislative Decree No. 1236 - New Immigration Law." Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118536.

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On the basis of the new Migration Law, the present article analyzes which were the main problems in the application of previous regulation, taking in count the legal and migratory situation of foreigners that move to Peru, such as the political and regulatory deficiencies in this field. After this, the article analyzes the new law, its contribution, its deficiencies, and the changes that were being implementing already.
A propósito de la Nueva Ley Migratoria, el presente artículo analiza cuáles eran las problemáticas en la aplicación de la normativa antigua, tomando en cuenta la situación legal y migratoria de los extranjeros que radican en territorio peruano, así como las deficiencias políticas y legislativas en este ámbito. Luego de ello, se analizará la nueva normativa, sus aportes, deficiencias, y los cambios que ya se venían implementando.

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Burson, Cody. "Living letters." Pomona College, 2007. http://ccdl.libraries.claremont.edu/u?/stc,11.

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Four students portray Pomona College housekeeping staff that cannot speak for themselves, taking their words from letters written to Pomona College President David Oxtoby about problems in the work environment. Problems includede are sex discrimination, failure of managment to respond, gossip being reported to managers and used in evaluations, employees being kept as 'on-call' for years without health benefits, a sense of hopelessness, that no one is listening, and if they talk to students they are labeled troublemakers. The film ends with a series of still photographs of 17 Pomona staff members taken on the Pomona College campus in various locations with their names and number of years employed by Pomona College.

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Pieroni, Claudio Giovanni. "A revista de empregados analisada sob a perspectiva do princípio da proporcionalidade." Pontifícia Universidade Católica de São Paulo, 2017. https://tede2.pucsp.br/handle/handle/20731.

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Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-12-20T08:47:43Z No. of bitstreams: 1 Claudio Giovanni Pieroni.pdf: 1159437 bytes, checksum: 94baa406bd28b8900a70112ada64700b (MD5)
Made available in DSpace on 2017-12-20T08:47:43Z (GMT). No. of bitstreams: 1 Claudio Giovanni Pieroni.pdf: 1159437 bytes, checksum: 94baa406bd28b8900a70112ada64700b (MD5) Previous issue date: 2017-12-14
The possibility of carrying out a review of employees, in any of its types, is a procedure commonly used by employers, as part of its directive and supervisory powers. Except for the provisions of the article 373-A of the Brazilian Labor Code, which prohibits the intimate review of female employees, the Brazilian legislation is silent regarding the possibility, the different types, the procedures applicable and/or the limits to be observed in case of its occurrence. In this context, a controversy has been established in the doctrine and jurisprudence regarding the possibility of carrying out a review of employees and the eventual restrictions to be observed. Based on the clear conflict of fundamental rights, on one hand the intimacy of the employee and on the other the right to propriety of the employers (exercised through the directive power), the Superior Labor Court has repeatedly stated in its decisions that the review procedure is possible, provided some minimum requirements, such as impersonality. The heart of the matter, however, refers to the principle of proportionality, the true doctrinal tool capable of settling this flagrant collision
A revista de empregados, em qualquer dos seus tipos, é um procedimento comumente utilizado por empregadores, como parte do poder diretivo e fiscalizador. Salvo o disposto no artigo 373-A da Consolidação das Leis do Trabalho, que veda a revista íntima em empregadas mulheres, a legislação brasileira é omissa, seja quanto ao cabimento, aos eventuais tipos diferentes existentes ou aos procedimentos e/ou limites a serem observados no caso de sua ocorrência. Nesse contexto, uma controvérsia tem se instaurado na doutrina e jurisprudência acerca da possibilidade de realização de revistas e das eventuais restrições a serem observadas. Havendo evidente conflito de direitos fundamentais, de um lado, a intimidade do trabalhador e, de outro, o direito à propriedade do empregador (exercido por intermédio do poder diretivo), o Tribunal Superior do Trabalho tem reiteradamente manifestado em suas decisões que o procedimento de revista é cabível, desde que observados requisitos mínimos, como, por exemplo, a impessoalidade. O cerne da questão, contudo, remete ao princípio da proporcionalidade, verdadeira ferramenta doutrinária apta a dirimir essa flagrante colisão

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Sinclair, Donna Lynn. "Caring for the Land, Serving People: Creating a Multicultural Forest Service in the Civil Rights Era." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2463.

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This qualitative study of representative bureaucracy examines the extension and limitations of liberal democratic rights by connecting environmental and social history with policy, individual decision making, gender, race, and class in American history. It documents major cultural shifts in a homogeneous patriarchal organization, constraints, advancement, and the historical agency of women and minorities. "Creating a Multicultural Forest Service" identifies a relationship between natural and human resources and tells a story of expanding and contracting civil liberties that shifted over time from women and people of color to include the differently-abled and LGBT communities. It includes oral history as a key to uncovering individual decision points, relational networks, organizational activism, and human/nature relations to shape meaningful explanations of historical institutional change. With gender and race as primary categories, this inquiry forms a history that is critical to understanding federal bureaucratic efforts to meet workforce diversity goals in natural resource organizations.

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Machado, Anna Catharina Fraga. "Limites da negociação coletiva para proteção dos direitos fundamentais dos trabalhadores." Pós-Graduação em Direito, 2014. https://ri.ufs.br/handle/riufs/4355.

