Artigos de revistas sobre o tema "Overtime law and legislation"
Siga este link para ver outros tipos de publicações sobre o tema: Overtime law and legislation.
Crie uma referência precisa em APA, MLA, Chicago, Harvard, e outros estilos
Veja os 50 melhores artigos de revistas para estudos sobre o assunto "Overtime law and legislation".
Ao lado de cada fonte na lista de referências, há um botão "Adicionar à bibliografia". Clique e geraremos automaticamente a citação bibliográfica do trabalho escolhido no estilo de citação de que você precisa: APA, MLA, Harvard, Chicago, Vancouver, etc.
Você também pode baixar o texto completo da publicação científica em formato .pdf e ler o resumo do trabalho online se estiver presente nos metadados.
Veja os artigos de revistas das mais diversas áreas científicas e compile uma bibliografia correta.
1
Strepko, V., e I. Furyk. "To the issue of overtime work under the labor law of Ukraine". Analytical and Comparative Jurisprudence, n.º 5 (30 de dezembro de 2022): 187–91. http://dx.doi.org/10.24144/2788-6018.2022.05.34.
Texto completo da fonteResumo:
The article examines issues of labor legislation of Ukraine in connection with the involvement of employees in overtime work. The object of scientific research is the duties of employees determined by their work function, as well as the duties that employees are obliged to observe due to compliance with the rules of industrial sanitation, hygiene and occupational health and safety. At the same time, the authors substantiate that compliance with such duties, in particular in the case before the beginning of the working day (shift) or after it ends, is not overtime work and cannot be paid in a double amount, as it is provided for this type of work. For this purpose, the authors analyze the domestic legislation on overtime work, while special attention is paid to the grounds and conditions for involving employees in this type of work.
They do not overlook the legislation on labor remuneration, in particular, the expediency of providing in the collective agreement additional payments to employees for the performance of duties that precede the beginning of the working day (shift) and the performance of duties after their completion is substantiated. The subject of the study is also the question of establishing such obligations by acts of a local nature. At the same time, the authors prove that employers are able to attract employees to work before the beginning of the working day (shift) or after it ends. However, employers must provide for such obligations by acts of a local nature, primarily by internal work order rules. This will contribute to employees' compliance with labor discipline and may serve as a necessary basis for bringing them to disciplinary responsibility in case of unwillingness to perform such duties, or their improper performance. The article ends with short conclusions reached by the authors based on the analysis of domestic legislation and case law materials.
2
Лебедев, В., V. Lebedev, Е. Лебедева e E. Lebedeva. "Firm and Employees: Relationship Mechanism is Being Improved". Scientific Research and Development. Economics of the Firm 6, n.º 3 (4 de outubro de 2017): 18–26. http://dx.doi.org/10.12737/article_59c10799e29b71.59626110.
Texto completo da fonteResumo:
In June 2017, amendments to the Labor Code of the Russian Federation came into force, which resulted from the incorporation of previously canceled departmental recommendations into the federal law on overtime, shorter working hours, and a non-standardized working day. The analysis of changes in the labor legislation regarding compensation for work on weekends and holidays, for work in conditions of parttime work, overtime payment is analyzed. New laws and law enforcement practice are considered, including strengthening the employer’s liability for delay in payments which are payable to the employee, compensation in connection with the granting of unused leave with subsequent dismissal.
3
Сухова, O. Sukhova, Попова e Kristina Popova. "Influence of Rationing of Work and Labor Legislation on the Organization of Working Hours of Personnel of the Enterprises". Economics of the Firm 5, n.º 1 (10 de março de 2016): 26–28. http://dx.doi.org/10.12737/20805.
Texto completo da fonteResumo:
Most employers circumvent the law, go to the grave violations, increasing the
duration of working time, involving overtime unpaid work of its employees, who
are not aware of their rights, work above the norm, do not receive the legal
holiday, or perform work, without receiving proper compensation. This article
discusses the effect of labor regulation and labor legislation on the organization
of working time staff of enterprises.
4
Anugrah, Fajrian Noor. "Shifting National Holiday Times In the Context of the Labor Law System". ARRUS Journal of Social Sciences and Humanities 3, n.º 2 (20 de abril de 2023): 104–14. http://dx.doi.org/10.35877/soshum1681.
Texto completo da fonteResumo:
In the world of labor today, companies often shift national holiday time for power efficiency, but the rule that working on official holidays must be counted as overtime creates two different perceptions of the shift. The company applies national holidays to weekdays so that the company considers it normal work, but workers see it as a shift. Normative research analyzes laws and regulations. This research inventories and analyzes legislation on adjusting national holiday time in Indonesia's labor law system to determine workers' rights and obligations on government-set holidays and the legal basis for doing so. The study found that employers can order workers to work on government-set public holidays if they meet certain conditions and obligations based on statutory provisions, employment agreements, or collective labor agreements, which are supervised by the government, in this case the Ministry of Manpower, by imposing administrative and criminal penalties. provided that it meets the law and its implementing rules and work agreements or collective bargaining agreements pertaining to the nature and type of labor and the responsibility for Employers to pay overtime compensation for work on public holidays to Laborers.
5
Dmitrenko, D. O. "Legal regulation of working hours and rest periods of seafarers in Ukraine and Finland". Uzhhorod National University Herald. Series: Law, n.º 64 (14 de agosto de 2021): 170–75. http://dx.doi.org/10.24144/2307-3322.2021.64.32.
Texto completo da fonteResumo:
The article considers the legal regulation of working hours and rest periods of seafarers under the legislation of Ukraine in the comparative legal aspect with the legislation of Finland. Much attention is given to an analysis of working hours of seafarers, compensation for the overtime work and securance of the right of annual leave and regular periods of rest under the legislation of Ukraine and Finland, as well as conformity of Ukrainian labour legislation and social rights of seafarers with the Maritime Labour Convention (MLC, 2006), and with the legislation of Finland. Ukraine hasn’t ratified any of the International Labour Organisation Conventions relating to working time and periods of rest of seafarers, and these issues are governed by the Regulation «On working hours and periods of rest of floating sea and river transport of Ukraine» (approved by Order of the Ministry of Infrastructure of Ukraine № 135 from 29.02.2012). Finland’s trade unions play an important role in working life of seafarers, by not only protecting their rights and providing decent working conditions, but also by deviations from certain provision of the Seamen’s Working Time Act (296/1976). Those deviations can concern reduction of duration of working hours, increase of payments for overtime work, providing additional rest time, etc. It is concluded that the labor legislation of Ukraine does not contain provisions on imposing sanctions on captain or shipowner in case of violation of seafarer’s right of normal working hours, annual leave and regular periods of rest, while in Finland, captain or shipowner can be prosecuted for improper or malicious violation of the procedure of the register of working hours, rest periods, compensation payments and annual leaves. Also Ukrainian legislation provide no legal mechanism for obtaining state and social guarantees by seafarers. The article suggests changes to national legislation by passing the law regarding seafarers labour rights and ratification of the Maritime Labour Convention (MLC, 2006).
6
Marpaung, Rolando, Jaminuddin Marbun e Muaz Zul. "Pelaksanaan Tugas Dan Wewenang Dinas Ketenagakerjaan Dan Transmigrasi Kota Medan". ARBITER: Jurnal Ilmiah Magister Hukum 2, n.º 1 (2 de maio de 2020): 50–61. http://dx.doi.org/10.31289/arbiter.v2i1.110.
Texto completo da fonteResumo:
Labour inspection is done to monitor compliance with labor legislation that is operationally carried out by labor inspectors from the Department of manpower and transmigration of Medan which is also based on chapter XIV of Law No. 13 Year 2003 on Manpower. This study used qualitative research methods and naturalistic. Based on the results of the study found many workers in the city of Medan who have not received the basic rights in accordance with Law No. 13 Year 2003 on Manpower including non-payment of wages according to the minimum wage, termination of employment (FLE) and payment of overtime pay that does not comply with the provisions by employers. These workers feel their rights are not protected by the government, particularly the Department of Manpower and Transmigration as official employment field.
