Relevant bibliographies by topics / Employment relationships

Academic literature on the topic 'Employment relationships'

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Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Employment relationships"

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Anderson, Gordon, and Earling Rasmussen. "Employment Relationships: New Zealand's Employment Relations Act." Labour History, no. 89 (2005): 259. http://dx.doi.org/10.2307/27516099.

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Bonamy, Joél, and NICOLE MAY. "Service and Employment Relationships." Service Industries Journal 17, no. 4 (October 1997): 544–63. http://dx.doi.org/10.1080/02642069700000034.

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Dannin, Ellen. "Book Review: Employment Relationships: New Zealand’s Employment Relations Act." Journal of Industrial Relations 47, no. 2 (June 2005): 248–49. http://dx.doi.org/10.1111/0022185605047002011.

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Janta, Hania, Lorraine Brown, Peter Lugosi, and Adele Ladkin. "Migrant relationships and tourism employment." Annals of Tourism Research 38, no. 4 (October 2011): 1322–43. http://dx.doi.org/10.1016/j.annals.2011.03.004.

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Paroń, Łukasz. "REGULATION OF CIVIL LAW EMPLOYMENT OR EMPLOYMENT LAW?" Roczniki Administracji i Prawa specjalny, no. XXI (December 30, 2021): 229–37. http://dx.doi.org/10.5604/01.3001.0015.6108.

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Performance of work on a basis other than an employment relationship takes various forms. Predominantly, it takes place based on civil law relationships, which are characterised by the principle of freedom of contract, which results in the possibility of freely shaping the content of any such legal relationship. However, recent years are marked by a gradual increase in regulations of employment other than based on contracts of employment, i.e. based on civil law contracts. Introducing a minimum hourly wage, limiting employment in trade on Sundays and public holidays, providing temporary work under civil law contracts or the much earlier widespread granting of employment rights to contractors in the putting-out system and, above all, granting the right to safe and hygienic working conditions to everyone who performs work justifies asking questions about future developments.
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Bite, Kitija. "DRUNKENNESS AS A REASON FOR TERMINATING EMPLOYMENT RELATIONSHIP AND STATE SERVICE EMPLOYMENT RELATIONSHIP." Administrative and Criminal Justice 1, no. 74 (June 30, 2016): 64. http://dx.doi.org/10.17770/acj.v1i74.2879.

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The author in the article researches alcohol as one of the reasons to terminate public service employment relationships at the State Police and employment relationships. The legislation provides different regulatory approach to alcohol intoxication as a reason for terminating the employment relationships and the legal application of this reason. In practice, detecting of alcohol intoxication and denunciation of employment relationship or retiring from the public service is problematic. The government regulations in Latvia define the inspection procedure of the influence of alcohol, narcotic, psychotropic or toxic substance, however, there is no legislative act defining the term ‘alcohol intoxication’, while it is essential in employment relationships. There are several issues that emerge from the case-law: firstly, the employer must legally differentiate alcohol intoxication from alcohol influence in order to be able to terminate the employment; secondly, the employer must legally/judicially detect and record the presence of alcohol. The author suggests to define the state of ‘alcohol intoxication’ as well as make alterations in the Labour Law giving the liberty to the employer to terminate the employment relationship in case of alcohol influence. A Chief of Public Institution should be appointed to develop An Internal Regulations Act in order to detect alcohol intoxication or influence. Such alterations in Law would allow the employer to apply disciplinary penalty or denunciation in the cases of alcohol intoxication, and would clearly define the inspection procedure for the employees upon suspicion of being present at work or public service under the influence of alcohol.
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Castellane, Beatrice. "Arbitration in Employment Relationships in France." Journal of International Arbitration 26, Issue 2 (April 1, 2009): 293–99. http://dx.doi.org/10.54648/joia2009015.

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French labour law mainly protects the needs of the employees and consequently takes precedence over private agreements. Bearing this in mind, arbitration is rarely used in labour disputes in France and whenever it is used, it is essentially restricted to disputes arising out of collective agreements between national or local unions of employers and national or local unions of employees.
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Leverentz, Andrea. "Fostering Family Relationships and Women’s Employment." International Journal for Crime, Justice and Social Democracy 9, no. 1 (February 25, 2020): 126–38. http://dx.doi.org/10.5204/ijcjsd.v9i1.1469.