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The Federal Constitution of 1988 established a long list of rights and guarantees minimum standards for worker protection, to comply with the fundamentals of the Brazilian Federative Republic, embodied in the scope of human dignity and social value of the work. In this sense it is objective of labor law, by establishing principles and rules protective of working relationship, enable achievement of decent conditions for workers, especially in view of the employee be subject hipossuficiente the employment relationship. It is well to see that in the meantime so delicate relationship, collective negotiation arises as a mechanism to promote dialogue and provide adjustment of the different interests involved, since it has ductile nature to obtain optimal solutions, and should establish social bases minimum for good living and well being of the characters of the capital/labor ratio, the prospect that they contribute as partners in the economic development of the country. Collective negociation (and its possible fruits Conventions and Collective Negociation Agreements) should be through enforcement of the fundamental rights of workers. There is no other reason that the International Labour Organization recommends that collective bargaining is a fundamental right essential to the exercise of democracy and social dialogue. In the parental right to attempt collective bargaining is mandatory and must precede the collective bargaining agreement, according predicts Article 114, §§ 1st and 2nd, CF/88. However, important to note that collective bargaining can not result in undue benefits designed to meet unique interests of certain unions, to the detriment of the fundamental rights of workers. In this vein, the CF/88 while recognizing the institution of collective negociation as a fundamental right (item XXVI), establishes some parameters of what can be its object. So it is that in items of art. 7 of the Charter Biggest predicts that the wages (section VI) and workload (sections XIII and XIV) can be modified within the scope of collective negociation. Importantly, however, in everyday life we observe the existence of collective norms that deviate from the essence that should guide collective negociation. Therefore highly relevant research regarding its limits, through the possibility of cancellation of unfair terms, thus raising the debate with regard to the availability of workers´ rights at collective negociation´s headquarters.
A Constituição Federal de 1988 estabeleceu um extenso rol de direitos e garantias mínimas para proteção do trabalhador, visando cumprir os fundamentos da República Federativa Brasileira, consubstanciado no alcance da dignidade da pessoa humana e da valorização social do trabalho. Nesse sentido é objetivo do Direito do Trabalho, através do estabelecimento de princípios e regras protetivos da relação de trabalho, proporcionar o alcance de condições dignas para o trabalhador, mormente tendo em vista ser o empregado sujeito hipossuficiente na relação empregatícia. É bem de ver que no ínterim de tão delicada relação, a negociação coletiva surge como um mecanismo autocompositivo de promover o diálogo e proporcionar o ajuste dos diferentes interesses dos envolvidos, uma vez que possui natureza dúctil na obtenção de soluções ideais, devendo estabelecer bases sociais mínimas para o bom convívio e bem estar dos personagens da relação capital/trabalho, na perspectiva de que eles contribuam como parceiros no desenvolvimento econômico do país. A negociação coletiva (sendo seus possíveis frutos as Convenções e os Acordos Coletivos de Trabalho) deve constituir meio de efetivação dos direitos fundamentais dos trabalhadores. Não é por outra razão que a Organização Internacional do Trabalho preconiza que a negociação coletiva é um direito fundamental essencial para o exercício da democracia e do diálogo social. No direito pátrio a tentativa da negociação coletiva é obrigatória e deve anteceder ao dissídio coletivo, conforme vaticina o artigo 114, §§ 1º e 2º, da CF/88. No entanto, importante ressaltar que a negociação coletiva não pode resultar em benefícios indevidos destinados a atender interesses exclusivos de determinados sindicatos, em prejuízo dos direitos fundamentais dos trabalhadores. Nessa senda, a CF/88 ao passo que reconhece o instituto da negociação coletiva como direito fundamental (inciso XXVI), estabelece alguns parâmetros do que pode ser seu objeto. Assim é que nos incisos do art. 7º a Carta Maior vaticina que o salário (inciso VI) e a jornada de trabalho (incisos XIII e XIV) podem ser modificados no âmbito da negociação coletiva. É importante frisar que, entretanto, no cotidiano se observa a existência de normas coletivas que se afastam da essência que deve nortear a negociação coletiva. Por isso, de grande relevância a pesquisa a respeito dos seus limites, passando pela possibilidade de anulação de tais cláusulas abusivas, levantando, assim, o debate no que diz respeito à disponibilidade dos direitos dos trabalhadores em sede de negociação coletiva.

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Johnson, Roxanna H. "Experiences of dementia care workers in nursing homes : an exploratory study comparing Canada, Scotland, and the United States." Thesis, University of Stirling, 2014. http://hdl.handle.net/1893/21884.

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This comparative research explores the work experiences of dementia care workers in nursing homes. The aim of this study is to understand concepts central to care and to gain insights from the care workers‟ perspectives. A comparative framework and symbolic interactionist approach is used to analyse data collected using ethnographic methods from 59 dementia care workers in Canada, Scotland, and the United States. The fieldwork settings are institutionalised; dominated by for-profit ownership; and provide care for a resident population with high cognitive and physical needs. The comparative findings underscore the importance of work conditions that provide care workers with sufficient resources to do their job and enough time to complete their work. The absence of these critical components creates stressful work conditions for the care workers. The lack of time, staff and supplies such as towels, wash cloths, and continence products do not allow the residents‟ choices in their care and disregard their dignity and rights. The inability to deliver care for the residents according to the guaranteed government care standards often result in the violation of human rights for the care workers and residents. The care workers are unable to supply the quality of care they know the residents need and are capable of providing given better circumstances. There are frequently not enough care workers, resources, or time to meet the level of care that relevant standards mandate or the care workers know is possible. The analysis reveals that care workers struggle to provide more than basic physical care and are seldom able to meet essential social care needs for the residents. Unwritten rules are implemented in each setting that include separating people with dementia, placing these residents out of view of the public, not allowing the residents access to go outside, and not providing them with engaging and meaningful interactions. While policies are frequently developed with good intentions, many are counter-productive without dementia knowledge. This comparative research reveals care practices and routines share strong similarities across the fieldwork sites while the care worker characteristics as a workforce vary the most between countries. Some differences involve the training required, average age, pay and mode of dress or appearances. Too often researchers frame stress issues for care workers as problems with attitudes, motivation, training and incentives. Yet, the broader social structures and conditions that set the context in which these problems have their origins are commonly ignored. Good working conditions for care workers are precursors to good care for the residents. This thesis concludes with recommendations for practice, research and policy development.

