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Relevant bibliographies by topics / Labour and employment law

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Academic literature on the topic 'Labour and employment law'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Labour and employment law"

1

Joshi, Rama J. "LABOUR LAW AND FEMALE EMPLOYMENT." Equal Opportunities International 7, no. 4/5 (April 1988): 36–53. http://dx.doi.org/10.1108/eb010493.

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Zaccaria, Márton Leó. "Equal Employment in Hungarian Labour Law." Hungarian Yearbook of International Law and European Law 4, no. 1 (December 2016): 697–713. http://dx.doi.org/10.5553/hyiel/266627012016004001041.

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Gennard, John. "Labour Government: change in employment law." Employee Relations 20, no. 1 (February 1998): 12–25. http://dx.doi.org/10.1108/01425459810369814.

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Mervartová, Jana. "Illegal employment." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 61, no. 7 (2013): 2507–14. http://dx.doi.org/10.11118/actaun201361072507.

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Since 2007 Labour Code contains the definition of dependent work, which can be carried out only in labour-law relations. The Amendment to Labour Code from 2012 makes the definition more precise, when it stipulates essential elements of dependent work and designates the others as conditions, under which dependent work should be carried out. The Amendment to Employment Act changes the definition of illegal work. Illegal work is a performance of dependent work by natural person except for labour-law relation, or if natural person – foreigner carries out work in conflict with issued permission to employment or without this permission. Since 2012 sanctions for illegal work were increased. Labour inspection is entitled to impose sanctions, in case of foreigners it is Customs Office. For control purposes employer is obliged to have copies of documents at the workplace proving the existence of labour-law relation. Goal of controls and high fines is to limit illegal employment of citizens of Czech Republic and foreigners as well. Illegal work has unfavourable economic impact on state budget. It comes to extensive tax evasions and also to evasions within health insurance and social security. If a concluded commercial-law relation meets the attributes of dependent work, then it stands for a concealed legal relationship. Tax Office can subsequently assess an income tax to businessman. Labour-law relationship enjoys a higher legal protection than commercial-law relationship; nonetheless it is not suitable to limit liberty of contract in cases when it is not unambiguously a dependent activity.

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Sobczak, André. "Are Codes of Conduct in Global Supply Chains Really Voluntary? From Soft Law Regulation of Labour Relations to Consumer Law." Business Ethics Quarterly 16, no. 2 (April 2006): 167–84. http://dx.doi.org/10.5840/beq200616219.

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Labour and employment law no longer has a monopoly on regulating labour relations and is facing a crisis as its effectiveness is questioned. Codes of conduct adopted by companies to recognise their social responsibility for the global supply chain are instruments that can usefully complement labour and employment law. The aim of this paper is to analyse in depth the legal nature of codes of conduct and their impact on labour and employment law. Will the use of codes of conduct reinforce the crisis of labour and employment law in the era of globalisation or will these codes be part of a solution to this crisis? Do we have to consider codes of conduct as competitors to labour and employment law or as an opportunity for rethinking the way that labour and employment law norms should be produced and applied?

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Knight, Thomas R. "Book Review: Labor and Employment Law: Labour Arbitration Yearbook, 1991." ILR Review 46, no. 1 (October 1992): 194–95. http://dx.doi.org/10.1177/001979399204600117.

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Huberman, Michael. "Book Review: Labor and Employment Law: The Law of the Labour Market: Industrialization, Employment, and Legal Evolution." ILR Review 60, no. 1 (October 2006): 142–43. http://dx.doi.org/10.1177/001979390606000109.

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Weiss, Manfred. "European employment policies." European Labour Law Journal 8, no. 2 (June 2017): 111–21. http://dx.doi.org/10.1177/2031952517712117.

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This article provides a critical analysis of the EU Employment Policies legal framework. The need to focus on both the quantitative and qualitative dimensions of labour is highlighted in the first part. The second part deals with the quantitative aspects, addressing the Employment chapter, State aid, and the freedom of movement for workers. The third part discusses the qualitative side – providing an overview on the EU labour law – and addresses the limitation of the EU’s legislative powers and the need for minimum labour standards. The conclusion underlines the difficulties to get further hard law and the soft law inadequacy.