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Although people in prison share some commonalities, they also face distinct issues based on who they are and where they are incarcerated. In this article, I offer suggestions regarding re-entry programs and policies for women. I frame these policies through a broader lens of intersectionality and the importance of context. People are embedded in interlocking systems of power, and experiences and positionality are shaped along multiple dimensions. Additionally, to understand criminal justice responses, we must understand the local social, political and economic contexts, as these programs may not translate across jurisdictions if local considerations are not taken into account. Just as crime and criminal justice policies are embedded in larger social worlds, so too are re-entry programs. Three policy areas are considered within this larger framework: drug courts, family reunification and employment.
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Chajewski, Leszek. "Agency Relationships, Embeddedness and Employment Relations." Current Sociology 55, no. 1 (January 2007): 24–40. http://dx.doi.org/10.1177/0011392107070132.

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Freathy, Paul, and Frank O'Connell. "Employment relationships within European airport retailing." Service Industries Journal 23, no. 4 (September 2003): 114–34. http://dx.doi.org/10.1080/02642060412331301042.

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Dissertations / Theses on the topic "Employment relationships"

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Sappey, Jennifer Robyn, and n/a. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work." Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070228.110927.

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This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.
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Sappey, Jennifer Robyn. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work." Thesis, Griffith University, 2006. http://hdl.handle.net/10072/365506.

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This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Nelson, Christine B. "When older mothers work : adult children's perceptions of maternal employment effects Christine B. Nelson." PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/4110.

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The effects of maternal employment on the young child have been examined for over 50 years. This research focuses on perceived maternal employment effects at a later point in the family life cycle: when mother is older and children are grown. Thirty-two poverty level women aged 56-83 (M=66.4 years) and their adult sons (n=l 6) and daughters (n= 16) were independently interviewed. All of the older women were paid workers or "stipended volunteers" who were employed part time (20 hours a week) in child care, clerical, or other service jobs. They had a variety of work histories; all were widowed or divorced.
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Peterson, Samuel. "Spatial and Temporal Employment Relationships: Southern California as a Case Study." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1813.

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Southern California is the largest U.S. metropolitan area geographically, and demonstrates complex spatial relationships between county labor markets. This paper is interested in investigating the employment dependencies between the core city of Los Angeles its respective commuting sheds, such as San Bernardino and Riverside counties. Using time series data that includes labor demand shocks from the Great Recession, this analysis implements a vector autoregressive model to dissect the relationship between urban and suburban employment changes. The work finds a strong lagging-leading relationship between counties that varies by business cycle phase, and provides policy implications from this relationship.
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Bosma-Donovan, Elizabeth. "Compassionate economics, local employment trading systems (LETS) towards alternative economic relationships." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0017/MQ45863.pdf.

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Archer, Sarah. "Employer perspectives on domestic employment relationships in post-apartheid South Africa." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/7697.

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This dissertation investigates the relationships between domestic workers and employers, as reported by employers, concentrating on food provision as a central dimension. It applies anthropological and sociological approaches that include 10 focus group discussions, 171 completed questionnaires (open- and closed-answer questions) and 10 home observation sessions. The employer sample group is almost exclusively white, middle class, female, English-speaking, tertiary educated residents of Cape Town, South Africa. The research starts from the premise that domestic employment Is an illuminating sphere for analysing the intersection between race, class and gender at the present time in South Africa. It argues that, through an examination of the domestic worker employment relationship, particularly when viewed through the lens of food provision, It becomes possible to judge the extent to which these relationships have changed since the end of apartheid. The research shows that, while a proportion of individual relationships have changed in positive ways, many remain determined by the habituated norms and codes of apartheid-era employment. The study found that the relationship is characterised by contradictions in the attitudes and behaviour of employers, exacerbated by ambiguous communication and employer discomfort and feelings of guilt about past, and present, inequalities. Employer unease and discomfort were particularly evident in the company of peers and in relation to the question of employer responsibility towards workers. The study also found that age and income influenced employer attitudes.
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Singh, Jyothsna A. "Customer expectations of employee emotional labour in service relationships." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5715/.

