Collective Bargaining (Industrial And Labor Relations)

This paper previews South African Labour Law as it was at 2007. The topic is the regulation of pre-strike procedures in industrial relations and collective bargaining. The question to be dealt with is: Should the statutory pre-strike procedures take precedence over the procedures contained in a collective agreement, when industrial action is contemplated.
Workers rights to fair labour practices, as enshrined in ILO conventions and the SA Constitution, may be sourced recorded in statute, or flow from collective agreements. These forums share the common objective of dispute resolution and the avoidance or limitation of industrial action.

The intention is to determine whether the judicial interpretation of the exception at section 64(3) of the Labour Relations Act 66 of 1995 that exists in pre-strike procedures, is a necessary intervention in the domain of collective bargaining. Does this constitute a violation of the principle that all agreements should be observed (pacta servanda sunt), and that the sanctity of the collective agreement is protected?

En accedant a l’independance, la Republique de Djibouti, comme la plupart des pays anciennement colonises, reconduit le droit du travail d’essence « ouvrieriste » mis en place pendant la periode coloniale. Cette situation caracterisee par une absence de creativite normative, unique en Afrique, a dure presque un demi-siecle, jusqu’ a la crise economique des annees 90. Cette crise contraint l’Etat djiboutien a se tourner vers les « Institutions financieres internationales » qui le contraignent a se desengager de la vie economique et sociale. La reforme du droit du travail amorcee en 1997 et enterinee par l’adoption d’un Code du travail en 2006 s’inscrit dans cette optique. Toutefois, cette evolution legislative n’a pas abouti a un retrait de l’Etat. Au contraire, des points non marginaux du droit du travail continuent de faire l’objet d’un encadrement legal substantiel.

Wage determination and trade disputes remain persistent challenges in Nigeria's health sector, often resulting in industrial actions that disrupt healthcare delivery and compromise patient welfare. It highlights systemic issues such as inconsistent wage structures, inequitable remuneration across professional cadres, inadequate government funding, and weak collective bargaining mechanisms. The politicization of labour negotiations and the frequent failure to honour agreements between government and health workers further intensify disputes within the sector. Conflict theory provided the theoretical framework. The study adopted mixed methods research design with sample size of 625 respondents and 30 Key Informant Interviews. The study employed stratified random sampling for quantitative data, whereas purposive technique was adopted for qualitative data. Quantitative data were analysed through the aid of SPSS, while qualitative data were content analysed. The study revealed that the underlying factors driving wage-related disputes impede effective wage negotiation and dispute resolution. It also revealed that sustainable solutions require a harmonized wage structure, strengthened collective bargaining, prompt implementation of agreements, and increased investment in the health sector. Government should develop and implement a unified, transparent wage structure that considers the skills, training, and responsibilities of all healthcare professionals among others. This will reduce wage disparities and perceived inequities among health workers.

Il saggio analizza le interazioni tra crescita economica, mercato del lavoro e dinamiche demografiche in Europa e in Italia nel periodo 2010–2023, con uno sguardo prospettico al 2100. L’attenzione è posta sul paradosso di un’occupazione in aumento nonostante una crescita economica stagnante e su come l’invecchiamento e la contrazione della popolazione attiva incidano su produttività, sostenibilità del welfare e debito pubblico. Attraverso l’uso di indicatori statistici comparati, si evidenziano criticità strutturali: bassa produttività, alta incidenza di NEET, crescente dipendenza della popolazione anziana e inadeguate risposte normative. Il contributo propone una riflessione interdisciplinare sulla necessità di politiche attive del lavoro mirate, capaci di conciliare equità intergenerazionale, sostenibilità finanziaria e inclusione delle nuove generazioni.

Explanations for the 1929 stock market crash have mostly been behavioral, while a more neoclassical approach has argued for tax wedges and adverse productivity shocks rather than stock market anomalies in explaining the slump. The present paper examines welfare capitalism and trade union policies between World War I and the New Deal in a framework of monopolistic product market competition with search frictions and bargaining in the labor market. The persistence of wartime pro-union legislation contributed to the depression of 1920, while tough anti-union policy en- abled a major rise in corporate profits and stock market valuations throughout the 1920s. Landmark court decisions in favor of trade unions in the late 1920s, as well as political pressure on firms to adopt the welfare capitalism model of high wages, made the economy increasingly susceptible to collapsing profit expectations. We model this as an equilibrium switch from individual wage bargaining to (actual or mimicked) c...

automotriz con operaciones en México, con énfasis en el periodo 1994 en adelante y considerando los reacomodos internacionales que tuvieron verificativo luego de la crisis financiera internacional de 2008-2009; se presta atención a su estructura, dinámica y grados de integración local. Además se avanza en un análisis de las relaciones financieras a nivel de empresa de las matrices de Ford, Volkswagen y Nissan con operaciones en México. Con el objetivo de comprender los procesos de financiarización en la industria automotriz global y su relación con las variables reales (ganancias e inversión), así como las implicaciones que tiene en la dinámica de acumulación en la industria automotriz en México. Palabras clave: Industria automotriz en México; ganancias, inversión y acumulación; cadena global de valor.

