Academic literature on the topic 'Prestation du salarié'
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Journal articles on the topic "Prestation du salarié":
Bi Manh, Yoli. "La dignite du salarie en Droit Ivoirien du travail." Revista Estudios Jurídicos. Segunda Época, no. 23 (September 25, 2023): e7887. http://dx.doi.org/10.17561/rej.n23.7887.
Drolet, Johanne, and Karim Lebnan. "Les défis du télétravail à l’égard de la vie privée du télétravailleur." Les Cahiers de droit 54, no. 2-3 (August 5, 2013): 303–36. http://dx.doi.org/10.7202/1017615ar.
Nyahoho, Emmanuel. "Éléments de comparaison des régimes d’assurance-chômage canadien et américain." L'Actualité économique 67, no. 2 (February 27, 2009): 241–51. http://dx.doi.org/10.7202/602036ar.
Maman, Catherine. "La surdité du prestataire dans la relation de service : quand le déficit de reconnaissance dégrade la satisfaction du client." Management & Sciences Sociales N° 16, no. 1 (January 1, 2014): 32–46. http://dx.doi.org/10.3917/mss.016.0032.
Vallée, Guylaine. "L’obligation de disponibilité du salarié au-delà de son temps et de son lieu de travail : les enseignements de la Cour suprême du Canada dans Association des juristes de justice c Canada (Procureur général)." Relations industrielles 73, no. 3 (November 7, 2018): 591–602. http://dx.doi.org/10.7202/1053842ar.
Friot, Bernard. "Ciblage, universalité, discrimination : la fiscalité redistributive contre le salaire." I. La nouvelle architecture des minima sociaux, no. 42 (October 2, 2002): 37–48. http://dx.doi.org/10.7202/005109ar.
Louvion, Alexis. "Le salariat comme mode de domestication de l’ubérisation des prestations intellectuelles ? Le cas des entreprises de portage salarial." Lien social et Politiques, no. 81 (February 19, 2019): 61–81. http://dx.doi.org/10.7202/1056304ar.
Sterdyniak, Henri, Pierre Villa, and Département analyse. "Pour une réforme du financement de la Sécurité sociale." Revue de l'OFCE 67, no. 4 (November 1, 1998): 155–205. http://dx.doi.org/10.3917/reof.p1998.67n1.0155.
Joseph. "Transfert de Prestations, Salaire et Chômage d'Équilibre." Annales d'Économie et de Statistique, no. 70 (2003): 107. http://dx.doi.org/10.2307/20076376.
Hardy-Dubernet, Anne-Chantal. "« Parce que je le vaux bien... ». Bilan de compétences et promotion de soi." De nouveaux rapports entre profit et morale, no. 43 (May 3, 2011): 61–75. http://dx.doi.org/10.7202/1002479ar.
Dissertations / Theses on the topic "Prestation du salarié":
Metz, Anne de. "La prestation de travail : contribution à l'étude juridique." Rennes 1, 2005. http://www.theses.fr/2005REN1G013.
Girier-Timsit, Marianne. "Le décompte du temps de travail." Electronic Thesis or Diss., Paris 10, 2024. http://www.theses.fr/2024PA100024.
According to some legal professionals, the counting of working hours has had its day. Managers would not “count their time”, the counting would be linked to the “civilization of the factory”, and more structurally, time would no longer be a relevant standard for measuring work. To counter these doubts, it is a question of affirming, on the contrary, the permanent usefulness of counting working time. The question of the importance of counting working time is closely linked to that of the role and place of working time. Firstly, in a negative sense, these questions relating to the counting of working time arise mainly from the questioning of time as a tool for measuring and limiting work. On the contrary, it is by affirming the permanence of time to be able and to fulfill such functions that the interest and importance of counting working time are revealed. Whether measuring or limiting work, time can only fulfill these functions if it is counted. In other words, it is the counting of working time which allows time to fulfill its functions of measuring and limiting work. The interest in counting working time is revealed in the light of the generic function of time as a unit of conversion. Time indeed constitutes an objective and universal unit of conversion, whether it is a question of determining the employee's commitment, of determining and quantifying the salary, of protecting by a minimum hourly wage, or of guaranteeing the protection of the health and time of freedom. However, these functions of measuring and limiting work are intrinsically linked to the nature of the employment contract, defined and characterized by the subordination of the employee to the employer. Questioning the importance of counting working time will consist of questioning the relationship it has with the existence, formation and construction of the employment contract as characterized by subordination. In this study, we seek to identify the challenges of counting working hours, the ways of proceeding, the difficulties encountered and the solutions provided. To determine whether the counting of working hours is a condition of the employment contract, it is first necessary to examine to what extent the counting of working hours proves useful with regard to labor law. It is a question of affirming the need to carry out a count of working time, which arises from a multitude of statements in the service of which the count of working time intervenes. To assess whether positive law meets this need, it is then necessary to evaluate the obligation to count working time, and to see how this obligation is understood, addressed and imposed by labor law. It emerges that the counting of working hours is a consubstantial element of the idea of employment and a structuring element of labor law. And it remains such, even if it is attacked today. Labor law therefore strives to impose the counting of working hours. This is one of its essential dimensions. Moreover, even when it opens breaches in the boundaries of working time, as with the daily rate, it does not succeed in completely abstracting itself from the need for counting, and even hourly counting. Counting resists everywhere, since it must resist, since it is the essence of subordination and therefore the essence of the salaried employment relationship
Roulet, Vincent. "L'opération d'assurance dans la rémunération des salariés." Paris 2, 2009. http://www.theses.fr/2009PA020097.