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Marguerite, Magali. "Le droit à la représentation des salariés dans la négociation collective." Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020047.

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La négociation collective est au coeur de la production normative en droit du travail. Le droit à la négociation collective proclamé au niveau constitutionnel, européen et international appartient au salarié ; ce dernier ne l’exerce que par ses représentants. Son droit individuel à la négociation se résout donc dans un droit à être représenté qui se déduit de la lecture de l’alinéa 8 du Préambule de la Constitution et des textes internationaux et européens. Il est paré des qualités d’un droit « justiciable ». Droit subjectif, il peut être invoqué par le salarié. Droit-créance, celui-ci peut revendiquer la mise en place d’une représentation légitime. La légitimité, concept sociologique, doit trouver traduction juridique à travers le droit des représentés de choisir librement leur représentants, et le droit de ceux-ci d’être protégés dans leur mission de négociation. Le vecteur de légitimité est trouvé dans l’expression de la volonté des salariés en vue de la désignation de leurs représentants. Cette expression peut prendre la forme d’un mandat ou de l’élection. Au regard des caractéristiques de l’acte conclu à l’issue de la négociation (l’effet erga omnes des conventions et accords) et de l’intérêt défendu (l’intérêt collectif), l’élection doit être privilégiée. Le législateur s’attache à réaliser la condition de légitimité. Preuve en est la promotion de l’audience électorale par la loi du 20 août 2008. Dans le cadre international et européen, la réalisation d’un droit à la représentation n’est encore que partielle
Collective bargaining has a key-role in employment law’s construction. French Constitution, European and International laws acknowledge a right to collective bargaining which belongs to employees : employees exercise this right through their representatives. Actually, employee’s right to collective bargaining is reduced to a right to be represented as state both, paragraph 8 of 1946 French Constitution Preamble and European and International laws. This right may find its efficiency before Courts. As a subjective right, it can be put forward by an employee. This makes the employee creditor of the right to claim for the implementation of legitimate representatives. “Legitimacy” as a sociologic notion, must be legally translated through the right of represented employees to design freely their representatives, and the right for these representatives to be protected as long as they exercise their mission of bargaining. Legitimacy is translated through the expression of employees’ will to design their representatives. This expression may be formalized through a mandate or through an election. With consideration to the significance of collective bargaining (“erga omnes” effect of collective bargaining agreements) and of the interest at stake (collective interest), election shall be favoured. Law works at providing the condition of this legitimacy. For example, August 20, 2008 law promotes election results. At a European and International level, the realization of a right to be represented remains unachieved

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Théodoropoulos, Alexandra. "Les accords collectifs de groupe." Thesis, Lyon 3, 2015. http://www.theses.fr/2015LYO30044.

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D’abord cantonnés au secteur industriel, les groupes de sociétés se sont progressivement développés dans l’ensemble des secteurs d’activités et sont devenus en quelques années des acteurs incontournables de la vie économique et sociale. Le regroupement d’entreprises sous la domination d’une société-mère s’est accompagné d’une recherche d’unité dans les modes de gestion et les statuts sociaux déployés dans chaque entreprise les composant. C’est dans ce contexte que s’est développée la négociation d’accords de groupe. De simple expérimentation issue de la pratique, la négociation collective de groupe est devenue un véritable niveau de négociation collective reconnue par le législateur. L’accord de groupe est désormais consacré comme une norme créatrice de droits et d’obligations entre employeurs et salariés du groupe, mais sa place dans la hiérarchie des normes n’a pas été précisée. Cette situation génère de nombreuses interrogations quant à sa portée et à ses limites : chaque apport du législateur à la construction du régime juridique des accords de groupe soulève de nouvelles difficultés avec lesquelles les partenaires sociaux doivent composer. La présente étude tentera de mettre en évidence les solutions proposées par les partenaires sociaux pour affiner et sécuriser le régime juridique applicable aux accords de groupe
Originally confined to the industrial sector, corporate groups have gradually developed in all sectors and have become in just a few years key players in economic and social life. The business combination under supervision of parent company was accompanied by a search for unity in management methods and employees’ status. The negotiation of group agreements has developed in this context. Simple hands-on experience at the beginning, group collective bargaining has become a real level of collective bargaining recognized by the legislator. The group agreement is now set out as a standard which establishing rights and obligations between employers and employees of the group, but its place in the hierarchy of norms has not been specified. This situation generates many questions about its scope and its limits: each legislator’s contribution to the group agreements’ legal regime raises new difficulties that the social partners have to deal with. This study will attempt to identify the solutions proposed by the social partners in order to refine and secure the group agreements’ legal regime

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Juan, Muriel. "Continuité de l’emploi et évolution des activités publiques." Thesis, Pau, 2012. http://www.theses.fr/2012PAUU2011/document.