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Kolben, Kevin. "Book Review: Labor and Employment Law: Globalization and the Future of Labour Law." ILR Review 61, no. 4 (July 2008): 580–82. http://dx.doi.org/10.1177/001979390806100408.

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Lyutov, Nikita. "Blurring the Definition of Employment Relations in Russia: Case Law on the General Notion and Some Atypical Forms of Labor." Teisė 113 (December 20, 2019): 190–204. http://dx.doi.org/10.15388/teise.2019.113.11.

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Transformation of Russian labour law in the last decades shows the clear trend to differentiation and fragmentation with constantly growing number of special norms covering specific (atypical) types of employment relationships. At the same time modern labour law reflects only some of recently appearing forms of employment, such as temporary agency work or telework. The paper deals with the definition of labor relations and some atypical forms of employment.

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Dissertations / Theses on the topic "Labour and employment law"

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Deakin, Simon Francis. "Contract, labour law and the developing employment relationship." Thesis, University of Cambridge, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.291753.

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Loots, Barbara Evelyn. "Public employment and the relationship between labour and administrative law." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6683.

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Thesis (LLD)--University of Stellenbosch, 2011.
ENGLISH ABSTRACT: The focus of this study is the rights-based normative overlap of labour and administrative law in public employment. As the judiciary appeared to be unable to agree on a unified approach to the application of the rights to fair labour practices and just administrative action to public employment, it was clear that the complexity and multi-dimensional character of the debate required analysis of existing approaches to the regulation of the public employment relationship. The following initial research question was formulated: To what extent does (and should) the constitutionalised rights to fair labour practices (s 23) and just administrative action (s 33) simultaneously find application in the regulation of public employment relationships? In answering this question, certain realities had to be acknowledged, the most important being that the debate in question jurisprudentially revealed itself to be a jurisdictional turf-war between the Labour and High Courts, rather than proper consideration of the relevant substantive arguments and underlying normative considerations. This called for an additional dimension to be added to the research question, namely consideration of the extent to which the ss 23 and 33 rights are informed by variable and possibly different normative principles and whether these rights allow for cooperative regulation of public employment in accordance with the doctrine of interdependent fundamental rights. This became the primary focus of the study. In an attempt to simplify the debate, a deliberate decision was taken to limit the scope of the normative study to South Africa with its own historic influences, structures and constitutional considerations. The study shows that both labour and administrative law (as constitutionally informed) share concern for equity-based principles. This is evident from the flexible contextually informed perspectives of administrative law reasonableness in relation to labour law substantive fairness, as well as a shared concern for and approach to procedural fairness. Once simplified, and in the absence of any undue positive law complexity, the public employment relationship, at both a normative and theoretical level, furthermore shows no substantive status difference with private employment relationships. It is, however, accepted that there are job and sector-specific contextual differences. In the absence of substantive normative conflict between these branches of law and in the absence of a fundamental (as opposed to contextual) difference between public and private employment, there appears to be no reason to ignore the constitutional jurisprudential calls for hybridity, otherwise termed the doctrine of interdependence. The idea of normatively interdependent rights expresses the Constitution’s transformative vision (through the idea of flexible conceptual contextualism) and recognises that human rights may overlap. This also means that where such overlap exists, rights should be interpreted and applied in a mutually supportive and cooperative manner that allows for the full protection and promotion of those rights. In giving expression to the interdependent normative framework of constitutional rights, these norms (absent any substantive rights-based conflict) should then be used by the judiciary as an interpretative tool to align specific labour law and general administrative law in the regulation of public employment relationships.