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Emotional labor has been defined by Hochschild (1983) as “the management of feeling to create a publicly observable facial and bodily display” (p. 7, 1983). Many jobs contain an emotional component that goes beyond the normal burden on feelings caused by work and thus require “emotional labor”. Hochschild (1983) distinguished between two approaches available to the emotional laborer - surface acting and deep acting. This thesis examines the relationships between employee emotional labour (Hochschild, 1983), customer perceived interaction quality and customer intention to continue the private banking service relationships. It also tests the mediating effects of customer expectations of emotional labour on the relationship between employee emotional labour and customer perceived interaction quality. Dyadic data was generated from customer-relationship manager pairs involved in private banking service relationships. Key findings demonstrate that employee deep acting relates positively with customer perceived interaction quality; however, employee surface acting does not relate negatively. At a more specific level, the greater the customer expectations of deep acting - the more positive the relationship between employee deep acting and customer perceived interaction quality and the more negative the relationship between employee surface acting and customer perceived interaction quality. The lower the customer expectations of surface acting, the more positive the relationship between employee deep acting and customer perceived interaction quality. Higher levels of customer perceived interaction quality then relate positively to the customer intention to continue the service relationship. This work helps simultaneously explore the flow of emotional labour from employees to customers and helps understand the service relationship holistically. Findings establish the importance of emotional labour and how it influences customers’ perception of their interactions. This knowledge is useful in building sustainable and fruitful service relationships for the benefit of the customers, employees and organizations.
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Hunter, Larry W. (Larry Wayne). "Building employment relationships : the case of the Massachusetts long-term care industry." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/11915.

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Margie, Darren. "Curriculum, transition and employment of individuals with disabilities: Interconnections, relationships and perspectives." Scholarly Commons, 2016. https://scholarlycommons.pacific.edu/uop_etds/6.

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This study examines the connection between curriculum, transition, and employment for individuals with moderate to severe disabilities. Employment for individuals with moderate to severe disabilities remains historically low. Results pointed to a need for increased coherence among transition planning, secondary school curriculum foci, and employers. Many factors influence successful post school employment outcomes for individuals with disabilities. These factors include expectations of the individual and family, individual adaptive behaviors, skill level and lack of knowledge by potential employers of individuals with disabilities. This study sought to understand the following questions: a) in what ways are curricular approaches, transition services, and employer requirements for individuals with moderate to severe intellectual disabilities interconnected? b) What factors affect employment for individuals with moderate to severe disabilities? c) In what ways do curricular approaches and transition services impact post school outcomes for individuals with moderate to severe ID? Connecting curriculum and transition directly to the needs of employers is imperative in understanding the effects both have on post school employment outcomes for individuals with disabilities.
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Suzan, Zelda. "The Relationships Among Job Satisfaction, Length of Employment, and Mentoring of Nursing Faculty." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2060.

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The shortage of faculty in nursing education programs has been well documented by the National League for Nursing. Job satisfaction is important in retaining nurse educators, and one New York nursing program was interested in examining the potential impact of mentoring on satisfaction. The purpose of this quantitative study was to examine job satisfaction, measured by the Job Descriptive Index/Job in General scale (JDI/JIG), between nurse faculty participants in formal mentoring programs compared to participants receiving an informal type of mentoring. In addition, the length of employment was examined as a possible factor in predicting job satisfaction. The theoretical framework for the study included Knowles's theory of adult learning, Maslow's theory on motivation, and Erikson's theory of psychosocial development. Forty-nine nursing faculty completed a survey with 2 components including a faculty questionnaire and the JDI/JIG scale. Logistic regression was used to assess whether formal mentoring programs or length of employment were predictive of job satisfaction. Scores on the 6 component parts of the JDI/JIG determined job satisfaction. Neither length of employment nor formal mentoring programs were predictive of job satisfaction. Recommendations included continued research on job satisfaction with larger samples of nurse faculty. These findings will promote positive social change by informing discussions at the local site on ways to improve job satisfaction amongst nursing faculty, which could reduce the nursing faculty shortage at the local site.
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Books on the topic "Employment relationships"

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Cappelli, Peter, ed. Employment Relationships. Cambridge: Cambridge University Press, 2008. http://dx.doi.org/10.1017/cbo9780511611544.

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Sibal, Jorge V. Sustainable employment relationships. Diliman, Quezon City, Philippines: International Industrial Relations Association Phils., 2010.