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Phénomène classique en droit privé du travail, l’évolution d’une activité et le sort réservé aux salariés de droit privé qui y sont affectés figure parmi les thèmes fondamentaux du droit social contemporain, et fait, à ce titre, l’objet d’une jurisprudence relativement stabilisée et d’une littérature abondante. La problématique sociale des évolutions d’activités publiques, pour être tout aussi essentielle sinon plus que celle qui irrigue le secteur économique classique, souffre à l’inverse d’un manque d’analyse globale et approfondie, du moins de l’absence d’une mise en perspective de l’ensemble des hypothèses où elle est amenée à être soulevée. L’approche de la présente recherche est donc d’envisager la problématique sociale liée aux évolutions d’activités publiques dans sa globalité, en embrassant l’ensemble des hypothèses génériques concernées tant d’un point de vue organique – nature des personnels concernés comme nature des entités d’origine et d’accueil – que matériel – externalisation d’activités publiques, reprise en régie, décentralisation de compétences, transfert intercommunal de compétences, privatisation d’établissements publics, etc. L’ambition est ici de révéler le caractère primordial de la donnée sociale dans la conduite des évolutions d’organisation ou de gestion des activités publiques, et d’apporter, dans la démarche pratique qui est la nôtre, les clés essentielles à la résolution de la problématique sociale qu’elle peut engendrer, quelque soit l’hypothèse sur laquelle elle porte. Il s’agit, en premier lieu, en fonction de la nature publique et/ou privée des personnels concernés, d’identifier clairement les obligations de transfert des personnels de nature légales - d’ordre interne comme communautaire - ou conventionnelles, et de les confronter à la volonté politique de conserver ou réaffecter ces personnels. Il convient, en deuxième lieu, de préciser les modalités de transfert des personnels concernés. Il s’agit tout particulièrement de vérifier la nécessité d’obtenir un accord exprès de leur part, de formaliser le transfert par la signature par un contrat de travail ou encore de solliciter les institutions représentatives du personnel pour procéder au transfert effectif des agents. Il est, en troisième et dernier lieu, important d’envisager précisément les conséquences du transfert des personnels tant pour la structure d’accueil que pour les agents eux-mêmes, en termes financiers (niveau de rémunération, avantages individuels acquis, etc.) et opérationnels (organisation interne des ressources humaines, répartition des pouvoirs hiérarchiques entre structure d’origine et d’accueil pour les personnels mis à disposition, etc.)
Classical phenomenon in labour law, the changes which happens in an activity’s management or organisation and the resulting question of the employee’s fate appears like one of the most important contemporary labour law’s subject. Despite it concerns public undertakings engaged in economic activities, whether or not they are operating for gain, as well as private undertakings, this dimension is nevertheless well known and characterised by a lack of detailed analysis, at least by a putting in perspective’s lack of all hypothesis concerned. Consequently, this study chooses to consider the social issue following public activities changes in its globality by including all cases concerned, as well in an organic point of vue (employees nature, original structure or welcoming structure nature) then in a material point of vue (public activities externalization, return of an activity under a public control, decentralization, powers’ transfers between local authorities, privatization of public ownerships, etc.). This study’s aim is to reveal the importance of the human element in the event of a change on activity’s management or organisation and to give, in a practical view, the keys to resolve the social issue which belongs to each activity’s changes, whatever is the working hypothesis concerned. First, depending on the public or private nature of the personnel, it should be clearly identified the tranfer’s obligations which could exist according to labour legislation or a collective agreement and to bring them face to political decision to keep or redeploy employees. Then, it must be explained the procedure of transfer. More particularly, it should be confirmed if the transfer needs to be accepted by each employee, to be formalized by a contract signature or as well to be submitted to union companies. Finally, it is important to envisage precisely the transfer consequences as for employers then for employees, in financial (wages, individual or collective benefits, etc.) and operational terms (human resources organisation, management rules between original employer and new employer in case of provided civil servant, etc.)

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Burgueño, Leiva Cynthia Luz. "Clases laboriosas, clases peligrosas. Movimiento obrero, franquismo y transición en la Gran Barcelona." Doctoral thesis, Universitat de Barcelona, 2019. http://hdl.handle.net/10803/671358.