AFRIKAANSE OPSOMMING: Die fokus van hierdie studie is die regsgebaseerde normatiewe oorvleueling van arbeids- en administratiefreg in die openbare diensverhouding. Aangesien dit blyk dat die regsbank nie kon saamstem oor ‘n eenvormige benadering tot die toepassing van die regte op billike arbeidspraktyke en regverdige administratiewe optrede op die openbare diensverhouding nie, het die kompleksiteit en multi-dimensionele karakter van die debat dit genoodsaak om bestaande benaderings tot die regulering van die openbare diensverhouding te analiseer. In die lig hiervan is die volgende aanvanklike navorsingsvraag geformuleer: Tot watter mate vind die grondwetlik neergelegde regte tot billike arbeidspraktyke (a 23) en regmatige administratiewe optrede (a 33) gelykmatig toepassing in die regulering van die openbare diensverhouding en tot watter mate hoort die regte gelykmatig toepassing te vind? In antwoord op die vraag is sekere realiteite geïdentifiseer, waarvan die belangrikste is dat die debat in die regspraak grootliks neergekom het op ‘n jurisdiksionele magstryd tussen die Arbeids- en Hooggeregshowe, eerder as werklike oorweging van die relevante substantiewe argumente en onderliggende normatiewe oorwegings. Dit het die byvoeging van ’n verdere dimensie tot die navorsingsvraag genoodsaak, naamlik oorweging van die mate waartoe die aa 23 en 33 regte deur buigsame en moontlik verskillende normatiewe beginsels beïnvloed word, en ook of hierdie regte ruimte laat vir mederegulering van die openbare diensverhouding in terme van die leerstuk van interafhanklikheid van fundamentele regte? Laasgenoemde het die primêre fokus van die studie geword. In ‘n poging om die debat te vereenvoudig, is doelbewus besluit om die strekking van die normatiewe studie te beperk tot Suid-Afrika, met eiesoortige historiese invloede, strukture en grondwetlike oorwegings. Soos die normatiewe studie ontvou het, wys die studie dat beide arbeids- en administratiefreg (soos grondwetlik beïnvloed) ‘n gemeenskaplike belang in billikheids-gebaseerde beginsels openbaar. Daar is ‘n versoenbaarheid tussen die kontekstueel beïnvloedbare en buigsame redelikheidsperspetief van die administratiefreg, soos gesien in vergelyking met substantiewe billikheid in die arbeidsreg. Voorts heg beide die arbeids- en administratiefreg ‘n gemeenskaplike waarde aan, en volg beide ‘n gemeenskaplike benadering tot, prosedurele billikheid. Terselfdertyd, en in die afwesigheid van onnodige positiefregtelike kompleksiteit, blyk daar op beide ‘n normatiewe en teoretiese vlak geen substantiewe verskil in status tussen die openbare diensverhouding en die privaat diensverhouding te wees nie. Dit word egter aanvaar dat daar wel werk- en sektor-spesifieke kontekstuele verskille bestaan. In die afwesigheid van substantiewe normatiewe konflik tussen die twee vertakkinge van die reg en in die afwesigheid van ‘n fundamentele (in vergelyking met kontekstuele) verskil tussen diensverhoudings in die openbare en privaatsektore, blyk daar geen rede te wees om die grondwetlike jurisprudensiële vereiste van hibriditeit, ook genoem die leerstuk van die interafhanklikheid van grondwetlike regte, te ignoreer nie. Die idee van normatiewe interafhanklike regte gee uitdrukking aan die Grondwet se visie van transformasie (via die idee van buigsame konsepsuele kontekstualisme) en erken dat menseregte soms oorvleuel. Dit beteken ook dat waar so ‘n oorvleueling bestaan, regte ïnterpreteer en toegepas moet word in ‘n wedersyds ondersteunende en samewerkende wyse wat voorsiening maak vir die volle beskerming en bevordering van daardie regte. Erkenning van die interafhanklike normatiewe raamwerk van grondwetlike regte hoort daartoe te lei dat die regsbank daardie norme (in die afwesigheid van regsgebaseerde konflik) as interpretasie-hulpmiddel gebruik om die spesifieke arbeidsreg met die algemene administratiefreg te versoen in die regulering van die openbare diensverhouding.

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

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

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Ozdemir, Ali Murat. "Political Economy Of Labour Law In Turkey: Work Employment And International Division Of Labour." Phd thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/12605703/index.pdf.

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This thesis aims to evaluate the Turkish Labour Law on the basis of a new approach to legal studies that follow the internal tendency of legal science to resolve its own problem, which is that of convincingly defining the point of contact between norm and fact (form and content), materially connecting the juridical organisation of power with the social structuring of power, while avoiding both formalist and positivist deviations. Against this background, the thesis aims to assess the correlation between the recent changes in the international division of labour and the structural forms, on the axis of which the Turkish legal system functions. This endeavour includes an attempt to view law in its location as a component to a general and persistent process of social regulation that secures general patterns of social domination. This study argues that the role of the collective labour law over the stabilisation of wage relations is increasingly deteriorated by the changing nature of the state and of work, including the new institutionality and the increasing influence of business over labour politics. After the &lsquo
discovery&rsquo
of the importance of the universal principle of the freedom of contract in labour law, the regulatory powers of individual labour law have extended to the realm of capital-labour relations having an impact over the social division of labour and have acquired a relative dominance.