7
Dumberry, Patrick. "A Few Observations on the Remaining Fundamental Importance of Customary Rules in the Age of Treatification of International Investment Law". ASA Bulletin 34, Issue 1 (1 de abril de 2016): 41–61. http://dx.doi.org/10.54648/asab2016004.
Texto completo da fonteResumo:
This article examines the contemporary role of custom in the present context of the proliferation of BITs which have become in the last decades the most important source of international law in the area of foreign investment. The article will provide a survey of the changing importance of the different sources of international investment law overtime. I will argue that customary rules remain of fundamental importance even in this age of ‘treatification’. First, custom is the applicable legal regime of protection in the absence of any BIT. Second, custom is important in the many instances where BITs make explicit reference to the concept. Third, custom plays a gap-filling role whenever a treaty, a contract or domestic legislation is silent on a given issue. Finally, I will explain the reasons why arbitral tribunals should always take into account relevant rules of customary international law.
8
Hidayah, Nur Putri, e Isdian Anggraeny. "Fulfillment of workers’ rights in remote working: the perspective of labor development principle in Indonesia". Legality : Jurnal Ilmiah Hukum 31, n.º 1 (5 de maio de 2023): 124–37. http://dx.doi.org/10.22219/ljih.v31i1.25338.
Texto completo da fonteResumo:
The popularity of working from home or remote working is rising globally. In Indonesia, the existence of the internet underpins the trend of working from home since accessing this technology is effortless. However, existing regulatory provisions mostly govern matters regarding office work, while the rights and responsibilities between employers and employees in the remote working scheme have never been specifically regulated. This situation creates a huge gap between what is stated in a written law and law in action. This research aims to analyze the congruence of agreements with the fulfilment of rights of workers working from home from the perspective of legislation and the principles of labor development. This research employed sociological and legal methods. The research results indicate that the fulfilment of labors’ rights in both the agreement and implementation has not met the principles of labor development. The conflict of rights and criminal violations regarding this matter is obvious since workers’ rights governed in the legislation are not governed in the work agreement. Moreover, there is still incongruence between the regulations and implementation of the rights of workers regarding the portion of break/leave and overtime wages.
9
Kerzel, Sami. "FOIA: Then and Now". DttP: Documents to the People 44, n.º 4 (31 de janeiro de 2017): 22. http://dx.doi.org/10.5860/dttp.v44i4.6226.
Texto completo da fonteResumo:
Enacted in 1966 and effective July 4, 1967, the Freedom of Information Act (FOIA) gives people, both citizens and non-citizens, the right to request access to federal executive branch agency records. According to FOIA’s website, provided by the United States Department of Justice, FOIA “is a law that gives you the right to access information from the federal government. It is often described as the law that keeps citizens in the know about their government.” However, agencies may at their own discretion provide access to records that fall under these exemptions and exclusions when allowed by law. Due to amendments that have occurred overtime, FOIA remains relevant in today’s technological world. Some information, called proactive disclosures, are made freely available online by agencies, which do not require a request, and when requests are needed they can be made electronically. To truly understand FOIA an understanding of its general workings, amendment history and recent legislation is beneficial.
10
Gavrish, I. V. "Full Transition to a Five-Day Working Week with Two Consecutive Days Off". Actual Problems of Russian Law 16, n.º 3 (5 de abril de 2021): 62–75. http://dx.doi.org/10.17803/10.17803/1994-1471.2021.124.3.062-075.
Texto completo da fonteResumo:
Labor legislation of Russia provides for both a five-day and six-day working weeks with the same 40 working hours limit per week for two labor regimes that makes it meaningless to work six days a week. The paper summarizes the history of days off in Russia and basic international legislation regulating the days off. The author examines two structural groups of arguments, justifying the necessity of enshrining a provision on a mandatory five-day working week with two consecutive days off in labor legislation. The paper substantiates the discrepancy between the provision of labor legislation containing the rule on one day off and part 5 of Article 37 of the Constitution of the Russian Federation on days off (in plural). The author argues in detail the statement in support of the introduction of a five-day working week for teachers. The author questions the economic feasibility of maintaining the six-day labor regime. It is emphasized that, if a mandatory five-day working week is consolidated in law, the employer’s rights will not be infringed regardless of the form of ownership, because the employer is endowed with legal rules allowing him or her to engage workers to work with their voluntary consent in other schemes of the labor regime (to work overtime, in shifts, etc.). Organizations and enterprises under the current and proposed labour regime may attract workers to work 24 hours a day, 7 days a week.
11
Prugberger, Tamas, e Róbert Román. "Controversial regulatory issues related to the working hours of overtime work, rest period, downtime, stand-by duty and on-call duty in Hungarian law in the context of Euro-Atlantic law". South Florida Journal of Development 3, n.º 5 (19 de setembro de 2022): 5929–39. http://dx.doi.org/10.46932/sfjdv3n5-016.
Texto completo da fonteResumo:
In this study, we discuss the European regulation of working time, including the system of the working time banking. First, we review the standards set in Hungary and its application, then the regulations of individual European countries, broken down by country. In addition to the German, Austrian and Greek rules based on the German legal grounds, we also compare the labour law rules of Southern European countries, Scandinavian countries and East-Central Europe. The Anglo-Saxon legislation is also reviewed with its peculiarities.
12
Steele, Daiquiri. "Enduring Exclusion". Michigan Law Review, n.º 120.8 (2022): 1667. http://dx.doi.org/10.36644/mlr.120.8.enduring.
Texto completo da fonteResumo:
Economic justice has long been a part of the civil rights agenda, and minimum labor standards statutes play a crucial role in eradicating the exploitation and subordination of historically marginalized workers. While statutes establishing labor standards are characterized as “universal,” their effect has been anything but universal. Racial and ethnic minorities, women, and those at the intersection experience disproportionate violations of labor standards laws concerning minimum wage, overtime, and occupational safety and health. Through legislative maneuvering dating back to the New Deal era, Congress carved out many female workers and workers of color from core protections of minimum labor standards legislation. Due to the vigorous advocacy of civil rights groups, amendments to these statutes expanded coverage, making these statutes more inclusive of marginalized workers. Nevertheless, the exclusionary legacy of these New Deal era-laws lingers today. Black, Latinx, and female workers are more likely to be retaliated against for asserting rights or reporting employer misconduct pursuant to these statutes. Tracing the racial and gendered origins of exemptions to labor standards statutes from the early twentieth century to the present, this Article argues that, despite expanded coverage, female workers and workers of color remain largely excluded from “universal” workplace protections. Although antiworker forces previously sought to thwart creation of legal rights for marginalized workers, contemporary antiworker campaigns seek to gut marginalized workers’ protections through actual and threatened retaliation. Examination of the traditional rationales for employer retaliation reveals that the retaliation disparity is incongruent with these conventional motivations. This Article argues that securing compliance with both minimum labor standards and antiretaliation reform should be integral parts of the civil rights agenda.
13
Kozień, Adam, e Natalia Kozłowska. "Harmonization and Deharmonization of Excise Duty in the European Union as Contemporary Challenges of the EU Tax Law". WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 19 (17 de março de 2022): 815–24. http://dx.doi.org/10.37394/23207.2022.19.71.
Texto completo da fonteResumo:
In order to ensure the effective functioning of the EU internal market, in particular the exercise of its freedoms, it is necessary to harmonize indirect taxes at the level of European Union law. This harmonization also covers excise duty. At the same time, when analyzing the harmonization of excise duty in the EU Member States, certain gradually emerging differences can be noticed at the level of national legislation. As a consequence, it should be considered whether they are the beginning of deharmonization processes and strengthening the tax sovereignty of EU Member States, which may become a major challenge for the tax law of the European Union overtime. The article discusses the idea of indirect tax harmonization at the European Union level, indicates the specificity of the harmonization of excise duty, presents contemporary deharmonization tendencies of excise duty in European Union law, as well as presents contemporary challenges related to the issue of excise duty in European Union law. The analysis of this issue was based on the following research methods characteristic for legal sciences: theoretical-legal, formal-dogmatic, literature criticism and comparative-legal method. Using these methods, it was concluded that there are contemporary deharmonization tendencies in the field of excise tax which are connected with legal, political, economic, financial, social, cultural and ecological conditions. Moreover, it has been noted that although the de-harmonization tendency is not yet universal, it is slowly affecting the functioning of the common internal market in the European Union. The problem of excise duty de-harmonization noticed by the authors of this article is a challenge for common economic and legal turnover in the European Union. The aim of the article is to analyze the harmonization and deharmonization trends in excise duty from the perspective of the European Union law, as well as to identify challenges for the EU legislation in this area.