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Este trabajo está enfocado en los procesos de conflictividad obrera en la Gran Barcelona durante los años setenta. La hipótesis general es que la clase trabajadora ha sido una de las fuerzas sociales que más se ha manifestado en la oposición a Régimen Franquista y durante la transición democrática, cuya dinámica ascendente -que mientras se extendía se enfrentaba a una fuerte represión-, ha ido profundizando tendencias a la coordinación, la autoorganización y la politización. Una hipótesis historiográfica crítica de la transición, contraria a la visión idílica de un ‘cambio pacífico’ y protagonizado exclusivamente por ‘los de arriba’. En primer lugar, se abordaron los precedentes históricos de la década del setenta. En el apartado La conflictividad laboral durante los primeros años del franquismo, se analiza la conformación del Estado franquista determinado por su fuerte carácter represivo y las duras condiciones de posguerra que provocaron una desafección al Régimen, desarrollándose en la década de 1940 importantes huelgas. En segundo lugar, en el apartado La década de 1950: nueva conflictividad obrera, transformaciones económicas y giro político del Régimen, se analiza el desarrollo de las primeras huelgas de esta década. En tercer lugar, en el apartado Los años sesenta: nueva clase obrera, crecimiento económico y el nuevo marco de relaciones laborales, vemos cómo el proceso de modernización del aparato productivo desembocó en importantes transformaciones en el conjunto de la clase trabajadora. En cuarto lugar en Las clases laboriosas comienzan a volverse peligrosas, analizamos la extensión e intensidad de la conflictividad obrera en esta década, la extensión de las Comisiones Obreras, el papel de las organizaciones de izquierda, principalmente el PCE y PSUC en Catalunya. En la parte central del trabajo, La conflictividad obrera en los años setenta. Nueva clase obrera, crisis del Régimen y transición, analizamos el proceso de recomposición de las fuerzas de la clase trabajadora llegando a una década que denominaremos auge o ascenso obrero. En el siguiente apartado El régimen en crisis: los obreros se rebelan. Conflicto de clase y movimiento obrero en Barcelona, pretende demostrar que la clase trabajadora ha sabido superar la fragmentación y desestructuración sufrida producto de los efectos de la derrota de la guerra civil y la represión del nuevo Estado franquista. Se ha ido constituyendo un movimiento obrero que superó las barreras locales, construyendo una nueva cultura obrera. En el apartado: Año 1976: la “ruptura pactada” de la transición se estudia cómo se fue preparando la reforma política de Suárez y, paralelamente, la oposición antifranquista para una ruptura pactada con el nuevo Régimen. Este trabajo parte de la premisa de que el desarrollo de la conflictividad obrera, con un movimiento obrero en ascenso en 1976, no indicaba una dinámica inevitable hacia las políticas pactistas que resultaron de la transición, tal como se analiza en El ascenso de las luchas obreras en 1976. Cuando los de arriba pactaban, los de abajo se radicalizaban. Se analiza un segundo momento de la radicalidad obrera en 1976, cuando el Gobierno franquista pactaba con el PCE. Para esta premisa analizamos El conflicto de Roca Radiadores: experiencia de autoorganización obrera de una huelga política durante la Transición, cruzado por los profundos cambios hacia la Transición durante los años 1976 y 1977 que duró la huelga de 95 días. En el capítulo Mujeres laboriosas, mujeres peligrosas, se analiza el protagonismo de las mujeres trabajadoras como un componente fundamental en lo que fue la gran oposición obrera. La intensa conflictividad obrera como motor determinante de la crisis del Régimen franquista devela el carácter de la misma transición, lejos de un desarrollo pacífico y de un marco exclusivo de pactos y reformas.
Aquest treball està enfocat en els processos de conflictivitat obrera en la Gran Barcelona durant els anys setanta. La hipòtesi general és que la classe treballadora ha estat una de les forces socials que més s'ha manifestat en l'oposició a Règim Franquista i durant la transició democràtica, sota una dinàmica ascendent que mentre s’estenia, s'enfrontava a una forta repressió, aprofundint tendències a la coordinació, l'autoorganització i la politització. Una hipòtesi historiogràfica crítica de la transició, contrària a la visió idíl·lica d'un ‘canvi pacífic’ i protagonitzat exclusivament ‘pels de dalt’. Primer, es van abordar els precedents històrics que van anar conformant una desafecció al Règim Franquista: les primeres vagues, importants transformacions de la classe treballadora i, durant la dècada del seixanta, l'extensió de la conflictivitat obrera. En la part central del treball, “La conflictivitat obrera en els anys setanta. Nova classe obrera, crisi del Règim i transició”, s'analitza la recomposició i emergència d'un moviment obrer que, superant la fragmentació, la desestructuració i les barreres locals, va saber construir una nova cultura obrera. La premissa central és que la conflictivitat no indicava una ‘dinàmica inevitable’ cap a les polítiques pactistes que van resultar de la transició. Així ho demostra el capítol “El conflicte de Roca Radiadores: experiència d'autoorganització obrera d'una vaga política durant la Transició”, creuat per profunds canvis en els anys 1976 i 1977 que va durar la vaga de noranta-cinc dies. També el capítol “Dones laborioses, dones perilloses”, on s'analitza el protagonisme de les dones treballadores com un component fonamental en el que va ser la gran oposició obrera. La intensa conflictivitat obrera com a motor determinant de la crisi del Règim franquista desvela el caràcter de la mateixa transició, lluny d'un desenvolupament pacífic i d'un marc exclusiu de pactes i reformes.
This work is focused on the processes of workers’ conflict in Greater Barcelona during the seventies. The general hypothesis is that the working class has been one of the social forces that has manifested the most in opposition to the Franco Regime and during the democratic transition, whose upward dynamics which, -while it was spreading, faced strong repression- has been deepening tendencies towards coordination, self-organization and politicization. A critical historiographic hypothesis of the transition, contrary to the idyllic vision of a ‘peaceful change’ led exclusively by ‘those from above’. First, this tesis addresses the historical precedents that were shaping a disaffection with the Franco Regime: the first strikes, important transformations of the working class and, during the sixties, the extension of workers' conflict. In the central part of the work, “The labor conflict in the seventies. New working class, crisis of the regime and transition” the recomposition and emergence of a labor movement is analyzed. The movement knew how to build a new working class culture, overcoming fragmentation, social de- structuring and local barriers. The central premise is that the existence of conflict did not indicate an ‘inevitable dynamic’ towards the pact-based politics that resulted from the transition. This is exposed in the chapter “The conflict of Roca Radiadores: experience of worker self-organization of a political strike during the Transition'', which shows the profound changes in the years 1976 and 1977, when the 95-day strike occurred. The premise is also explored in the chapter "Working women, dangerous women", which analyzes the role of working women as a fundamental component in what was the great labor opposition. The intense labor conflict as the determining engine of the crisis of the Franco Regime reveals the nature of the transition itself, far from a peaceful development and a framework built exclusively by pacts and reforms.