Kantorowicz, Benjamin. "Le portage salarial." Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020094.
The contradiction between wage-labor and independence is particularly deep. In France, labor law was mainly built upon the opposition which exists between the wage labor and independent labor regimes. However, the past 20 years gave rise to the development of a newsocioeconomic relationship between workers and their employers : the "umbrella company" regime. Such model consists in a three-party-contract involving independent professionals, an umbrella company, as well as a client company. This type of organization constitutes a means for professionals to operate a non-subordinate work environment deprived of administrative or management-related constraints, while benefiting from all the social advantages pertaining to the wage-labor status. Initially suspected of being illegal, yet providing an undeniable social necessity, the umbrella company system requires a specific framework. The statute dated June 25th, 2008 on the modernization of labor market provides a legal framework to this system and assigns trade unions the mission to organize the circumstances surrounding such framework. Despite the existence of an Agreement dated June 24th, 2010, the umbrella company system lacks a clear legislative framework. The legislative branch's silence combined to the judicial branch's indecision triggers off a situation of significant insecurity on a legal point of view. The implementation of clear legal grounds and mechanisms applicable to the umbrella company regime is thus of the utmost necessity. Although such process is synonymous with a perilous quest, it seems particularly relevant to undertake it in order to come up with the expectations and questions of both the workers and the companies. The contradiction between wage-labor and independence is particulary superficial
Ibrahim, Abdo, and David Kaya. "Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-28339.
Abstract –”Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB” Date: 28 May 2015 Level: Bachelor thesis in Business Administration, 15 ECTS Institution: School of Business, Society and Engineering, Mälardalen University Authors: Abdo Ibrahim David Kaya 1st December 1990 18th May 1990 Tutor: Esbjörn Segelod Title: Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB Keywords: Reward system, motivation, rewards, performance related salary, fixed salary, performance, sales coach, salary and forms of wages Problem formulation: Försäljningsservice i Bergslagen is dependent on their sales staff in order to maintain the company's sales volumes. To get employees to work towards the business goals it is important to recruit the right staff but also to retain key employees. The reward system is an important part in ensuring this. Reward system includes rewards that are used to control the employees to achieve the main purpose of the company. As a further step Försäljningsservice i Bergslagen uses forms of wages such as performance-based salary and fixed salary. To motivate employees to work more efficiently and increase their sales, which favors their own interests, they use performance-based salary. Based on this, we chose to examine the effects of the reward system on sales quantity, performance and job satisfaction, but also if the sales coach influence employee sales performances. Purpose: The purpose of this essay is to study how the insurance intermediaries’ sales volume, performance and job satisfaction are affected by Försäljningsservice i Bergslagens reward system as well as the sales coach. Method: A case study has been performed with basis in gathering information from personal interviews and a survey. Interviews were conducted with the co-owner and sales manager in Försäljningsservice I Bergslagen, Elin Gustin and sales coach in Försäljningsservice i Bergslagen, Linnea Héléne. The survey was handed to all employees in Försäljningsservice i Bergslagen. Conclusion: We came to the conclusions that the performance-based salary affect employee sales volumes positively because it increases motivation. The rewards are also motivating and leads to increased job performance. The sales coach also influence directly, through her work, the sales staff performances.
Gustafsson, Anton, and Ann-Sofie Nguyen. "Monetära belöningssystem och dess effekter." Thesis, Högskolan Väst, Avd för företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-13967.