14
Buriak, K. M. "FEATURES OF CONFLICT-OF-LAWS REGULATION OF INTERNATIONAL WORK RELATIONS". Constitutional State, n.º 41 (17 de março de 2021): 103–8. http://dx.doi.org/10.18524/2411-2054.2021.41.225615.
Texto completo da fonteResumo:
The article provides a comprehensive legal study of the basic principles of conflict-oflaws and legal regulation of work, complicated by a foreign element. It is determined that work relations complicated by a foreign element include: work of local citizens with foreign employers outside their country; foreign business trips of citizens to work abroad; work at enterprises owned by foreign entrepreneurs on the territory of their state; work of foreigners in the host state. It is noted that conflict-of-laws issues in the field of work relations complicated by a foreign element arise due to the specifics of the national legislation of each of the countries and the inconsistency of private international law in this area. The article analyzes the peculiarities of work of foreigners in Austria, Brazil, Canada, China, Romania, USA, Tunisia, Hungary, Ukraine, France, Germany, Czech Republic, Sweden, Switzerland, Japan. Based on the analysis it is concluded that the working conditions of emigrants are regulated by Public Law Regulations, which are mandatory and less humane in their content than the general conditions established by the general labor legislation and collective agreements. Foreign workers are directly dependent on entrepreneurs due to threats of expulsion, language difficulties, lack of professional training and other reasons. It is characterized by free overtime work, non-provision of vacations and sick leave. The article describes the conflict-of-laws bindings, which regulate work relations complicated by a foreign element, namely: the law of the autonomous will of the parties, the law of the place of performing of work, the law of the location of the employer, the law of the place of conclusion of an employment contract, the principle of the employer's personal law, the law of citizenship (domicile), the law of the flag, the principle of the closest connection. The features of the operation of conflict-of-laws bindings regulating work relations complicated by a foreign element in countries of different legal families are considered
15
Haddad, Ayman E., Wafaa M. Sbeiti e Amer Qasim. "Accounting legislation, corporate governance codes and disclosure in Jordan: a review". International Journal of Law and Management 59, n.º 1 (13 de fevereiro de 2017): 147–76. http://dx.doi.org/10.1108/ijlma-07-2016-0064.
Texto completo da fonteResumo:
Purpose The main aim of this paper is to provide an overview of the most influential economic changes and accounting legislation affecting financial reporting and disclosure practices in Jordan. It also provides an overview of disclosure studies conducted in Jordan covering the year(s) between 1986 and 2014 to investigate whether there is an improvement in disclosure practice in Jordan. This paper also investigates the most influential firm characteristics affecting disclosure practices in Jordan found in prior disclosure studies that were conducted in Jordan between 1986 and 2014. The paper also addresses the disclosure items required in Corporate Governance Codes that exist for listed shareholding companies, banks and insurance companies. Finally, the paper discusses the quality of accounting education in Jordan, as prior studies noted its impact on accounting practice. Design/methodology/approach Based on a review of prior disclosure studies conducted in Jordan between 1986 and 2014, this study compared the results of disclosure studies before and after 1998. In 1997, Jordan, as a result of economic changes, issued the Temporary Securities Law and its Directives of Disclosure, which came into effect in 1998. The law is considered as the turning point in the improvement of disclosure practice in Jordan. A trend line of disclosure practice is also used to investigate whether disclosure practice is improved after the issuance of this law. A descriptive analysis is also used to examine the factors affecting disclosure practice in Jordan. Findings Based on a review of prior disclosure studies, it was concluded that disclosure practices have improved overtime. It was also observed that that firm size as a factor has always affected the level of disclosure in Jordan and is followed by external auditing, while liquidity is found to have the least effect. It was concluded that economic changes, agreement with international organizations like the World Trade Organization (WTO) and the International Organization of Securities Commissions (IOSCO), new regulations and financial market reforms have improved disclosure practice in Jordan. It was also found that there is a need for further studies in disclosure practice that are not sufficiently covered in Jordan. Originality/value The study is based on a review of disclosure studies conducted in Jordan between 1986 and 2014. We investigate whether mandatory, voluntary, corporate social and internet disclosure practice improved over the last three decades in Jordan. This study is the first to provide evidence on the improvement of disclosure practices based on a review of disclosure studies in Jordan. The paper is expected to be a reference for disclosure studies in developing countries, Jordan in particular, as it summarized and criticized the weaknesses on disclosure practice and accounting legislations in Jordan.
16
Yan, Dong. "Juridification in Chinese Labour Law: a cautionary tale of remuneration disputes". Employee Relations: The International Journal 41, n.º 6 (1 de agosto de 2019): 1273–87. http://dx.doi.org/10.1108/er-10-2018-0281.
Texto completo da fonteResumo:
Purpose The purpose of this paper is to examine the post-enactment status of China’s Labour Contract Law and Labour Dispute Mediation and Arbitration Law, focusing on the dramatic rise in remuneration litigation amidst much criticism of weak or ineffective implementation of these laws. Design/methodology/approach This paper deploys both quantitative and qualitative analysis methods to investigate the features of remuneration litigation. Remuneration judgments by Beijing People’s Courts from 1 January 2014 to 31 December 2017 provide the primary empirical data. The intrinsic features of remuneration disputes are investigated to delineate subcategories of claims. Several judges were also interviewed to further explore the nature of remuneration disputes. Findings Four types of remuneration claims were identified: regular wage, minimum wage, overtime and others (including subsidies and welfare). Examination of these four types, especially how they are processed until concluded by court adjudication, provides a fuller picture of the post-enactment status of these laws and yields objective and rational findings. To explain the continuing steady rise in the volume of remuneration claims, as more workers have knowledge of their rights and access to the courts, this study identifies an increase in the number of factually complicated cases (e.g. overtime claims) and abmiguity in the relevant law, leaving some remuneration disputes difficult, if not impossible, to adjudicate. Conversely, the study also finds significant positive trends following these laws’ enactment, particularly a reduction in straightforward cases, such as disputes concerning non-payment of wages/minimum wages, on which the law is clear. It is evidently imperative to improve the clarity of the current laws through further legislation, as the most appropriate next step in China’s juridification process of developing its own rule of Labour Law. Research limitations/implications This study is purposely limited to examining remuneration litigation in Beijing’s courts from 2014 to 2017, which is representative of the national trend of dramatically rising remuneration disputes, and thus provides valuable insights. Future studies should cover a wider geographic territory and other categories of labour disputes to provide an even more comprehensive picture of the challenges and potential solutions. Practical implications By understanding the driving factors of rising labour remuneration disputes, the legislature, workers and employers can act accordingly to curb labour conflicts. The growing complexity and technicality of remuneration litigation indicates that the pressing need of labour juridification is to deploy a subtle, comprehensive method to improve legal clarity and judicial professionalism. Originality/value This study uniquely divides the types of remuneration litigation in Beijing, adopting methods and yielding findings absent from the prior literature. Both the progress and challenges in China’s rule of Labour Law process are reflected in this work, together with public policy and theoretical implications for further study.
17
Vasyliev, S. V. "Legal bases of material support of militia workers of the Ukrainian SSR in the 20s of the XX century". Bulletin of Kharkiv National University of Internal Affairs 95, n.º 4 (24 de dezembro de 2021): 15–25. http://dx.doi.org/10.32631/v.2021.4.01.