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Adonis, Tanya. "The employment recruitment and promotion process: legal regulation and practice." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/16492.

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Recruitment is an integral part of any organization. It forms the foundation upon which every other practice is built. It is a process which is often regarded lightly and not given the due consideration it deserves. It is therefore pertinent to have a recruitment process in place which ensures legal compliance, as well as the longevity of the business. The concept of legal compliance in the employment recruitment and promotion process has proved at best inconspicuous. The process has allowed for much legal debate, which spans from the CCMA all the way through to the Constitutional Court. The process has also allowed for much jurisprudence to be developed regarding the implementation and application of the statutes governing it. This dissertation will focus on the limitations placed on management prerogative by labour law the procedural and substantive fairness requirements. It will do so by exploring case law, risk management measures and what is required to ensure a contract of employment is legal and binding on both parties. It is important to read this dissertation in the light of how labour law overlaps with and impacts on management prerogative. This view is necessary to understand how the push - pull dynamic between these two factors in recruitment and promotion have molded the process to encompass issues that substantively outweigh their procedural counterparts and vice versa. It is necessary in this dissertation to expound on the fundamental law governing the recruitment and promotion process and will explore concepts of management prerogative, amongst others. The objective of this dissertation is to investigate the ambiguities imposed by procedural and substantive fairness and will venture into risk management measures and contractual obligation s as a failsafe for employers to demystify the process.

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Quiñones, Sergio. "The future of Labour Law." IUS ET VERITAS, 2018. http://repositorio.pucp.edu.pe/index/handle/123456789/123534.

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The premise of this paper is that the future of work will define the future of Labour Law, since work is indeed the main object of regulation of such legal discipline. From this perspective, we analyze the mega trends identified by the International Labour Organization that will continue to impact the world of work: globalization, the increase in the dependency rate, technological innovation and, above all, climate change. Likewise, the article addresses the main labor problems still facing Latin American countries, as well as the challenges that are presented in the near future to Peru in order to close the gap between the amount of employment generated in the country and the quality of said employment.
La premisa del presente artículo es que el futuro del trabajo definirá el futuro del Derecho del Trabajo, en tanto este tiene por objeto esencial la regulación de aquél. Desde esa perspectiva, se analizan las mega tendencias identificadas por la Organización Internacional del Trabajo que seguirán impactando el mundo del trabajo: la globalización, el incremento de la tasa de dependencia, la innovación tecnológica y, sobre todo, el cambio climático. Asimismo, el artículo aborda los principales problemas laborales que aún afrontan los países latinoamericanos, así como los retos que se le presentan en el futuro próximo al Perú a fin de cerrar la brecha entre la cantidad de empleo que se genera en el país y la calidad de dicho empleo.

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Yeung, Siu-hung Polly. "Labour policy and the employment ordinance." Click to view the E-thesis via HKUTO, 1991. http://sunzi.lib.hku.hk/hkuto/record/B42574195.

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Salim, Raya Said. "The consequences of unlawful and prohibited contracts of employment in labour law." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1041.