Sanayi toplumundan bilgi toplumuna geçiş sürecinin yaşandığı günümüzde sosyal ve ekonomik değişimlerle birlikte endüstri ilişkileri de önemli değişiklikler göstermektedir. 20.yy'ın son çeyreğinde ortaya çıkan yeni teknolojiler ve buna bağlı olarak iş organizasyonlarının değişime uğraması, artan işsizlik, esnek üretim ve yönetim tekniklerinin uygulanmaya başlaması, istihdamın sanayiden hizmetler kesimine kayması ve beyaz yakalıların sayısındaki artış, bireysel beklentilerin kollektif beklentilerin üzerine çıkması ekonomik, siyasi ve sosyal yapıyı olduğu kadar endüstri ilişkilerini de etkilemiştir. İşte bu çalışmada ortaya çıkan yeni dönüşümlerin çalışma hayatına getirdiği yeni boyutlar incelenmeye çalışılmıştır.

This  article  examines  the  relationship  between  the  Union  générale  des  travailleurs  algériens  (UGTA)  and  the  Confederazione  generale  italiana  del  lavoro  (CGIL)  during  the  Algerian  decolonization  war.  Firstly,  we will examine the establishment of a Union liaison office in Rome, which positioned the Italian capital as the « hub » for Algerian trade union movements in Europe. Secondly, we will examine the mobilization promoted in workplaces by the CGIL in solidarity with Algeria. In particular, we will focus on the circula-tions that took place between Tunis and Rome. Finally, we will examine the Italian union’s support for the autonomy of the pan-African trade union movement.

Coletânea elaborada pelos estudantes da UFPR, da graduação e pós-graduação, bem como de instituições parceiras, sob coordenação do Prof. Marco Aurélio Serau Jr., e organização de Karina Pimenta Jorge. Fez-se uma análise crítica dos artigos da Consolidação das Leis do Trabalho, examinados individualmente

Prohibida la reproducción total o parcial por cualquier medio sin la autorización escrita del titular de los derechos patrimoniales". "Reservados todos los derechos bajo las normas internacionales. Al pagar por este libro, se le otorga el acceso no exclusivo y no transferible para leer el texto de esta edición electrónica en la pantalla o, en caso de ser libro impreso, su lectura en papel. No tiene permitido reproducir total o parcialmente por cualquier medio, transmitir, descargar, descompilar, aplicar ingeniería de regresión, ni almacenarse o introducirse en sistemas de almacenamiento y recuperación electrónicos o mecánicos existentes o que se inventen en el futuro sin la autorización escrita del autor, casa editorial y/o titular de los derechos patrimoniales.

Employee engagement, a key driver to organisational success is greatly influenced by cultural dimensions, especially in India where their workplace blends traditional values and modern practices. This paper investigates the convergence of cultural theoretical underpinnings, e.g., Hofstede's dimensions (power distance and collectivism) with GLOBE style characteristics on leadership. The article articulates how these frameworks sculpt the engagement model of Indian organisations, with a stronger emphasis on leadership, diversity, and workplace wellness.

En el presente artículo, se examinan los recursos que los sindicatos han dispuesto<br />y utilizado en España en la negociación colectiva, un tema frecuentemente<br />descuidado. Se considera que el poder sindical tiene diversas bases.<br />En primer lugar, está relacionado con la posición de los trabajadores en<br />el sistema productivo, el poder estructural, esto es, con la posición de los<br />trabajadores en el mercado de trabajo, el poder de negociación en el mercado<br />de trabajo, y en el proceso de trabajo, el poder en el lugar de trabajo.<br />En segundo lugar, está relacionado con la afiliación de los trabajadores y<br />compromiso activo, el poder asociativo y organizacional de los sindicatos<br />(Silver, 2005: 26-27) aunque Gumbrell-McCormick y Hyman lo desglosan<br />en dos (2013: 30). En tercer lugar, se asocia con la posición de los sindicatos<br />en los acuerdos institucionales que resulta de heren...