Texto completo da fonteResumo:
The scientific study is devoted to the peculiarities of the legal regulation of the militia workers' material support of the Ukrainian SSR in the 20s of the twentieth century. The objectives of the scientific work are to establish a list of legal acts that regulated the conditions for the militia workers' social security and to analyze their norms. It is necessary to determine the specifics of fulfilling the requirements of the legislation on the material support of militia officers. The scientific novelty of the study lies in the fact that a significant number of archival documents have been used in scientific circulation for the first time.
The legal acts of the Ukrainian SSR, which established the conditions and amounts of social security and remuneration of militia workers, were studied. Archival materials have been studied, which reflect the state of fulfillment of the requirements of the legislation on the material support of militia workers. Archival documents make it possible to establish the specifics of fulfilling the requirements of legislative and by-laws on the material support of militia workers in various provinces and districts of the Ukrainian SSR.
The remuneration system of militia workers in the Ukrainian SSR in the 1920s is analyzed. The conditions for bonuses to militia workers, the grounds for assigning bonuses to wages, payment for overtime work have been studied. The peculiarities of clothing and other types of security for militia workers are established. The wage taxation specific of the militia workers is reflected. The characteristic of the implementation peculiarities of those norms of law that established the conditions for the militia workers' material support in the study period is given.
It is concluded that the conditions for the material support of militia workers in the early 1920s were established based on the norms in force for the army. In the middle of the studied period, the conditions for remuneration and social security of militia workers were determined by the requirements of labor legislation. Since 1930, the conditions of material support for militia workers had been equated to the standards of the State Political Administration of the Ukrainian SSR.
18
Bodenchuk, L. B. "Labor Resources as a Factor of Production". Modern Economics 36, n.º 1 (20 de dezembro de 2022): 19–24. http://dx.doi.org/10.31521/modecon.v36(2022)-03.
Texto completo da fonteResumo:
Abstract. Introduction. The article is devoted to labor resources as a factor of production, the study of scientific approaches to the definition of the concept of "labor resources", the classification of labor resources, the definition of changes in labor legislation and related risks of labor legislation management. Being a key factor of production, labor resources ensure the balance of the enterprise's production system, which consists of divisions that directly carry out production activities. Purpose. The purpose of the study is to determine the content of labor resources as a production factor and their role in the socio-economic development of the country, region, industry, and enterprise. Results. The article examines scientific approaches to defining the concept of "labor resources", since the basis of the problem is the ambiguity of the characteristics of this category. Therefore, the article examines the concept of labor resources from the standpoint of its internal content and gives a definition that reflects the role and importance of labor resources in the development of the enterprise's economy. The classification of labor resources according to their two-component structure is given. It is noted that the classification of labor resources according to the main characteristics allows us to conclude that there is a close relationship between the levels of concentration of labor resources, both in the country, region, industry, and at the enterprise. The studied role and importance of labor resources in the production activity of the enterprise, which is expressed primarily in the fact that the increase in production and economic indicators, the quantity and quality of products, the growth of competitiveness, the sales market largely depends on the level of qualification of the employees involved in the enterprise personnel, as well as from the organization of their work, clear division of functional duties and responsibility for the result. Considered some changes to labor legislation under martial law, including those related to shortening the duration of vacations, cancellation of restrictions on overtime work, postponement of the day off in case of a holiday or non-working day coinciding with a day off, shortened working day on the eve of holidays, weekends and non-working days, etc., and their impact on the efficiency of the use of labor resources is determined. The risks of implementing the above-mentioned changes to the labor legislation, including those related to employers' abuse of new legislative norms, limiting employees' ability to support the army, and deregulation of labor relations, have been identified. Conclusions. As a result, it is stated that taking into account the needs, goals and interests of employees, despite the difficult financial situation of many Ukrainian enterprises in war conditions, is necessary not only to ensure social development, but is also an urgent need of the enterprise to create and preserve competitive labor resources, as one of the most important factors of competitiveness.
19
Stojkovic-Zlatanovic, Sanja. "Vulnerable populations in terms of health care and their right to decent work". Stanovnistvo 54, n.º 2 (2016): 83–103. http://dx.doi.org/10.2298/stnv160725004s.
Texto completo da fonteResumo:
Vulnerability may arise from individual characteristics of individuals or social groups, employment conditions or as a result of difficulties in exercising fundamental social human rights. Principle of equity in terms of labor and employment as well as equity in health are closely linked and represented in a concept of decent work for all, promoted by the International Labor Organization. The concept of decent work aims to improve work conditions for the marginalized and vulnerable workers, where the notions ?vulnerable? and ?marginalized? represent people on the periphery of formal, standard employment, people working in an environment where the risk of being denied employment rights is high and also those who do not have the capacity to protect themselves from the abuse. The labor status of social groups whose personal characteristics, i.e. health characteristics, make them vulnerable in terms of work conditions and labor rights has been analyzed. In international, comparative and Serbian law, workers with disabilities are already protected by the special law provisions of professional rehabilitation and employment of people with disabilities. On the contrary, the status of workers who are not considered as people with disabilities but who are faced with some health problems are not recognized in the labor legislation and protected by the law. People with health problems may be those who are chronically ill i.e. people in a remission of a disease. Considering the current demographic process of population aging, an increase of elderly in economically active population/labor force could be expected, which also means the increase of chronically ill workers. This fact, argue in favor of regulation the labor status of people with health problems. Furthermore, according to the World Health Organization, health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity, where the third component of health ? social well-being could be used as justification for the integration of workers with health problems in the workplace. The aim is to prevent the occurrence of disability in terms of preventive approach. The integration and protection measures are represented in a form of flexible work arrangements (for instance, part-time work, tele-work), assignment a person with a health problem to another adequate job, establishment the right to a paid leave for the purpose of therapy by the law, prohibition of a night shift and overtime job for worker with health problems. The Serbian Labor Act (2005) has introduced a category of workers with the health problems and stipulates that those workers could not be assigned to a job that could have a negative effect to a health status/condition of an individual. A broader protection measures in terms of decent work and health equity, meaning that everyone should have a fair opportunity to attain their full health potential with the aim of performing major life activities, including working activities, are not introduced by the Serbian Labor Act. That need to be changed, taking into account the fact that the Serbian Disability Act does not recognize the workers with temporary or/and occasional health impairments, meaning that the special measures of professional integration of people with disabilities could not be applied to the people with health problems.
20
Sihotang, Erikson. "Penyelesaian Sengketa Pajak Di Bidang Pajak Pertambahan Nilai". Jurnal Ilmiah Raad Kertha 1, n.º 1 (8 de julho de 2020): 19–34. http://dx.doi.org/10.47532/jirk.v1i1.141.
Texto completo da fonteResumo:
Implementation of tax audits often occur due to differences ofopinion between the Taxpayer with the Fiskus of payments to be made by thetaxpayer. Application for Appeals is one of the rights granted by taxation regulationto the Taxpayer. In this research, will be examined on the subject of dispute overthe dispute on Value Added Tax, and the process of settling the dispute on ValueAdded Tax on the Tax Court. This research is a normative juridical research usingapproach of legislation and conceptual approach, concerning the settlement of taxdispute. Based on the results of the discussion, that the subject matter of the disputeover the dispute on Value Added Tax is: a. The basic correction of the impositionof value added tax; b. The correction of domestic delivery; c.Correction of deliveryof heavy equipment rental services; d. Correction is not a taxable item, localdelivery occurs; e.Correct positive sales discount; f. Positive correction of customs duties; g. Correction of input tax invoice; h. There is no tax invoice for delivery tothe bonded zone. The process of settling the dispute on Value Added Tax at the TaxCourt starts from the appeals process of tax dispute in accordance with the taxcourt's law of conducting an examination of the appeal letter, then having to gothrough the process of preparation of the trial, then the judges will be investigatedto examine the principal issue of the case, then with the verification of the partiesand ending with the appeal decision.