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The purpose of having labour laws in South Africa is to regulate employment contracts and the relationship between the employer and the employee. Once a legally binding contract comes into being the Labour Relations Act of 1995 automatically applies alongside the Basic Conditions of Employment Act and various other labour legislations. Common law rules play a vital role in the formation of an employment contract. For an ordinary contract to have legal effect, four basic requirements need to be met. Briefly, parties to the contract must have reached consensus, parties’ performance of their obligations must be possible, the conclusion and objectives of the contract must be lawful and that both parties to the contract must have the necessary capacity to conclude the contract. Once these requirements have been met one is said to have concluded a valid contract. Nevertheless for the purposes of this study, we focus specifically on the employment contract. Aside from the general common law requirements for a valid contract, for an employment contract to be recognised and protected by labour legislations, it is important to distinguish an employee from an independent contractor since only the former enjoys legal remedies afforded by labour law. Common law contractual rights and duties automatically apply once an employment relationship is established in addition to the rights and duties specified in the contract itself. Common law rules regarding morality plays a major role in our modern day societies, as shall be discussed the workforce has not been left untouched by this important principle. Morality greatly influences a society’s view concerning acceptable and unacceptable behaviour or practices. It goes without saying that a contract should not be contrary to the moral views of the society in which the parties find themselves in. A contract can be complying with all the statutory requirements for a valid employment contract; however it may at the same time be tainted with illegality as the object of performance is considered immoral in the society such as an employment contract to perform prostitution. Conversely, another scenario may involve a party to an employment contract who is a child below the age of 15 years old; the contract is invalid as it contravenes section 43 of the Basic Conditions of Employment Act. Despite clear statutory prohibitions this practice may be perfectly acceptable in the eyes and minds of the society. The purpose of this study is to evaluate prohibited and unlawful contracts of employments, how the law (both common law and statutory law) treats such contracts in the sense that; whether they are protected or not and to what extent these laws have been developed to influence modern attitudes concerning such contracts. One stark example is illustrated through case law where the court had to determine the validity of an employment contract concluded between an employer and an illegal immigrant.

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Mofokeng, Elly Evelyn Tsholofelo. "An analysis of the deeming provision relating to temporary employment services in South Africa." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/74949.

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The Labour Relations Act 66 of 1995(LRA) is the primary legislation regulating employment relations in South Africa. Despite its effort to provide adequate protection to employees employed in various capacities, the LRA seems to have fallen short when it comes to atypical employees. Before the LRA was amended in 2015, Temporary Employment Services (TESs) were largely unregulated; this provided ample opportunities for clients to exploit the vulnerable TES employees. It is this abuse and exploitation which lead to the introduction of the section 198A(3)(b) of the LRA(deeming provision). The deeming provision applies to TES employees who earn below the monetary threshold stipulated in section 6(3) of the Basic Conditions of Employment Act 75 of 1997. This is an effort by the legislature to reduce the exploitation of employees working in atypical forms of employment. Despite these efforts, the deeming provision has been subject to a lot of debate particularly with regard to its correct interpretation and application. It is against this background that this dissertation will focus on the ways in which the deeming provision has been interpreted by trade unions and labour brokers. This dissertation will also discuss the judgement handed down in Assign Services (Pty) limited v National Union of Metalworkers of South Africa and Others (2018) 39 ILJ 1911 (CC), to determine whether the court provided sufficient clarity about the meaning behind section 198A(3)(b) of the LRA.
Mini Dissertation (LLM)--University of Pretoria, 2020.
Mercantile Law
LLM
Unrestricted

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Yeung, Siu-hung Polly, and 楊少紅. "Labour policy and the employment ordinance." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B42574195.

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Books on the topic "Labour and employment law"

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Langille, Brian. Labour and employment law. Toronto: Faculty of Law, University of Toronto, 2013.

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Langille, Brian. Labour and employment law. Toronto: Faculty of Law, University of Toronto, 2013.

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Karpova, Aleksandra. Employment law. ru: INFRA-M Academic Publishing LLC., 2020. http://dx.doi.org/10.12737/1033838.

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This textbook on employment law is prepared on the basis of the updated regulatory materials and court practice. Discussed the basic institutions of labor law: employment contract; working hours and rest time; labour remuneration, as well as warranties and indemnities under Russian law; labor discipline and labor regulations; labor protection; protecting labor rights; labor disputes, etc. Meets the requirements of Federal state educational standards of secondary professional education of the last generation. For students of educational institutions of secondary vocational education, students majoring in 40.02.01 "law and social security organization", and also for students of educational institutions of higher education and anyone interested in labour law. Practical the material chosen for each of the chapters of the textbook on employment law, can be used by teachers and researchers for seminars.

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J, Kay P., ed. Employment law. 5th ed. London: Macdonald & Evans, 1991.

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Carr, C. J. Employment law. 7th ed. London: Pitman, 1998.

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J, Kay P., ed. Employment law. 6th ed. London: Pitman, 1994.