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Center for International Legal Studies, ed. Post-employment covenants in employment relationships. Alphen aan den Rijn, The Netherlands: Wolters Kluwer Law & Business, 2014.

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Bennett, Mark W. Employment relationships: Law & practice. New York: Aspen Law & Business, 1998.

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Rasmussen, Erling Juul. Employment relationships: New Zealand's employment relations act. Auckland: Auckland University Press, 2004.

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Bakaly, Charles G. Modern law of employment relationships. 2nd ed. Englewood Cliffs, NJ: Prentice Hall Law & Business, 1989.

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Jacobsen, Joyce P., and Gilbert L. Skillman, eds. Labor Markets and Employment Relationships. Malden, MA, USA: Blackwell Publishing Ltd, 2004. http://dx.doi.org/10.1002/9780470755587.

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M, Grossman Joel, and Bakaly Charles G, eds. The Modern law of employment relationships. 2nd ed. New York: Aspen Law & Business, 1989.

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Neumark, David. Employment relationships in the new economy. Cambridge, MA: National Bureau of Economic Research, 2002.

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Norton, Desmond. Employment relationships in Irish counties, 1881-1971. Dublin: Department of Political Economy, UCD, 1988.

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Book chapters on the topic "Employment relationships"

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Strolka, Marion. "Terminating Employment Relationships – Employment Termination Law." In Deutsches Arbeitsrecht für ausländische Investoren | German Labour Law for Foreign Investors, 223–38. Wiesbaden: Springer Fachmedien Wiesbaden, 2019. http://dx.doi.org/10.1007/978-3-658-17107-0_18.

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Goerg, Sebastian J., and Sebastian Kube. "The Equity Principle in Employment Relationships." In The Selten School of Behavioral Economics, 205–19. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-13983-3_13.

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Riesco-Sanz, Alberto. "Self-Employment and the Transformation of Employment Relationships in Europe." In The Deconstruction of Employment as a Political Question, 149–78. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-93617-8_7.

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Roy, Kevin. "Overlooked Inequalities: Employment, Parenting, and Partnering for Men in Families." In Gender and Couple Relationships, 121–29. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-21635-5_6.

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Gallagher, Daniel G. "4. Part-Time Employment and the Worker." In Changing Work Relationships in Industrialized Economies, 59. Amsterdam: John Benjamins Publishing Company, 1999. http://dx.doi.org/10.1075/aios.1.07gal.

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Furåker, Bengt. "The Individual-Collective Aspect of Employment Relationships." In Sociological Perspectives on Labor Markets, 154–82. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230502468_7.

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Meulders, Danièle, and Robert Plasman. "7. European Employment Policies’ Potential impact on Female Workers." In Changing Work Relationships in Industrialized Economies, 115. Amsterdam: John Benjamins Publishing Company, 1999. http://dx.doi.org/10.1075/aios.1.11meu.

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Pendleton, Andrew. "Employee Share Ownership, Employment Relationships and Corporate Governance." In Participation and Democracy at Work, 75–93. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-1-137-04216-3_5.

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Pedaci, Marcello, and Marco Betti. "The Regulation of Employment Relationships at the Enterprise." In Regulating Work in Small Firms, 131–63. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-21820-1_4.

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Hata, Keiko. "Labor and Social Security Reforms in Mexico: From the Perspective of State-Labor Relationships." In Non-Standard Employment under Globalization, 18–46. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230274310_2.

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Conference papers on the topic "Employment relationships"

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Senčur Peček, Darja. "Regulation of Employment Relationships of Directors (Managers) in Companies." In 24th Conference Corporate Entities at the Market and European Dimensions. University of Maribor Press, 2017. http://dx.doi.org/10.18690/978-961-286-004-2.13.

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Luque, A., A. Consegliere, and T. Alamo. "Dynamic model of the relationships between technology and employment." In 2009 European Control Conference (ECC). IEEE, 2009. http://dx.doi.org/10.23919/ecc.2009.7075113.

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Dima, Luminita. "Diversity Of Education And Professional Development – Important Factors For Employment Relationships." In 2nd Central and Eastern European LUMEN International Conference - Multidimensional Education and Professional Development. Ethical Values. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.07.03.20.

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Gharrawi, Azhar M. "HR Planning Pharma Case Study." In 2020 International Conference on Resources Management. Koya University, 2021. http://dx.doi.org/10.14500/icrm2020.gen323.