21
CYMBAL, OLEKSANDR, YAROSLAV OSTAFIICHUK e VITALII PYLYPIV. "Institutional Environment of the Labor Remuneration". Demography and social economy, n.º 2 (15 de julho de 2024): 98–117. http://dx.doi.org/10.15407/dse2024.02.098.
Texto completo da fonteResumo:
The problem of adequate performance of economic and social functions of labor remuneration and its compliance with the criteria of decent work is extremely relevant for Ukraine. The problem cannot be solved only by adjusting the existing and adopting new normative legal acts of labor law, since the corresponding legislative amendments must be accepted by the key parties to social and labor relations. The purpose of the article is to investigate the institutional environment in the field of labor remuneration in Ukraine in its various manifestations, to identify the most common institutional constructions, structures and practices that need correction and should become a priority object of state policy. The research was conducted using the methods of desk study. In the absence of official statistical data on the labor market and wages, indirect assessment methods were used based on available administrative data, materials of international organizations, results of sociological surveys, etc. The authors abandoned the traditional identification of institutions exclusively with formal organizations, which are mainly created by the government. The novelty is provided by the study of widespread informal institutional structures and practices, their main manifestations and socio-economic consequences. he study revealed that due to the low efficiency of controlling and punitive instruments of state regulation, several informal and implicit institutional structures have taken root in the institutional environment of the sphere of labor remuneration in addition to or instead of formal norms and rules, in particular, the shadowing of labor remuneration, labor remuneration based on individual agreements, unpaid overtime work, fictitious individual entrepreneurs, etc. Manifestations, main causes and consequences of the spread of informal practices are analysed. The impact of the full-scale military aggression against Ukraine on the labor market and labor force patterns in terms of working conditions and wages is assessed, and the risk of deepening shortage of workers for the needs of the post-war reconstruction is emphasized. The role of the government as the largest employer and the main transformations of the wage institution in the public sector are revealed. Conclusions have been made regarding the priority functions of the state in the sphere of wages, based on the need to ensure the resilience of the national economy.
22
Susanto, Doel. "Hak Pengemudi Bus Perusahaan Angkutan Jalan Perum Damri Surabaya Terkait Jam Kerja". SAPIENTIA ET VIRTUS 3, n.º 1 (31 de março de 2018): 48–64. http://dx.doi.org/10.37477/sev.v3i1.177.
Texto completo da fonteResumo:
The working time of the bus driver as implied by Article 90 paragraph (4) of Law Number 22 of 2009 on Road Traffic and Transportation, is not in sync with Law Number 13 of 2003 concerning Labor because based on the principle of lex specialis derogat legi generali, the status of Perum Damri Surabaya as a type of work engaged in certain business sectors or occupations and the type and nature of work carried out continuously. This affects the wages earned by bus drivers in the form of basic wages and overtime pay. The government has not specifically regulated the provisions of overtime drivers' wages, so that by Law Number 13 of 2003 concerning Manpower and Article 12 of the Decree of the Minister of Manpower and Transmigration of the Republic of Indonesia Number KEP. 102 / MEN / VI / 2004 concerning Overtime and Overtime Working Time shall be submitted to Perum Damri Surabaya to regulate overtime pay. This has potential violations in the payment of overtime wages, so a regulation that specifically regulates the bus driver's overtime wages.
23
Shandy Utama, Andrew, e Faizah Kamilah. "PELAKSANAAN UPAH KERJA LEMBUR PADA PT ASIA FORESTAMA RAYA BERDASARKAN KEPUTUSAN MENTERI TENAGA KERJA DAN TRANSMIGRASI NOMOR Kep.102/Men/VI/2004". Jurnal Daya Saing 5, n.º 3 (28 de outubro de 2019): 227–33. http://dx.doi.org/10.35446/dayasaing.v5i3.393.
Texto completo da fonteResumo:
Pursuant to Article 78 of Law No. 13/2003 it is stated that companies which employ workers exceeding work hours as stipulated in Article 77 of the law are required to pay overtime wages. This research aims to explain the implementation of overtime wages at PT Asia Forestama Raya based on the Decree of the Minister of Manpower and Transmigration of the Republic of Indonesia No. Kep.102/Men/VI/2004 regarding Overtime and Overtime Wages. The method used in this research is socio-legal research. The results of the research explained that PT Asia Forestama Raya did not pay overtime wages to its factory workers who had worked more than hours worked as stipulated in Law No. 13/2003. The obstacle is because the company's financial condition is currently in an unstable condition and there is an agreement between the company management and factory workers that PT Asia Forestama Raya is unable to pay overtime wages to its workers. The legal settlement if PT Asia Forestama Raya does not pay overtime wages to its workers who have worked more than working hours, then the company may be subject to criminal sanctions under Article 187 of Law No. 13/2003.
24
Autonomous, Meritorious. "Legal Protection Against Overtime Labor". Journal of Law and Regulation Governance 1, n.º 1 (5 de agosto de 2023): 13–16. http://dx.doi.org/10.57185/jlarg.v1i1.7.
Texto completo da fonteResumo:
Human Rights Awareness Raising is a form of protection of workers from physical, technical and socio-economic protection provided by regulations governing the workplace. One of the problems that often occurs is overtime violations that are not in accordance with the provisions of Law No. 13 of 2003. One of the companies involved in implementing labor law protection is PT Hwaseung Indonesia. The purpose of writing this paper is to know the legal protection for overtime workers at PT. Hwaseung Indonesia. Based on the study, it is known that the Job Creation Law stipulates overtime work 4 hours a day and 18 hours a week. Overtime hours are extended in accordance with the provisions of Article 78 of the Labor Code, Article 32/2003. According to this, overtime work is only allowed up to 3 hours in a day and up to 14 hours in a week. In this case, PT Hwaseung Indonesia, did not fully comply with existing legal compliance because the company's maximum overtime time is 20 hours.
25
Pohan, Masitah. "The Legal Protection for Workers Who Exceed the Overtime Limit Based on the Labor Law". International Journal of Law Reconstruction 7, n.º 2 (15 de setembro de 2023): 177. http://dx.doi.org/10.26532/ijlr.v7i2.32462.
Texto completo da fonteResumo:
This research is based on legal problems against workers who work overtime, which is not in accordance with labor laws and regulations. The problems raised in this study are how legal protection for workers who work over the overtime limit based on labor law and obstacles in the implementation of legal protection for workers who exceed the overtime limit based on labor law. The purpose of this study is to determine the legal protection of workers who work overtime based on labor law and obstacles in the implementation of legal protection for workers who exceed overtime working time limits. This research uses descriptive analytical research methods, the approach used is normative juridical. The approach method used in this research is the statute approach. The implementation of legal protection for workers who exceed the working time limit has not been fully implemented based on Article78 letter b, namely overtime working time which can only be done at a maximum of 3 hours in 1 day and 14 hours in 1 week. The inhibiting factors are the lack of maximum worker performance in carrying out a job and the lack of labor owned by the company.
26
Pangestika, Metry Widya, e Arpangi Arpangi. "Implementation of Labor Overtime Protection of PT Hwaseung Indonesia". Law Development Journal 2, n.º 2 (8 de outubro de 2020): 163. http://dx.doi.org/10.30659/ldj.2.2.163-168.
Texto completo da fonteResumo:
This study is based on the legal problems of the workforce who work overtime hours at PT Hwaseung Indonesia. This research uses empirical juridical law research methods aimed at analyzing the implementation of legal protection of overtime work of PT Hwaseung Indonesia. Legal protection at PT HWI has not been fully implemented in accordance with Article 78 letter b of the Employment Law No.13 of 2003 that is, overtime work can be done a maximum of 3 hours in 1 day, and 14 hours in 1 week. Kepmen. No. 233 / MEN / 2003 allows its employees to work beyond the provisions of Law No. 13 In 2003, the original work was done according to the type and nature must be continuous. Although there are violations of overtime hours, the implementation of legal protection against workers beyond overtime has been done by PT. HWI, that is, by requesting the consent of workers before committing overtime and providing overtime wages. It is hoped that through this research will be found new ideas of thought that are useful for the Indonesian Ministry of Transport. Where the results of the research can be used as an indicator in conducting labor surveillance, in order to find ideas on how labor regulations play a greater role for the human rights of workers.