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Carr, C. J. Employment law. 5th ed. London: Pitman, 1990.

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Keall, Siân. Employment & labour law: Jurisdictional comparisons. London: Thomson Reuters, 2014.

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Rittich, Kerry. Labour and employment law: Supplement. Toronto]: Faculty of Law, University of Toronto, 2015.

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McArthur, Stephen A. Canadian construction labour and employment law. Markham, Ont: Butterworths Canada, 1997.

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Book chapters on the topic "Labour and employment law"

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Bronstein, Arturo. "Security of employment." In International and Comparative Labour Law, 69–85. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-0-230-30076-7_3.

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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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Centel, Tankut. "The Notion of ‘Employment Contract’." In Introduction to Turkish Labour Law, 67–85. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65572-7_6.

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Centel, Tankut. "Establishment of the Employment Contract." In Introduction to Turkish Labour Law, 87–102. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65572-7_7.

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Kirchner, Jens, and Eva Mittelhamm. "Labour Conflicts." In Key Aspects of German Employment and Labour Law, 199–207. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-00678-4_19.

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Centel, Tankut. "The Ending of the Employment Contract." In Introduction to Turkish Labour Law, 167–209. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65572-7_10.

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Muehlberger, Ulrike. "The Institutional Factor: Labour Law and Regulations Across Europe." In Dependent Self-Employment, 34–45. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230288782_3.

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Magotsch, Michael, and Pascal R. Kremp. "Termination of Employment." In Key Aspects of German Employment and Labour Law, 135–55. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-00678-4_15.

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Kirchner, Jens, and Sascha Morgenroth. "Executive Summary: German Employment and Labour Law." In Key Aspects of German Employment and Labour Law, 1–17. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-00678-4_1.

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Centel, Tankut. "Obligations of the Parties Throughout the Employment Contract." In Introduction to Turkish Labour Law, 103–35. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65572-7_8.

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Conference papers on the topic "Labour and employment law"

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Danev, Vladimir. "THE INSTITUTE OF REVOCATION OF AN ORDER FOR IMPOSITION OF A DISCIPLINARY PENALTY DISMISSAL ACCORDING TO THE LABOR CODE." 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/lbcs2020.126.

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The paper examines the institute for revocation of issued by the employer order for impo-sition of disciplinary sanction dismissal, which terminates also the employment contract - on employer's initiative - according to the legal frame of the Labour code. Based on the analysis of the Labour law regulations, as well as also the existent juridical doctrine and practice in its application actual problems and tendencies are marked. In conclusion proposals for improve-ment of the Bulgarian legislation in the area of the examined institute and recommendation of its practical application are made.

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Korenková, Marcela, Milan Maroš, and Michal Levický. "Nelegálne zamestnávanie na Slovensku." In XXIV. mezinárodního kolokvia o regionálních vědách. Brno: Masaryk University Press, 2021. http://dx.doi.org/10.5817/cz.muni.p210-9896-2021-24.

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The employer is obliged to proceed with accordance with a large number of legal norms. The act of law no. 82/2005 Collection of laws on Illegal employment is one of them. The article presented deals with the topic of illegal employment. The goal of the article is to analyse the actual situation concerning the illegal employment considering the individual regions of Slovakia based on data provided by National Labour Inspectorate, Central Office of Labour, Social Affairs and Family and Offices of Labour, Social Affairs and Family. Based on information acquired, it is possible to state, that the most violations of the prohibition of illegal employment were discovered by inspections in the Nitra, Bratislava and Košice Regions. The least number of violations of the prohibition of illegal employment discovered by the competent authorities were in the Trenčín Region. It should be in the interest of the state that the people work based on legal contracts as it is the base of financial and budgetary stability of the state in the field of taxes and levies. Because of that reason, it would be suitable to intensify the inspections in the field concerned. The improvement of the economic environment and decreasing of the tax-levy burden of employers could also help to reduce the attractivity of illegal employment to the employers.

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Bazone, Guna, and Janis Ievins. "Labour protection problems in new forms of employment in Latvia." In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.632.