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Cruz, Claudia Ferreira. "Trabalho forçado e trabalho escravo no Brasil: diferença conceitual e busca da eficácia em seu combate." Pontifícia Universidade Católica de São Paulo, 2013. https://tede2.pucsp.br/handle/handle/6109.

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Made available in DSpace on 2016-04-26T20:21:35Z (GMT). No. of bitstreams: 1 Claudia Ferreira Cruz.pdf: 1950923 bytes, checksum: 321169018b8fca333be6a2b80eaa1f07 (MD5) Previous issue date: 2013-05-09
This thesis approached a relatively complex phenomenon that is still observed in the Brazilian society: the existence of slave labor and forced labor, both in rural and urban areas. The main objective was to bring elements trying to show the conceptual differences between both, as well as to propose subsidies to eradicate these conditions, despite of conceptual aspects, wrong treatment even in the public sphere -, ideological positions or even lack of clarity in the definition of each of these concepts. Seeking to achieve this goal, this thesis is structured as follows: it began with a historical review of slave labor in Brazil and worldwide; then, it described what has happened on the international scene in terms of slave labor and forced labor; after that, it included features of both, considering their differences nowadays and highlighting the importance of the fundamental rights in the understanding of this differentiation. In order to deep this discussion, this work brought up the case of Bolivian immigrants in São Paulo, where it seems difficult to say exactly what it is: forced labor or slave labor? Then became involved in the revision of Brazilian legislation about the subject, showed the position of the leading Brazilian institutions involved in the solution of the exploitation of human labor, after revealing the extent of this problem in the Brazilian case. Finally, based on this material, realized several of recommendations, suggestions and subsidies to expand and improve the fight against forced labor and slave labor in Brazil, whether in rural or urban areas. Among these, are stand out: the discipline of terminology and standard of sentences in the sphere of the labor court; the complement of the PEC in terms of clarity about what is slave labor, using the concept of Decent Work for easier differentiation of terms; setting up recommendations to make clear and consensual what is slave labor and forced labor. The final conclusions bring the key messages that emerged from the development of the thesis: persisting on the fight against the exploitation of human labor in all its forms; taking out the ideological character of the discussion; regulating the outsourcing; the need of clearly identify the phenomenon: criminal problem or circumventing the labor laws?; understand them as an economic phenomenon, indicating the need of prevention and not just combat, and the absolute necessity of a clear concept of what the slave labor is
sociedade brasileira: a ocorrência de trabalho escravo e de trabalho forçado, tanto nas áreas rurais como nas áreas urbanas. O objetivo central foi trazer elementos procurando mostrar a diferença conceitual entre ambos, assim como propor subsídios para que o mesmo venha a ser erradicado, independentemente de aspectos conceituais, tratamento equivocado, inclusive na esfera pública, posições ideológicas, ou até mesmo falta de clareza na definição de cada um desses conceitos. Buscando atingir este objetivo maior, esta tese estruturou-se da seguinte forma: iniciou-se com uma revisão histórica sobre o trabalho escravo no Brasil e no Mundo; em seguida, descreveu o que tem ocorrido no cenário internacional em termos de trabalho escravo e trabalho forçado; contemplou as características de ambos, tendo em vista sua diferenciação nos dias atuais, destacando a importância dos direitos fundamentais na compreensão desta diferenciação. Buscando aprofundar esta discussão, trouxe à baila o caso dos migrantes bolivianos em São Paulo, onde parece ser difícil dizer exatamente o que se trata: trabalho forçado ou análogo ao escravo? Em seguida, enveredou-se pela revisão da legislação brasileira sobre o tema; mostrou a posição das principais instituições brasileiras envolvidas com a solução da exploração do trabalho humano, após revelar a dimensão desse problema no caso brasileiro. Finalmente, como base nesse material, realizou uma serie de recomendações, sugestões e subsídios para ampliar e melhorar o combate ao trabalho forçado e trabalho escravo no Brasil, seja na área rural ou no meio urbano. Dentre estas, destacam-se: disciplinar a terminologia e padronizar as sentenças na esfera de Justiça do Trabalho; complementar a PEC em termos da clareza necessária sobre o que venha ser trabalho escravo; utilizar o conceito do Trabalho Decente para facilitar a diferenciação dos termos, um conjunto de recomendações visando tornar claro e consensual aquilo que se rotula de trabalho escravo e trabalho forçado. As conclusões finais trazem as principais mensagens extraídas do desenvolvimento da tese: persistir no combate à exploração do trabalho humano em todas as suas formas; tirar o caráter ideológico da discussão; regulamentar a terceirização; necessidade de se identificar claramente o fenômeno: problema criminal ou burla à legislação trabalhista?; entendê-los como um fenômeno econômico, indicando, assim, a necessidade de prevenção e não somente combate; e necessidade absoluta de um conceito claro do que seja o trabalho escravo

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Berger, Jane Alexandra. "When hard work doesn't pay gender and the urban crisis in Baltimore, 1945-1985 /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1195075936.

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42

Merkes, Monika, and monika@melbpc org au. "A longer working life for Australian women of the baby boom generation? � Women�s voices and the social policy implications of an ageing female workforce." La Trobe University. School of Public Health, 2003. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20051103.104704.