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In a number of real-life situations, organisations are confronted with taking decisions to adopt different human resource management policies and practices in order to meet the challenges of dynamic business environment. In the case of Pharma, changing business environment and the associated challenges have necessitated the initiation of some HR-related actions. Some of the policies and decisions to meet the market dynamics are likely to affect the employment relationships in Pharma site, because the circumstances have forced the organisation to pursue employee head count reduction measures and implement flexible work designs. Pharma site considers introducing flexible work patterns which are expected to have serious implications like evolution of conflicts within the workplace affecting functional employment relations within the Pharma site. This is likely to lead to breach or violation of psychological contract in the organisation. In order to cope up with the change, Pharma site needs to consider implementation of HR strategies that would help in reducing workplace conflicts and bring back harmony in employment relationships by mitigating the adverse impact of any breach or violation in psychological contract. The work also evaluates possible implications of head count reduction and flexibility strategies on employment relationships and details the courses of action for restoring effective functional employment relationships in the Pharma site.
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Ivanova, Pavlina. "THE EXTRAORDINARY ASPECTS OF LABOR RELATIONS." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.105.

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The unprecedented situation in 2020 put employers in a state of uncertainty and challenged them to find new forms of work, maintain employment relationships, ensure a safe working environment and working conditions, and at the same time comply with regulatory requirements. In this context, labor legislation has had to be adapted to the new circumstances in which the elements of the employment relationship have acquired "extraordinary" aspects. The purpose of this report is to review new aspects of labor relations in a pandemic environment, discussing regulatory changes, their consequences and opportunities.
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Nie, Qinghui, Yang Zhou, Jingxin Xia, Shejun Deng, and Xiaoxuan Chen. "Employment of Long-Run Equilibrium Relationships in Multivariate Short-Term Traffic Speed Forecasting." In 18th COTA International Conference of Transportation Professionals. Reston, VA: American Society of Civil Engineers, 2018. http://dx.doi.org/10.1061/9780784481523.034.

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Triwidodo, Gatut, and Fauzie Hasibuan. "Ideal Legal Protection of Workers 'Rights in Employment Relationships in Power Transfer Systems." In Proceedings from the 1st International Conference on Law and Human Rights, ICLHR 2021, 14-15 April 2021, Jakarta, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.14-4-2021.2312456.

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Peacock, Brian, Chui Yoon Ping, Samuel Low, Phang Chun Kai, and Loh Sok Khim. "The Employment of Senior Citizens in Singapore." In Applied Human Factors and Ergonomics Conference. AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001340.

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The employment of senior citizens is a global challenge of major proportions, and increasing apace. From the systems ergonomics perspective these challenges can be categorized and measured from physical, cognitive, social, affective, environmental or economic viewpoints. A series of studies is underway at SIM University, Singapore to evaluate the characteristics, capabilities, limitations and aspirations of senior citizens aged 55 – 75 with regard to their employment, and compare these with a cohort of younger counterparts. The first phase of this project measured physical capabilities including, size and shape, strength, speed, stamina, and motor skills. The results of these studies indicated that, whereas these variables showed some expected associations with age, they also showed very large individual differences, presumably related to disease, disuse, disinterest, inheritance and life history. The second phase of the study investigated the perceptions, using a Kano approach (must have, more the better and excitement categories), of older people with regard to their jobs on dimensions such as physical demands, technology demands, economics, relationships (with management, co workers and customers) and job environment. As predicted economic and relationship issues dominated the results, followed by physical and technology demands. The third phase was an objective approach to the physical and operational job demands using a “Job Physical Activity Sampling” approach. This analysis indicated widely varying sedentary and dynamic job demands. Finally guidelines are presented with regard to employment of elderly people to assure health, safety and satisfaction. These guidelines are categorized using a consensus based demand – strain model that addresses spatial, manipulation, environmental, manual materials handling and operational factors. Participants were also surveyed regarding their perceived fitness for work. The conclusion of the study was that age per se is not the main challenge; rather it is the correlates of age, such as disease, that stand in the way of gainful employment.
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Tavits, Gaabriel. "Protection of the Weaker Party – to Whom is Labour Law Still Applicable?" In The 8th International Scientific Conference of the Faculty of Law of the University of Latvia. University of Latvia Press, 2022. http://dx.doi.org/10.22364/iscflul.8.2.33.