Monetary reward systems are common in organisations and are usually implemented to increase motivation amongst the employed. The goal is to have an impact on the performance, but there may be other effects that are not considered. The purpose of the study is to create knowledge and a deeper understanding of the effects of monetary reward systems in the working life and how monetary reward systems affect the performance. The theoretical frame of reference was composed of previous studies on monetary reward systems and various motivational theories, such as Maslow's hierarchy of needs and Vroom's expectancy theory. In order to collect data, semi-structured interviews have been conducted with eight informants. The selection was based on a few criteria where the criteria were that the informant would work at a workplace where they had a monetary reward system that either was based on the individual or group performances or both the individual and the group performances. The study's results show that the perception of the monetary reward system is affected primarily by how financially secure the person feels. It shows that there are positive effects like increased motivation, but that there are also negative effects in terms of reduced motivation in some cases. The study also shows that in some cases the monetary reward system also contributes to stress, concern, fear of failure and a deterioration in the quality of tasks that are not included in the monetary reward system. In some cases, the result also shows that the cooperation and communication suffer when using a reward system that targets the individual's performance, while in other cases the cooperation and communication of the reward system that is based on the individual's performance is not affected. We have concluded that monetary reward systems have both positive and negative effects and affect both performances positively and negatively and that it depends primarily on how financially secure the person feels. Organizations need to take this into account when implementing a monetary reward system, so that the reward system correspond with the organisation's interest
Vidal, Cédric. "La spécificité de la relation de travail subordonné en Polynésie française - Analyse quantitative et qualitative de la jurisprudence sociale." Thesis, Polynésie française, 2017. http://www.theses.fr/2017POLF0002.
In the absence of a definition of a work contract in the Code of Labour, the labour jurisdiction, sufficient unto itself in application of a very ancient principle of legislative speciality, uses a body of criteria derived from the statute law of the Supreme Court of Appeal. The method is not specifically Polynesian. On the other hand, the standard opinion, in concreto, with regards to the conditions of professional practice, contract terms, compensation arrangements, and the type of activity could be revealed unsatisfactory when it comes to qualifying the work relations and to enabling the worker to have access to the protective clauses in the Code of Labour. Presented as a standard bearer for social advances in French Oceania, the 1986 Code of Labour did not keep all of its promises. The hope represented by the full competence of Polynesia to develop its labour law since 2004 has waned due to a lack of inventive breakthrough and the absence of unemployment benefits has cast doubt on the basic exchange of the wage earner : subordination in exchange for security. Hence, numerous are those workers who wish to join the civil service, attracted by job security with higher salary level than those in the private sector. It is therefore the status which, more and more, creates the contract and not the contrary, at the risk of losing the unifying role of the labour law. At the same time, work relations apart from salary – earners is developing in order to meet the companies’changes, whereby hetearchy replaces the classic hierarchical functioning. To be in total harmony with the evolution of the society, a new definition of a work contract is proposed. Based on facts and guided by an inductive approach, it is advisable from now on to develop labour laws which will affirm the specificity of subordinated work and to put together a proper legislation
Ekström, Jessica, and Sandra Neudinger. "Belöningssystems komplexitet : sett ur ett svenskt ledningsperspektiv." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-24673.
Purpose: From a managerial perspective examine which reward systems small Swedish businesses are using and compare it to the companies growth and the employers work performance. Methodology: The method used a cross-sectional design with an inductive standpoint. Primary data is conducted with qualitative interviews combined with a structured survey study from the managers’ point of view. The selection is based on the companies’ number of employees, year of startup and type of business. Theory: The authors used theoretical models such as Agent theory, Herzberg two-factor theory, Reward system theory and motivation theories. Results: The result shows that salaried and pay-for-performance systems are used the most. The employees’ achievements determine how well the company is going to preform. Pay-for-performance in the matter of commission and bonus is what motivates the employees most to perform and high performance companies prefers pay-for-performance. Analysis: The reward system must correlate with the companies’ goals in order to control that the employee works in the same direction as the company. Conclusion: A combination of pay-for-performance and salaried wage seems to be most preferred by managers, to the extent that the rewards are explicitly correlated to the companies’ goals. Managers use different reward systems for varies employees within the companies.
Books on the topic "Prestation du salarié":
Belgium. Office national d'allocations familiales pour travailleurs salariés. Documentation relative aux prestations familiales pour travailleurs salariés. 5th ed. Bruxelles: Office national d'allocations familiales pour travailleurs salariés, 1995.
Bebchuk, Lucian, and Jesse Fried. Pay without Performance: The Unfulfilled Promise of Executive Compensation. Harvard University Press, 2004.
Book chapters on the topic "Prestation du salarié":
Makowski, Dariusz. "La responsabilité de l’employeur sur le fondement du Code civil en cas de licenciement abusif." In La responsabilité civile en France et en Pologne. Wydawnictwo Uniwersytetu Łódzkiego, 2016. http://dx.doi.org/10.18778/8088-047-4.12.