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The aim of the article is to reflect the situation regarding the problems in creating a labour pro-tection system for the new forms of employment in Latvia. It is concluded that in Latvia, as in the rest of Europe, there is no common understanding of what new forms of employment are, nor do the regulatory enactments specifically define what training and instruction procedures are in the field of labour protection at the moment. The research conducted by the authors shows that interest in and understanding of labour protection is low, and people do not know where they can gain information. As a result of the research it was found that people are not ready to invest money in establishing the labour protection system due to the fact that labour protection is perceived as a formal and unnecessary activity. The authors suggest that greater attention should be paid to this issue, particularly taking into account that, in the current digital era, new forms of employment continue developing, while the literature and research available at the moment at a Latvian and European level are insufficient.

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Andreeva, Andriyana, and Galina Yolova. "IMPACT OF THE NEW INDUSTRIAL REVOLUTION ON THE LABOUR - LAW RELATIONSHIP IN THE SPHERE OF EMPLOYMENT IN THE AGRICULTURE." In SUSTAINABLE LAND MANAGEMENT - CURRENT PRACTICES AND SOLUTIONS 2019. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/slm2019.144.

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The report examines the impact of the new Industrial Revolution on the labour-law relationship in the sphere of employment in the agriculture. After examination and classification of the factors, having impact on the employed in this sector the authors motivate the necessity of re-thinking of the measures for involvement of the workers and employees in the sector of agriculture.

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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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Zhang, Zehao, and Min Tang. "Analysis and Research of the Difficulties of Chinese Labor Employment in Economics." In 2015 International Conference on Economics, Management, Law and Education. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/emle-15.2015.17.

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Hernayanto, Yayan, and Adi Riki Fauzi. "The Dilemma of Employment Relationship Compared to Partnership of Drivers in Logistics Business: Analytical Study from Contract Law and Indonesian Labor Law." In International Law Conference 2018. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0010053901130117.

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Ludera-Ruszel, Agata. "EVALUATION OF THE LEGAL REGULATION CONCERNING THE FIXED-TERM EMPLOYMENT CONTRACT IN THE CONTEXT OF THE IMPLEMENTATION OF THE PROTECTIVE FUNCTION OF LABOUR LAW - POLAND CASE STUDY." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b21/s5.078.

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Nikoloski, Dimitar. "POVERTY AND EMPLOYMENT STATUS: EMPIRICAL EVIDENCE FROM NORTH MACEDONIA." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0019.

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Poverty and social exclusion are often associated with unemployment, but being employed is not always sufficient to provide decent living conditions for workers and their families. The ‘low-wage’ workers similarly as unemployed are often associated with an image of men and women struggling to support their families and living at risk of poverty and social exclusion. Dealing with the social stratification engendered from the employment status of workers in the post-transition countries represents a challenging task for the academics and policymakers. The aim of the paper is to assess the determinants of poverty in North Macedonia from the point of view of employment status, particularly the differences between low-paid and unemployed workers. We assess the factors affecting the probability of at-risk-of poverty status by estimating a logit model on cross-section data separately for employed and unemployed persons in 2015. The analysis draws from an examination of micro data from the Survey on Income and Living Conditions (SILC) whose main scope is to enable the compilation of statistics on income distribution, as well as indicators of monetary poverty. Besides other personal and household characteristics, being low-paid appears as the most important factor for at-risk-of poverty status among employed persons, while the low work intensity is the most responsible factor for at-risk-of poverty status among unemployed persons. In addition, our analysis reveals that the social transfers do not satisfactorily cover these categories, which assumes that we need a much broader arsenal of respective policy measures aiming to reduce poverty among the vulnerable labour market segments. The proposed policy recommendations cover the following areas: education and training, active labour market policies, unionisation and collective bargaining, wage subsidies and taxation and statutory minimum wage.

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Pan, Feng. "On the Effectiveness of Obligations of Labor Standard Law to Employment Contract." In 3rd International Symposium on Social Science (ISSS 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/isss-17.2017.122.

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Reports on the topic "Labour and employment law"

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Jolls, Christine. Employment Law and the Labor Market. Cambridge, MA: National Bureau of Economic Research, July 2007. http://dx.doi.org/10.3386/w13230.

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MacLeod, W. Bentley. Great Expectations: Law, Employment Contracts, and Labor Market Performance. Cambridge, MA: National Bureau of Economic Research, June 2010. http://dx.doi.org/10.3386/w16048.