27
Flarey, Dominick L. "Mandatory Overtime". JONA's Healthcare Law, Ethics, and Regulation 3, n.º 3 (setembro de 2001): 69–74. http://dx.doi.org/10.1097/00128488-200109000-00001.
Texto completo da fonte
28
Johnson IV, John H. "The Impact of Federal Overtime Legislation on Public Sector Labor Markets". Journal of Labor Economics 21, n.º 1 (janeiro de 2003): 43–69. http://dx.doi.org/10.1086/344123.
Texto completo da fonte
29
Abdullaeva, Dilfuza. "Legal regulation of night work and overtime work: comparative analysis". Общество и инновации 1, n.º 1/s (18 de novembro de 2020): 361–70. http://dx.doi.org/10.47689/2181-1415-vol1-iss1/s-pp361-370.
Texto completo da fonteResumo:
The article analyzes the legal regulation of overtime and night work time in Uzbekistan and foreign countries in terms of establishing certain restrictions and payment in an increased amount compared to work in normal conditions, as well as providing additional rest time, since, according to legislators, economists, sociologists and doctors, such types of work negatively affect the health of the worker or lead to an imbalance in his family or social life.
The scientific publication analyzes the problems of establishing overtime and night work time. Based on the analysis of the current legislation in the sphere of labor, the author formulates the criteria that allow distinguishing between these types of working time.
30
Sunaryo, Hanavia Rahma, Dezonda Rosiana Pattipawae e Sarah Selfina Kuahaty. "Tanggung Jawab Pengusaha dan Bentuk Perlindungan Hukum Terhadap Pekerja yang Dipekerjakan Melebihi Jam Kerja Lembur". CAPITAN: Constitutional Law & Administrative Law Review 1, n.º 2 (28 de novembro de 2023): 108–25. http://dx.doi.org/10.47268/capitan.v1i2.11209.
Texto completo da fonteResumo:
Employers have employed workers in excess of the overtime work hours determined by law with the aim of reaping greater profits while the rights of workers during overtime are set aside. purposes of the research analyze and discuss the responsibility of employers or employers for excess overtime hours imposed and to find out the forms of legal protection for workers employed in excess of the overtime hours prescribed by law. Methods of the research this type of research uses normative juridical methods, with qualitative processing and analysis of legal materials. Results of the research that approving an employment relationship above a deviation in overtime working hours based on laws and regulations is considered to have negated one of the elements of the employment agreement. The employer must be responsible for providing the rights of workers and bear everything that arises as a result of the actions taken. Then, to protect workers from deviations and violations of rights, legal protection is carried out through education and socialization of labor law instruments to workers and employers / employers as well as through the authority of supervisory institutions that will act to prevent and overcome labor violations.
31
Jensen, Robert. "Journalists and the Overtime Provisions of the Fair Labor Standards Act". Journalism & Mass Communication Quarterly 73, n.º 2 (junho de 1996): 417–26. http://dx.doi.org/10.1177/107769909607300212.
Texto completo da fonteResumo:
News media owners and workers have been struggling over whether journalists are professionals under federal law and exempt from mandatory overtime payments. Owners argue that journalists are professionals and need not be paid overtime; journalists disagree. This article reports on recent case law, which supports the journalists' position, and suggests a more detailed examination of the meaning of “professional” beyond the law is needed.
32
Restia, Chandra, e Muskibah Muskibah. "Pemberian Upah Kerja Lembur Pada PT. Permodalan Nasional Madani Cabang Kota Baru Jambi". Zaaken: Journal of Civil and Business Law 5, n.º 1 (26 de fevereiro de 2024): 110–32. http://dx.doi.org/10.22437/zaaken.v5i1.29914.
Texto completo da fonteResumo:
This research aims to determine and analyze legal protection for overtime wages at PT. Madani National Capital (PNM) Kota Baru Jambi Branch, and to find out and analyze what obstacles cause non-payment of overtime wages at PT. Madani National Capital (PNM) Kota Baru Jambi Branch. The problem in this research is: How is the legal protection for overtime wages at PT. Madani National Capital (PNM) Kota Baru Jambi Branch?, and what are the obstacles causing non-payment of overtime wages at PT. Madani National Capital (PNM) Kota Baru Jambi Branch?, The research method is Empirical Juridical combining legal materials (secondary data) with primary data obtained on legal facts that occurred between workers and PT. Madani National Capital City New Branch. The results of the research are the implementation of the rights and obligations of parties in the cooperation agreement between workers and PT. Madani National Capital City Baru Branch has not been implemented in accordance with the provisions of the Law on Wages, the Employment Law and the agreement, where the core point of the agreement is that workers who work at PT. Civil National Capital must be paid wages in accordance with the Law on Wages and the Employment Law as well as the work contract agreement that has been agreed upon by both parties. The obstacles faced by these workers are that their wages do not match expectations, there is overtime pay that is not given to workers by PT. Civil National Capital.
33
Cheng, TJ. "OVERTIME IN CHINA: LAW, PRACTICE AND SOCIAL EXCLUSION". REVISTA NERA, n.º 13 (29 de maio de 2012): 26–46. http://dx.doi.org/10.47946/rnera.v0i13.1388.
Texto completo da fonteResumo:
In most liberal capitalist societies, the working class is generally protected by laws regulating an 8-hour working day and a 5 day work week. But in China today, such rules are a luxury most laborers do not enjoy. This paper explores overtime working conditions that the Chinese working class currently suffers, especially migrant workers who have flowed from bankrupted rural villages into urban centers by the hundreds of millions. They supply the "surplus" labor force demanded by the booming manufacturing industry as China has quickly become the world´s leading producer of industrial goods. This paper not only documents this tragic situation but tries to answer the question: how could this seemingly pre-modern capitalist phenomenon have occurred in an ostensibily socialist country like China?
34
Watson, Robert Blake. "A New Sex Education: The Title IX Defense Against "Don't Say Gay"". Indiana Law Review 57, n.º 2 (4 de janeiro de 2024): 403–19. http://dx.doi.org/10.18060/27981.
Texto completo da fonteResumo:
Sex education in American public schools has long been the subject of controversy. Although debates overthe inclusion of sex education in schools now focus on students’ access to comprehensive curricula that includes the experiences of queer and transgender students, sex education in the United States has long maintained its roots in the institutional promotion of “sexual purity.” Through an exploration of the latest attacks on comprehensive sex education, particularly in the context of reinvigorated “Don’t Say Gay and Trans” legislation, this Article postulates that a novel interpretation of Title IX of the Education Amendments of 1972 is needed that requires education policymakers to incorporate the experiences and needs of queer and transgender students insex education curricula. This Article examines the application of the Supreme Court’s Bostock v. Clayton County decision to Title IX and argues that the prohibition against discrimination in education on the basis ofsexual orientation and gender identity raises a plausible Title IX challenge to non-inclusive sex education curricula.
By first offering a brief historical overview of public sex education curricula in the United States, this Article contextualizes the present need for comprehensive sex education as an impactfulresource forstudents, as well as the unique sexual health challenges faced by queer and trans adolescents. This Article then outlines the important changes to Title IX in the wake of the Bostock decision, President Biden’s 2021 Executive Order implementing Bostock, and subsequent appellate case law. Most importantly, this Article will highlight the potential for Title IX claims to be brought against public schools, districts, and states that offer non-comprehensive sex education curricula that excludes content relating to the unique needs of queer and trans students. This Article concludes by addressing potential challenges to such an interpretation of Title IX in the context of sex education curricula and will underscore the important policyramifications of incorporating the experiences and needs of queer and trans students in educational dialogues surrounding sexual health.
35
Bonner, John. "Law and legislation". BSAVA Companion 2018, n.º 11 (1 de novembro de 2018): 16–17. http://dx.doi.org/10.22233/20412495.1118.16.