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With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.

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Lopes, Pierre. "L’adaptation de la relation de travail pour motif économique." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020060.

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La compétition économique impose à l'entreprise de faire évoluer la relation de travail au rythme des contraintes qu'elle subit. Elle suppose l'adaptation des conditions d'emploi, laquelle implique de faire varier la rémunération, le temps de travail, les fonctions ou encore le lieu de travail du salarié. Semblables évolutions peuvent trouver appui sur divers dispositifs légaux, conventionnels ou contractuels, dont la mise en œuvre ne va pas, cependant, sans susciter maintes interrogations. Des réponses doivent être apportées. Est en jeu la capacité du système juridique français à donner aux entreprises des outils permettant d'assurer leur pérennité, voire leur développement et, par suite, la préservation de l'emploi. Descripteurs : emploi ; rémunération ; mobilité géographique ; mobilité professionnelle ; temps de travail ; modification du contrat de travail ; changement des conditions de travail ; négociation collective ; articulation des normes ; pouvoir de direction ; activité partielle ; licenciement pour motif économique ; droits et libertés fondamentaux
Economic competition requires the working relationship to evolve at the rate of the constraints the company undergoes. It implies adapting the employment conditions, such as remuneration, working time, professional duties or place of work. These adjustments can be made by the use of various legal, conventional or contractual mechanisms. Their utilization raises many questions. Answers must be provided. The ability of the French legal system to provide companies the tools to ensure their sustainability, even their development and, consequently, the preservation of employment, is at stake. Keywords : employment ; remuneration ; geographical mobility ; occupational mobility ; working time ; amendment to the employment contract ; change in working conditions ; collective bargaining ; articulation of legal standards ; employer's management powers ; shorttime working ; redundancy for economic reasons ; fundamental rights and freedoms of employees

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Duchange, Grégoire. "Le concept d'entreprise en droit du travail." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020007.

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L’entreprise naît en Droit d'un alliage complexe de notions juridiques (le contrat de travail, la personnalité morale, la représentation collective des travailleurs, etc...). L'ordonnancement systématique de celles-ci s'impose pour percevoir la cohérence de l'organisation juridique de celle-là. Des lignes de force se dégagent. Le contrat de travail oppose deux parties aux intérêts antagonistes. Mais la libération de la force de travail du salarié, partie de sa personne, et la pérennisation du lien contractuel les obligent à coopérer. Ce mouvement est renforcé par certains mécanismes étrangers à la nature du contrat de travail. Sont organisés le partage du contrôle de l’entreprise (lequel suppose d’assurer la représentation collective des travailleurs) et celui de ses utilités. Les salariés deviennent alors des quasi-associés. L'organisation juridique de l'entreprise n'est toutefois pas figée par le dogme. Des idéologies concurrentes en façonnent les contours. Certaines s'attachent aux fins. L'entreprise est alternativement mise au service de l'emploi et de l'activité d'entreprendre. D'autres s'intéressent aux moyens. Juristes et économistes prétendent à l'organisation scientifique de l'entreprise
In Law, the firm is the result of a complex amalgam of legal concepts (employment contract, legal personality, collective representation of workers, etc.). The systematic ordering of these ones is needed to perceive the coherence of the legal organization of that one. Guidelines emerge. Employment contract is the meeting of two parties whose interests are antagonists. But the release of the labor force of the employee, part of his person , and the sustainability of the contract require them to cooperate. This trend is reinforced by some mechanisms non implied by the nature of the employment contract. Are shared the control of the company (which involves the collective representation of workers) and of its benefits. Employees then become nearly considered as the stockholders are. The legal structure of the firm , however, is not fixed by dogma. Competing ideologies are shaping it. Some focus on purposes. The company is alternately used as a means for employment and for the will of the enterpreneur. Others focus on methods. Lawyers and economists try to organize the firm scientifically

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Van, der Vlist Samuel. "La participation des salariés à la direction de l’entreprise, étude critique." Thesis, Paris 2, 2019. http://www.theses.fr/2019PA020069.

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Le droit des salariés de participer à la direction de l’entreprise est un droit fondamental consacré par le préambule de la Constitution de 1946. Les dispositifs juridiques peinent cependant à lui donner une traduction. L’analyse du déploiement de la participation met en évidence les limites du cadre légal et les perspectives à envisager pour les dépasser. Ces limites se manifestent sur l’ensemble du régime de la participation : identification de l’interlocuteur des représentants des salariés, appréhension des processus décisionnels, caractéristiques des entreprises sur lesquelles cette participation est assise, mécanismes de représentation et de participation ou encore mécanique des sanctions. L’absence de partage du pouvoir de direction du chef d’entreprise constitue la faiblesse la plus saillante : sans un tel partage, il est impossible de garantir la réalité de la participation. Les processus de participation actuels sont ainsi largement formels. Revenir sur les fondements de la participation des salariés à la direction de l’entreprise souligne la nécessité de la renforcer. Issue du droit des travailleurs de participer à la gestion des entreprises, la participation à la direction repose également sur leur liberté d’entreprendre. Or le droit ne saurait reconnaître le caractère fondamental de la liberté d’entreprendre et du droit à la participation sans chercher à leur donner une véritable traduction. Cette dernière est d’autant plus nécessaire que la participation des salariés à la direction de l’entreprise s’appuie sur des symboles démocratiques, tels l’intérêt commun et l’élection
The Employees’ right to take part in the company's management is a fundamental right established by the Preamble to the Constitution of 1946. However, the legal instruments struggle to give concrete effect to this right. The analysis of its deployment highlights the shortcomings of the legal framework and the prospects in order to overcome it. These legal limitations arise throughout the employees’ participation’s legal framework: identification of the interlocutor for employees’ representatives, the decision-making process’ apprehension, the characteristics of the company within which the participation takes place, the representation and the sanction mechanisms. The lack of sharing of the manager’s power is the most prominent weakness: without this power-sharing, the realty of employees’ participation cannot be ensured. The current participatory processes are thus widely formal. Taking into account the participation’s basis highlights the need to strengthen it. The participation of the employees, which originates from the workers’ right to participate to the companies’ management, is also based on the entrepreneurial freedom. The law cannot yet recognize the fundamental value of the entrepreneurial freedom and the participation’s right without trying to truly implement it. This objective is all the more necessary that the employees’ participation to the company’s management rest on democratic symbols such as the common interest and the election