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National law is affected by a number of different international regulations and agreements. International agreements provide for rules aimed at harmonizing certain requirements and understandings that different countries should follow. In labour relations, international standards are set at two different levels – on the one hand, by the International Labour Organization (ILO), and on the other by regional standards – by the Council of Europe and the directives and regulations adopted by the European Union. All these international rules have important implications for national labour law. However, such international norms do not provide a clear personal scope – that is, it is not clearly defined to whom such international norms apply. Although the various international rules do not directly define the persons to whom those norms apply, – the implementation of international rules remains a matter for national law. Thus, the concept of both employee and employment relationship is shaped by national law. The exception here is the European Union, where the European Court of Justice has given an autonomous meaning to the concept of worker (particularly in the context of freedom of movement for workers). Although the concept of a worker and of an employment relationship has been developed by the Court of Justice of the European Union, Member States retain the right to define the employment relationship in accordance with the law in force in the respective Member State. The main factor in shaping employment relationships is the employee's dependence on the person providing the work, and the person providing the work also has an obligation to pay remuneration for the work performed. Although the scope of those rules is defined differently by different international rules, the characteristics generally applicable to the definition of an employee and the employment relationship are similar to those used in national law.
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Sharakhova, Natal’ya. "Influence of psychological and pedagogical education of parents on optimization parent-child relationships." In Safety psychology and psychological safety: problems of interaction between theorists and practitioners. «Publishing company «World of science», LLC, 2020. http://dx.doi.org/10.15862/53mnnpk20-32.

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The article deals with the problems of modern families associated with an increase in the number of information technologies, incomplete and conflict-ridden families, high employment of parents, and a low level of their pedagogical competence. All this significantly affects the changing conditions of family education. In this regard, the optimization of child-parent relations will be effective in the development and implementation of the program of psychological and pedagogical education, which includes knowledge of age psychology, algorithms and technologies for working with individual characteristics of children.
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Reports on the topic "Employment relationships"

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Neumark, David, and Deborah Reed. Employment Relationships in the New Economy. Cambridge, MA: National Bureau of Economic Research, April 2002. http://dx.doi.org/10.3386/w8910.

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Molloy, Raven, Christopher Smith, and Abigail Wozniak. Changing Stability in U.S. Employment Relationships: A Tale of Two Tails. Cambridge, MA: National Bureau of Economic Research, January 2020. http://dx.doi.org/10.3386/w26694.

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Goswami, Saheli, and Jung Ha-Brookshire. Relationships between Negative Feedback on Companies and Gen Y Job Applicants' Employment Willingness. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1566.

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Jackson, C. Kirabo, and Henry Schneider. Reducing Moral Hazard in Employment Relationships: Experimental Evidence on Managerial Control and Performance Pay. Cambridge, MA: National Bureau of Economic Research, November 2013. http://dx.doi.org/10.3386/w19645.

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Bhan, Gautam, Divya Ravindranath, Antara Rai Chowdhury, Rashee Mehra, Divij Sinha, and Amruth Kiran. Employer Practices and Perceptions on Paid Domestic Work: Recruitment, Employment Relationships, and Social Protection. Indian Institute for Human Settlements, 2022. http://dx.doi.org/10.24943/epppdwrersp11.2022.

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The key question of this study is to ask: What are the beliefs, motivations, and perceptions of employers toward recruitment, employment conditions, and social protection for domestic workers?We draw from personal interviews with 403 households in two large metropolitan Indian cities– Bengaluru and Chennai – with variations across socio-economic status, caste, neighbourhood type and across households with and without women working for wages. This Executive Summary outlines key findings and implications.
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Kenny, Caroline, and Aine Kelly. Unpaid Care. Parliamentary Office of Science and Technology, July 2018. http://dx.doi.org/10.58248/pn582.

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This POSTnote looks at the numbers of unpaid carers across the UK, and the amount and type of care provided. It examines the impacts of providing unpaid care on carers’ education, employment, finances, health and wellbeing, and personal and social relationships. The note reviews the different types of support available for carers and examines evidence on their effectiveness.
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Kornelakis, Andreas, Chiara Benassi, Damian Grimshaw, and Marcela Miozzo. Robots at the Gates? Robotic Process Automation, Skills and Institutions in Knowledge-Intensive Business Services. Digital Futures at Work Research Centre, May 2022. http://dx.doi.org/10.20919/vunu3389.