En el presente artículo, se examina las trayectorias de las instituciones laborales españolas, especialmente, durante el reciente periodo de crisis (2008-2014) y su operatividad para los sindicatos en tanto que les proporcionan recursos en la representación de los intereses de los trabajadores. El examen se inscribe dentro de la perspectiva institucionalista e histórica de la economía política que pone énfasis en la importancia de la configuración estructural de las instituciones a la hora de explicar el desarrollo de las relaciones laborales, así como los recursos que proporcionan a los actores sociales. En el examen, se utilizan fuentes secundarias de distintos organismos estatales. El examen ha evidenciado que las instituciones han mantenido un elevado grado de continuidad y que han continuado proveyendo recursos a los sindicatos. Así, se ha evidenciado la centralidad de su configuración en la representación de intereses, sobre todo, de los trabajadores del segmento primario del mercado laboral. Palabras clave: Recursos institucionales, sindicatos, crisis económica, España.

En México, la sociología del trabajo surge reivindicando el pensamiento crítico y la voluntad de
articular los procesos de reestructuración económica y productiva con la transformación de los
actores sociales. La institucionalización de la disciplina se desarrolló en el contexto de la
globalización e integración económica regional (Tratado de Libre Comercio ) y de la hegemonía del
pensamiento neoliberal, por lo que la agenda de investigación, en sus inicios, se enfocó en analizar
los procesos de reorganización productiva en sectores estratégicos, en estudiar el impacto de la
liberalización del mercado en la negociación colectiva. incluyendo la empresa pública y en
caracterizar la industria de la maquila. Sin embargo, ésta solidez alcanzada por la sociología del
trabajo, encuentra sus límites para interpretar la pluralidad de actividades y de experiencias
laborales que están fuera de los marcos del trabajo asalariado, lo que pone a prueba, por un parte, la
rigidez de un pensamiento dicotómico que ha interpretado el empleo y el trabajo con el esquema
formal – informal, clásico – no clásico, típico- atípico y, por la otra parte, la apertura de la disciplina
parar para abordar la heterogeneidad laboral y las diferentes economías que convergen en el país.
Con el propósito de identificar las fortalezas y los límites de la disciplina, en el artículo hacemos un
recorrido de las principales temáticas que inauguran los estudios del trabajo y damos cuenta de la
expansión geográfica y temática del campo, pero también de los retos conceptuales que impone una
realidad laboral heterogénea que reclama, entre otros, la apertura al trabajo interdisciplinario.

Nowadays, when the international financial sector is experiencing significant changes, the finance industry is being discussed at a global level. The current crisis is the most devastating in recent economic history. Iconic Wall Street institutions, like Bear Stearns, Lehman Brothers and Merrill Lynch, have vanished; the world's largest mortgage insurers, Fannie Mae and Freddie Mac, have been nationalised; and the world's largest insurance company, AIG, with operations in 100 countries and with over 100 000 employees, survives only by the grace of the US Treasury and to the tune of $85bn. The current financial crisis in the US, that quickly spread to other parts of the world, has brought the debate on the polemics of financial globalisation to the fore. The purpose of this research reported in this article is to analyse the benefits and some of the challenges that the financial sector faces under the impact of globalisation and, on the basis of the findings, to put forward offers which will help emerging and developing countries benefit from globalisation.

PurposeA retrospective action-research case study of one branch of the University and College Union (UCU) is used to show how threshold requirements of the Act can be systematically beaten.Design/methodology/approachThe paper responds to calls for “best practice” on how trade unions may react to member voting threshold requirements of the Trade Union Act 2016 (the Act). A broader aim is to make a theoretical contribution related to trade union organising and tactics in “get the vote out” (GTVO) industrial action organising campaigns.FindingsFindings are presented as a lead organiser's first-hand account of a successful GTVO campaign contextualised in relation to theories of organising. The findings offer “best practice” for union organisers required to beat the Act's voting thresholds and also contribute to theories surrounding trade union organising tactics.Research limitations/implicationsFurther development and adaptation of the proposed model may be required when applied...

The study’s general objective was to establish the influence of contract administration activity on employee performance among doctors in public service health sector in Nairobi County, Kenya. The study was anchored on theory of industrial jurisprudence. The target population was 789 medical doctors and 21 top managers. Probability’s stratified sampling technique was used to classify the population into strata based on specialization and simple random sampling to pick 327 doctors while non-probability’s purposive sampling technique was used to pick 21 top managers. The study took a mixed methods research approach and adopted pragmatism worldview, convergent parallel mixed methods design  and mixed methods methodology to collect, analyze and interpret data. A self-constructed structured questionnaire was utilized to survey doctors and gather quantitative data while interview guide was adopted to interview top management for qualitative data. Cronbach alpha coefficient established the questionnaire reliability while interview guide reliability was ensured through field notes, verbatim description of participant’s’ versions, and triangulation. Questionnaire validity was determined face, criterion, content and construct validities while interview guide validity was ensured through respondent validation and triangulation. Quantitative data was statistically analyzed using descriptive (means & standard deviation) and inferential tools (Pearson correlation and regression analysis) with the aid of SPSS (Version 26.0). Qualitative data was thematically analyzed based and presented in narrative form using text. Hypotheses were tested using regression analysis at a 0.05 level of significance. Data were presented using tables and figures. The study found that contract administration had a positive and significant influence on the performance of doctors in public service health sector and concluded that contract administration is a crucial driver of employee performance. The study recommended that labour relations partners should formulate more innovative and practical mechanisms that guarantee appreciation of contract administration as a major pillar of employee performance.