Texto completo da fonte
36
Williams, Brian. "Legislation". Probation Journal 33, n.º 1 (março de 1986): 27. http://dx.doi.org/10.1177/026455058603300109.
Texto completo da fonte
37
Williams, Brian. "Legislation". Probation Journal 35, n.º 1 (março de 1988): 9. http://dx.doi.org/10.1177/026455058803500104.
Texto completo da fonte
38
Yaroshenko, Oleg. "Impact of Martial Law on Labour Regulation at Ukrainian Enterprises". Economic Affairs 68, Special Issue (25 de maio de 2023). http://dx.doi.org/10.46852/0424-2513.2s.2023.35.
Texto completo da fonteResumo:
"Due to the fact that martial law restricts the rights and freedoms of individuals in order to ensure law and order and security of citizens for the period of its operation, it became necessary to study how the labour process in Ukraine has changed. The purpose of this research work was to clarify the state of labour relations in the conditions of a full-scale offensive of the Russian Federation. The main methods of scientific research were the following: comparative method, systematic and statistical method. Significant results in this study were as follows: outlining the main changes in the labour process in institutions, enterprises, and organizations, as a result of the introduction of martial law and in the context of the Russian-Ukrainian war. Identification and analysis of legislative changes regarding the regulation of labour relations between the employee and the employer in recent months; finding out how regulatory changes have affected the normal labour process and the basic rights and freedoms of the employee. In particular, the issues of changing the workplace, transferring an employee from one workplace to another; issues related to martial law leave, overtime and night work, dismissal and changes in the terms of the employment contract, remuneration and employment of certain categories of employees, etc. The results made it possible to identify a number of recommendations for improving the legislation in the field of labour relations and, accordingly, to increase the efficiency of this area."
39
Kononenko, Viktoriia, e Yuliia Hudzenko. "LEGAL REGULATION OF WORK OF WOMEN AND PERSONS WITH FAMILY RESPONSIBILITIES". International scientific journal "Internauka". Series: "Juridical Sciences", n.º 4(38) (2017). http://dx.doi.org/10.25313/2520-2308-2021-4-7148.
Texto completo da fonteResumo:
The article presents a study of the legal regulation of women and persons with family responsibilities. An analysis of domestic regulations on this topic. In particular, the norms enshrined in the Constitution of Ukraine have been studied. Chapter XII, which deals with women's labor, is analyzed in the Labor Code. The Law of Ukraine "On Labor Protection" and the Law of Ukraine "On Ensuring Equal Rights and Opportunities for Women and Men", the draft Labor Code were also considered. International normative legal acts are analyzed. ILO Conventions: No45 - on the use of women in underground work in mines of any kind, No100 - on equal pay for men and women for work of equal value, No103 - on maternity protection, No111 - on discrimination in employment and occupations, No156 - on equal treatment and equal opportunities for working men and women: workers with family responsibilities; Article 11 of the 1979 UN Convention. It is noted that for working women there are: guarantees for part-time work, a ban on the involvement of pregnant women and women with children under 3 years of age, night, overtime work, work on weekends and sending them on business trips; restricting the involvement of women with children aged 3 to 14 or children with disabilities in overtime work and sending them on business trips; maternity leave and childcare leave; the procedure for granting leave to care for a child and enrolling him in the length of service; leave for women who have adopted children; additional leave for employees who have children; guarantees of employment and prohibition of dismissal of pregnant women and women with children; providing pregnant women and women with children under the age of 14 with vouchers to sanatoriums, rest homes and financial assistance; mother's service at enterprises, organizations; guarantees that also apply to parents raising children without a mother, as well as to guardians (trustees). Deficiencies in the current labor legislation have been identified. Gender inequalities in the workplace have been identified. The conclusions and prospects for the development of protection and protection of the rights of women and persons with family responsibilities are presented.
40
Melin, Pauline, e Susanne Sivonennn. "Overview of recent cases before the Court of Justice of the European Union (January-march 2022)". European Journal of Social Security, 25 de abril de 2022, 138826272210940. http://dx.doi.org/10.1177/13882627221094059.
Texto completo da fonteResumo:
In Bezirkshauptmannschaft Hartberg-Fürstenfeld (C-205/20) , the Court of Justice was asked to clarify whether a provision under Directive 2014/67 on the proportionality of penalties in the context of posting of workers has direct effect. In CJ v TGSS (C-389/20), the Spanish social security legislation excluding domestic workers from unemployment benefits was under scrutiny in light of the principle of non-discrimination on grounds of sex enshrined in Directive 79/7. In HR Rail (C-485/20), the Court of Justice interpreted the obligation for employers to provide for ‘reasonable accommodation’ for workers with disabilities, including trainees, under Article 5 of Directive 2000/78. In Koch Personaldienstleistungen GmbH (C-514/20), the Court determined whether for the purposes of calculating working time and overtime pay, account should be taken only of the hours actually worked or also of the hours from annual paid leave. Continuing on the importance of the right to annual leave, the Court ruled, in Staatssecretaris van Financiën (C-217/20), on the remuneration of annual leave in situations of permanent incapacity of a worker due to illness. In VB (C-262/20), the Court considered the compatibility of Bulgarian law on the duration of night work for civil servants such as firefighters with Directive 2003/88 and the Charter of Fundamental Rights. Finally, in MIUR et Ufficio Scolastico Regionale per la Campania (C-282/19), the Court assessed whether the systematic use of successive fixed-term contracts for Catholic education teachers in Italy could be justified by ‘objective reasons’ within the meaning of Clause 5(1) of the framework agreement.
41
Melin, Pauline, e Susanne Sivonennn. "Overview of recent cases before the Court of Justice of the European Union (January-march 2022)". European Journal of Social Security, 25 de abril de 2022, 138826272210940. http://dx.doi.org/10.1177/13882627221094059.
Texto completo da fonteResumo:
In Bezirkshauptmannschaft Hartberg-Fürstenfeld (C-205/20) , the Court of Justice was asked to clarify whether a provision under Directive 2014/67 on the proportionality of penalties in the context of posting of workers has direct effect. In CJ v TGSS (C-389/20), the Spanish social security legislation excluding domestic workers from unemployment benefits was under scrutiny in light of the principle of non-discrimination on grounds of sex enshrined in Directive 79/7. In HR Rail (C-485/20), the Court of Justice interpreted the obligation for employers to provide for ‘reasonable accommodation’ for workers with disabilities, including trainees, under Article 5 of Directive 2000/78. In Koch Personaldienstleistungen GmbH (C-514/20), the Court determined whether for the purposes of calculating working time and overtime pay, account should be taken only of the hours actually worked or also of the hours from annual paid leave. Continuing on the importance of the right to annual leave, the Court ruled, in Staatssecretaris van Financiën (C-217/20), on the remuneration of annual leave in situations of permanent incapacity of a worker due to illness. In VB (C-262/20), the Court considered the compatibility of Bulgarian law on the duration of night work for civil servants such as firefighters with Directive 2003/88 and the Charter of Fundamental Rights. Finally, in MIUR et Ufficio Scolastico Regionale per la Campania (C-282/19), the Court assessed whether the systematic use of successive fixed-term contracts for Catholic education teachers in Italy could be justified by ‘objective reasons’ within the meaning of Clause 5(1) of the framework agreement.
42
Melin, Pauline, e Susanne Sivonennn. "Overview of recent cases before the Court of Justice of the European Union (January-march 2022)". European Journal of Social Security, 25 de abril de 2022, 138826272210940. http://dx.doi.org/10.1177/13882627221094059.