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Maouche, Samia. "Les moyens de défense contre les OPA hostiles." Thesis, Sorbonne Paris Cité, 2017. http://www.theses.fr/2017USPCB231.

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Opérations particulièrement complexes, les offres publiques d'acquisition ne cessent de faire parler d'elles, plus particulièrement lorsqu'elles présentent un caractère hostile pour la société visée. De nombreux efforts législatifs ont été mis en œuvre en vue d'encadrer les OPA et de lutter contre les prises de contrôle rampantes. L'analyse du droit positif permet de mettre en lumière ces différents efforts ainsi que leur mise en œuvre à travers diverses techniques par les sociétés visées. Ces dernières ont par ailleurs développé un certain nombre de mécanismes de défense anti-OPA particulièrement efficaces, mais se révélant le plus souvent insuffisants face à l'ingéniosité dont peut faire preuve l'initiateur. Le droit positif montre ainsi ses limites face à des pratiques qui ne cessent d'évoluer. L'analyse prospective du droit anti-OPA permet d'observer les nouvelles mutations que subit le droit positif au regard des nouveaux enjeux économiques. Elle permet également d'envisager de nouveaux modes d'appréhension des OPA hostiles. Il est ainsi possible d'observer que le gouvernement d'entreprise prend une place considérable dans la vie des sociétés cotées. De même, la montée en puissance de la régulation et l'interventionnisme de l’État sont de plus en plus marqués ; et les salariés s'impliquent de plus en plus dans la gestion de l'entreprise. L'ensemble de ces paramètres marquent un glissement progressif vers une réorganisation du mode de fonctionnement des sociétés, ce qui a amené au développement du soft law, un droit à la frontière du droit positif et des pratiques des sociétés. Le soft law constitue à ce titre une approche inédite des OPA hostiles, dont l'analyse permet de cerner les apports liés à la mutation du droit positif et d'envisager l'émergence de nouveaux moyens de défense. Celui-ci doit toutefois demeurer complémentaire au cadre législatif et réglementaire existant
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47

YANG, YUNG-SHENG, and 楊永昇. "Privatization Employees'' Rights and Labor-Management Ethics." Thesis, 1995. http://ndltd.ncl.edu.tw/handle/07025350281803148938.

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碩士
國立中山大學
企業管理研究所
83
The purpose of this study is to investigate the awareness of state-own enterprises'''' employees with regard to the protec- tive measures offered them in the transational period of privatization and their attitude toward labor management ethics. It uses as research bodies the employees of 10 state- own enterprises, and the questionnaire is subdivided into individual characteristics, organizational characteristics, measures of employee''''s rights and labor management ethics, of which the latter two are mostly related to the associated supports of privatization. The results of the data are analyzed through Multivariate Statistical Method and Statistical Analysis System, undergoing factor analysis, item analysis, descriptive statistics, ANOVA, Bonferroni t-Test, Pearson''''s Correlation, Canonical Correlation, Interaction with Two- Factor ANOVA, Step-wise Regression.

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48

Leou, Yen-Hong, and 柳焰宏. "Merger and Acquisition with Employees' Rights Protection study." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/25785496073571137589.

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Deng, Rul-Lyin, and 鄧如玲. "The Study of Protecting Rights of R.O.C''s Public Employees." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/04672709013755758686.

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Chen, Chao-Feng, and 陳朝峰. "A study on the Collective Rights of Governmental Employees in Taiwan." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/67524522502352904915.

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碩士
國立中正大學
勞工研究所
91
The collective rights of governmental employees represent that governmental employees use their collective power to exercise their rights to organize, bargain, and dispute. Currently, governmental employees in Taiwan have rights to appeal in the grievance system, have their disciplinary cases reviewed, or bring a lawsuit in the administrative court when the government disciplines them. To exercise the rights mentioned above is a passive way for the governmental employees to contend for their rights. To exercise their collective rights, on the contrary, is an active way for governmental employees to look after their interests in the workplace. In other words, governmental employees may assert their rights to negotiate with the government when they believe that the government ought to improve their employment conditions or benefits. If governmental employees are unsuccessful in pursuing their interests through negotiation, they may apply for mediation or arbitration to solve the dispute. This thesis conducts a thorough research on the law and system governing collective rights of governmental employees in the United States and Germany. It goes on to discuss the development and current problems concerning collective rights of governmental employees in Taiwan. At last, the advantages of relevant law and system in the US and Germany are introduced and recommendations to amend the Governmental Employees’ Association Act in Taiwan are provided.

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Dissertations / Theses on the topic 'Employees rights in the EEC'

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