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Enfield, Sue. Covid-19 Impact on Employment and Skills for the Labour Market. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.081.

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This literature review draws from academic and grey literature, published largely as institutional reports and blogs. Most information found considered global impacts on employment and the labour market with the particular impact for the very high numbers of youth, women, migrant workers, and people with disabilities who are more likely to be employed in the informal sector. There has been a high negative impact on the informal sector and for precariously employed groups. The informal labour market is largest in low and middle-income countries and engages 2 billion workers (62 percent) of the global workforce (currently around 3.3 billion). Particularly in low- and middle-income countries, hard-hit sectors have a high proportion of workers in informal employment and workers with limited access to health services and social protection. Economic contractions are particularly challenging for micro, small, and medium enterprises to weather. Reduced working hours and staff reductions both increase worker poverty and hardship. Women, migrant workers, and youth form a major part of the workforce in the informal economy since they are more likely to work in these vulnerable, low-paying informal jobs where there are few protections, and they are not reached by government support measures. Young people have been affected in two ways as many have had their education interrupted; those in work these early years of employment (with its continued important learning on the job) have been interrupted or in some cases ended.

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Rodríguez Caballero, Carlos Vladimir, and Arnoldo López - Marmolejo. Assessing the Effect of Gender Equality before the Law on Female Labor Participation and GDP per capita in Central America Panama and the Dominican Republic. Inter-American Development Bank, March 2021. http://dx.doi.org/10.18235/0003113.

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Women's participation in the labor market in Central America is low for the international standard. Increase such participation is on the agenda of many policymakers who want to improve women's access to quality employment. In this paper, we use data from Central America, Panama, and the Dominican Republic to assess whether gender equality in the law helps increasing women's participation in the labor force and, therefore, boosts GDP per capita. The study is based on two econometric methodologies to evaluate distinct aspects of the economic mechanism.

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QUARTERMASTER CORPS WASHINGTON DC. Law of Federal Employment. Fort Belvoir, VA: Defense Technical Information Center, September 2000. http://dx.doi.org/10.21236/ada392252.

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Beatty, Christina, Tony Gore, and David Leather. Labour Market Participation, Skills, and Employment in Rotherham. Sheffield Hallam University, May 2019. http://dx.doi.org/10.7190/cresr.2019.3478393864.

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Nguyen, Van Thang, José María Peiró, Quang Canh Le, and Vicente González-Romá. Vietnamese Graduates' Labour Market Entry and Employment: A Tracer Study. Uppsala University, June 2020. http://dx.doi.org/10.33063/diva-409987.

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Gustman, Alan, and Thomas Steinmeier. Wages, Employment, Training and Job Attachment in Low Wage Labor Marketsfor Women. Cambridge, MA: National Bureau of Economic Research, October 1986. http://dx.doi.org/10.3386/w2037.

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Fontanari, Claudia, Antonella Palumbo, and Chiara Salvatori. The Updated Okun Method for Estimation of Potential Output with Broad Measures of Labor Underutilization: An Empirical Analysis. Institute for New Economic ThinkingInstitute for New Economic Thinking Working Paper Series, April 2021. http://dx.doi.org/10.36687/inetwp158.

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This paper extends to different indicators of labor underutilization the Updated Okun Method (UOM) for estimation of potential output proposed in Fontanari et al (2020), which, from a demand-led growth perspective, regards potential output as an empirical approximation to full-employment output, as in A.M.Okun’s (1962) original method. Based on the apparent incapability of the official rate of unemployment to fully account for labor underutilization, in this paper we offer estimates of Okun’s law both with broad unemployment indicators and with an indicator of ‘standardized hours worked’ which we propose as a novel measure of the labor input. The paper reflects on the possible different empirical measures of full employment. The various measures of potential output that we extract from our analysis show greater output gaps than those produced by standard methods, thus highlighting a systematic tendency of the latter to underestimate potential output. Output gaps that underestimate the size of the output loss or that tend to close too soon during recovery, may produce a bias towards untimely restriction.

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Heckman, James, and Carmen Pages. Law and Employment: Lessons from Latin America and the Caribbean. Cambridge, MA: National Bureau of Economic Research, December 2003. http://dx.doi.org/10.3386/w10129.

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