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Against the backdrop of the fourth industrial revolution, this paper examines the emergence of Robotic Process Automation (RPA) as one of the new technologies that are shaping the future of work and reconfiguring sectoral business and innovation systems and models. It discusses how the institutional context can potentially mediate the digital transformation of services, how RPA affects workers’ employment and skills, and how it alters inter-organisational relationships and capabilities. Bringing together different strands of academic literature on employment studies, innovation, and technology studies, it deploys a comparative institutional perspective to explore the potential effects of RPA and illustrates their plausibility through mini case studies from knowledge-intensive business services
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Busso, Matías, Juan Pablo Chauvin, and Nicolás Herrera L. Rural-Urban Migration at High Urbanization Levels. Inter-American Development Bank, December 2020. http://dx.doi.org/10.18235/0002904.

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This study assesses the empirical relevance of the Harris-Todaro model at high levels of urbanization a feature that characterizes an increasing number of developing countries, which were largely rural when the model was created 50 years ago. Using data from Brazil, the paper compares observed and model-based predictions of the equilibrium urban employment rate of 449 cities and the rural regions that are the historic sources of their migrant populations. Little support is found in the data for the most basic version of the model. However, extensions that incorporate labor informality and housing markets have much better empirical traction. Harris-Todaro equilibrium relationships are relatively stronger among workers with primary but no high school education, and those relationships are more frequently found under certain conditions: when cities are relatively larger; and when associated rural areas are closer to the magnet city and populated to a greater degree by young adults, who are most likely to migrate.
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Lu, Tianjun, Jian-yu Ke, Fynnwin Prager, and Jose N. Martinez. “TELE-commuting” During the COVID-19 Pandemic and Beyond: Unveiling State-wide Patterns and Trends of Telecommuting in Relation to Transportation, Employment, Land Use, and Emissions in Calif. Mineta Transportation Institute, August 2022. http://dx.doi.org/10.31979/mti.2022.2147.

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Telecommuting, the practice of working remotely at home, increased significantly (25% to 35%) early in the COVID-19 pandemic. This shift represented a major societal change that reshaped the family, work, and social lives of many Californians. These changes also raise important questions about what factors influenced telecommuting before, during, and after COVID-19, and to what extent changes in telecommuting have influenced transportation patterns across commute modes, employment, land use, and environment. The research team conducted state-level telecommuting surveys using a crowd-sourced platform (i.e., Amazon Mechanical Turk) to obtain valid samples across California (n=1,985) and conducted state-level interviews among stakeholders (n=28) across ten major industries in California. The study leveraged secondary datasets and developed regression and time-series models. Our surveys found that, compared to pre-pandemic levels, more people had a dedicated workspace at home and had received adequate training and support for telecommuting, became more flexible to choose their own schedules, and had improved their working performance—but felt isolated and found it difficult to separate home and work life. Our interviews suggested that telecommuting policies were not commonly designed and implemented until COVID-19. Additionally, regression analyses showed that telecommuting practices have been influenced by COVID-19 related policies, public risk perception, home prices, broadband rates, and government employment. This study reveals advantages and disadvantages of telecommuting and unveils the complex relationships among the COVID-19 outbreak, transportation systems, employment, land use, and emissions as well as public risk perception and economic factors. The study informs statewide and regional policies to adapt to the new patterns of telecommuting.
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Hamilton, Carolyn. Review and Recommendations for Strengthening Transitioning-from-State-Care Services for Youth in the Protection System. Inter-American Development Bank, July 2022. http://dx.doi.org/10.18235/0004354.

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Research studies from a range of countries indicate that, despite differences in policies, youth who age out of state care have significant similarities in outcomes globally. These young people have difficulty finding stable and affordable housing; accessing a social network, healthcare, and supportive and safe social relationships; and engaging in education, training, and employment. The present report, focused on youth aging out of residential care and detention in Belize, aims to contribute to the growing literature on frameworks, models, programs, and best practices to address service gaps and barriers and improve outcomes for youth transitioning to post care. The report presents a diagnostic of available services to support youth in Belize to successfully transition to post-care and provides recommendations to strengthen services that improve their post-care outcomes.
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