Texto completo da fonteResumo:
In Bezirkshauptmannschaft Hartberg-Fürstenfeld (C-205/20) , the Court of Justice was asked to clarify whether a provision under Directive 2014/67 on the proportionality of penalties in the context of posting of workers has direct effect. In CJ v TGSS (C-389/20), the Spanish social security legislation excluding domestic workers from unemployment benefits was under scrutiny in light of the principle of non-discrimination on grounds of sex enshrined in Directive 79/7. In HR Rail (C-485/20), the Court of Justice interpreted the obligation for employers to provide for ‘reasonable accommodation’ for workers with disabilities, including trainees, under Article 5 of Directive 2000/78. In Koch Personaldienstleistungen GmbH (C-514/20), the Court determined whether for the purposes of calculating working time and overtime pay, account should be taken only of the hours actually worked or also of the hours from annual paid leave. Continuing on the importance of the right to annual leave, the Court ruled, in Staatssecretaris van Financiën (C-217/20), on the remuneration of annual leave in situations of permanent incapacity of a worker due to illness. In VB (C-262/20), the Court considered the compatibility of Bulgarian law on the duration of night work for civil servants such as firefighters with Directive 2003/88 and the Charter of Fundamental Rights. Finally, in MIUR et Ufficio Scolastico Regionale per la Campania (C-282/19), the Court assessed whether the systematic use of successive fixed-term contracts for Catholic education teachers in Italy could be justified by ‘objective reasons’ within the meaning of Clause 5(1) of the framework agreement.
43
Sutadi, Rayyan Dimas, Ahmad Nashih Luthfi e Dian Aries Mujiburrohman. "Kebijakan Reforma Agraria di Indonesia (Kajian Komparatif Tiga Periode Pelaksanaan: Orde Lama Orde Baru, dan Orde Reformasi)". Tunas Agraria 1, n.º 1 (20 de agosto de 2018). http://dx.doi.org/10.31292/jta.v1i1.11.
Texto completo da fonteResumo:
Abstract: One of the policy undertaken by the Government of Indonesia in take care of the rearrangement of ownership, control, utilization and the use of land is Agrarian Reform. The implementation of agrarian reform that has produced various kinds of legal products still raises figures of inequality in the rearrangement of ownership, control, utilization and the use of land, it’s make the implementation of agrarian reform program was like walking in place. Therefore the purpose of this study is to analyze agrarian reform policies in the three implementation periods in terms of the regulations that have been issued by comparison of each era of implementation of the four principles of land governence.The method in this research is use normative law research method, this research were reviewed from various aspects such as aspects of theor, philosophy, comparison, structure/composition, consistency, general explanation, and explanation in each articles. This approach is undertaken in order to understand the philosophy of the rule of law overtime, as well as to understand the changing and evolving of philosophy underlying the rule of law relating to the topic that was researched.The result of the research conduct that the legal product policy produced in three era of agrarian reform period in Indonesia the implementation of the Old Order era can be carried out well, because of the five main regulations and legislation produced can be used the four principles of land governence. The conclusion is the resulting law product policy can be used as a reference in the implementation of agrarian reform in Indonesia. Keyword: Agrarian Reform, Law Policy Product, Land Governence. Intisari: Salah satu kebijakan yang dilakukan oleh Pemerintah Indonesia dalam menangani penataan ulang kepemilikan, penguasaan, pemanfaatan, dan penggunaan tanah yaitu Reforma Agraria. Pelaksanaan reforma agraria yang sudah menghasilkan berbagai macam produk hukum kebijakan masih memunculkan angka ketimpangan struktur penguasaan, pemilikan, penggunaan, dan pemanfaatan tanah, seolah-olah pelaksanaan program reforma agraria seperti berjalan di tempat. Oleh karena itu tujuan dari penelitian ini adalah menganalisa kebijakan reforma agraria pada tiga periode pelaksanaan yang ditinjau dari peraturan-peraturan yang telah dikeluarkan dengan perbandingan masing-masing era pelaksanaan terhadap empat prinsip kebijakan pengelolaan pertanahan.Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian hukum normatif dalam penelitian ini dikaji dari berbagai aspek seperti aspek teori, filosofi, perbandingan, struktrur/komposisi, konsistensi, penjelasan umum, dan penjelasan pada tiap pasal. Pendekatan ini dilakukan dalam kerangka untuk memahami filosofi aturan hukum dari waktu ke waktu, serta memahami perubahan dan perkembangan filosofi yang melandasi aturan hukum tersebut yang berhubungan dengan topik yang diteliti. Hasil penelitian menunjukkan bahwa kebijakan produk hukum yang dihasilkan dalam tiga era periode reforma agraria di Indonesia periode pelaksanaan pada era orde lama reforma agraria dapat dijalankan dengan baik, karena dari kelima pokok peraturan dan perundangan yang dihasilkan memenuhi empat prinsip kebijakan pengelolaan pertanahan. Sehingga dapat dikatakan kebijakan produk hukum yang dihasilkan dapat dijadikan sebagai rujukan dalam pelaksanaan reforma agraria di Indonesia.Kata Kunci: Reforma Agraria, Produk Hukum Kebijakan, Tata Kelola Pertanahan.
44
Johnson, John H. "The Impact of Federal Overtime Legislation on Public Sector Labor Markets". SSRN Electronic Journal, 2000. http://dx.doi.org/10.2139/ssrn.236119.
Texto completo da fonte
45
Yu, Jiaoyang, e Stavroula Leka. "Where is the limit for overtime? Impacts of overtime on employees’ mental health and potential solutions: A qualitative study in China". Frontiers in Psychology 13 (19 de dezembro de 2022). http://dx.doi.org/10.3389/fpsyg.2022.976723.
Texto completo da fonteResumo:
Although Labor Law of the People’s Republic of China stipulates the overtime system, overtime is still widespread in the IT industry. Through qualitative interviews, we explored the impact of overtime on employees’ mental health and life. The current study identified four main themes, namely overtime reasons, outcomes of overtime, influential factors and solutions to overtime challenges. Besides work-related reasons and cultural influence, it was found that employees may work overtime due to personal reasons, such as capability and personal qualities; the most frequent impacts reported were fatigue, depression, stress and interference with life; three predominant influential factors were timing of overtime, control and rewards; and overtime conditions could be improved in practical and emotional ways. The study’s findings highlight the importance of the design of flexible working time arrangements for avoiding fatigue and improving employees’ work-life balance, enhancement of schedule arrangement for avoiding daily work interruption and last-minute tasks, and optimization of rewarding systems for avoiding complaints and facilitating voluntary overtime. Results suggest that mental health and work-life balance can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.
46
Kohara, Miki, e Taisei Noda. "The causal effects of working time on mental health: The effectiveness of the law reform raising the overtime wage penalty". Pacific Economic Review, 9 de dezembro de 2023. http://dx.doi.org/10.1111/1468-0106.12441.
Texto completo da fonteResumo:
AbstractThe present paper reexamines the causal effect of working hours on workers’ mental health. We utilize Japan's 2010 reform of the Labor Standards Act as a social experiment to examine how the increased wage penalty for long overtime work affects working hours and workers’ mental health. Utilizing a unique panel dataset containing health behaviours as well as individual, household and workplace characteristics of male workers, we find that the wage penalty reform indeed succeeded in reducing overtime hours and total working hours and that the reductions contributed to better mental health of workers. Further empirical investigation suggests that the reduction effect of the reform on working time is homogeneous among age groups; however, the harmful effect of working time on mental health is large and statistically significant among young workers. Our results suggest that setting a high wage penalty for long overtime work effectively reduces overtime work and improves workers’ health outcomes, particularly for young people.
47
"Legislation". Probation Journal 32, n.º 2 (junho de 1985): 68–70. http://dx.doi.org/10.1177/026455058503200209.
Texto completo da fonte
48
"Legislation". Commonwealth Law Bulletin 14, n.º 3 (julho de 1988): 935–69. http://dx.doi.org/10.1080/03050718.1988.9985977.
Texto completo da fonte
49
"Legislation". Commonwealth Law Bulletin 14, n.º 4 (outubro de 1988): 1225–36. http://dx.doi.org/10.1080/03050718.1988.9985990.
Texto completo da fonte
50
"Legislation". Commonwealth Law Bulletin 15, n.º 1 (janeiro de 1989): 1–39. http://dx.doi.org/10.1080/03050718.1989.9986003.
Texto completo da fonte