The study looks at the defining features of various labour dispute resolution modes and their appropriateness in Zimbabwe. Researchers used a qualitative approach to collect and analyse data, drawing on a purposive sampling method to select and distribute open-ended questionnaires to 38 participants. The study established that the alternative dispute resolution (ADR) modes used in Zimbabwe are collective bargaining, conciliation, and arbitration, all formalised and regulated by the Labour Act (2015). Nevertheless, these ADR mechanisms have numerous flaws including, that they are not 'culturally' close to citizens, and as a result, access to justice is still a challenge, they are also expensive and cannot be easily understood by ordinary employees. Accordingly, the study recommends that the government amend the Labour Act (2015) to return to the old conciliation and arbitration system which was decentralised to the districts. When making the amendments to the Labour Act, the government should also consult with general employees and employers, because they are the victims of the current system. Furthermore, workers' committees and trade unions should also be empowered to support and educate employees.

This paper 1 provides an overview of the negotiated Nordic labor market regimes and their various paths of adjustment from bust to boom in recent decades. Developed in small, open economies, the Nordic labor regimes are often associated with strong centralized agreements and associations, high union density, and extensive worker representation, which have been embedded in social models based on close interaction between working life policies, the welfare state and macroeconomic policies. In leaner forms these features have undoubtedly contributed to the high Nordic levels of mobility, equality and employment in recent years ("flexicurity"), but an often overlooked part of the story is the increased scope for product market competition and the supply-side reforms undertaken in the Nordic countries since the crises in the 1980-90s. Another distinction of the revitalized Nordic models is the growing importance of management-union negotiations and dialogue at the company level. A key argument in this paper is thus that the capacity for negotiated flexibility and adjustment in Nordic labor markets has been critically reliant on the multilevel, single-channel pattern of articulation between centralized coordination and decentralized negotiations linking restructuring, training, productivity and pay issues.

We address developments in collective wage bargaining arrangements in northern Europe in the light of two major political-economic challenges: EU eastern enlargement and the financial and economic crisis which broke in 2008. Through the lens of debates on convergence and divergence, we examine three dimensions of collective wage bargaining: coordination across sectors; articulation between different levels; and regulation of wage floors. We draw on findings from five countries and four sectors. Our analysis undermines the proposition that developments exhibit a common liberalising trajectory. It points to the differential impact of the two major political-economic challenges as between sectors, highlights similar and different policy responses by actors within a sector across countries, reveals differing consequences for governance of collective wage bargaining across sectors and countries, and finds no uniform trend in wage inequality outcomes. L’examen des accords issus de la négo...

This paper 1 provides an overview of the negotiated Nordic labor market regimes and their vari-ous paths of adjustment from bust to boom in recent decades. Developed in small, open econo-mies, the Nordic labor regimes are often associated with strong centralized agreements and asso-ciations, high union density, and extensive worker representation, which have been embedded in social models based on close interaction between working life policies, the welfare state and macroeconomic policies. In leaner forms these features have undoubtedly contributed to the high Nordic levels of mobility, equality and employment in recent years ("flexicurity"), but an often overlooked part of the story is the increased scope for product market competition and the supply-side reforms undertaken in the Nordic countries since the crises in the 1980-90s. Another distinction of the revitalized Nordic models is the growing importance of management-union negotiations and dialogue at the company le...

This study analyzed the impact of the Collective Bargaining Agreement (CBA) between Dole Philippines, Inc. and the Labor Employees Association of Dolefil Polomolok Hourlies (LEAD.PH) in South Cotabato, Southern Philippines on the development of workers' capabilities. It used Martha Nussbaum's Capability Approach (CA) framework. It examined how CA enhances employees' capabilities and functioning through economic security, health, education, and work-life balance. A mixed-methods approach was used, analyzing the 2020-2025 CBA and a phenomenological exploration of union members' lived experiences through semi-structured interviews. The results show that the CBA significantly improves health and work-life balance through benefits such as health care and leave entitlements. However, challenges remain in terms of economic stability, access to technical training, professional development opportunities, and wage structures that may not fully meet the evolving needs of the workforce. These constraints can affect workers' agency and their ability to enjoy the life they value. Despite these challenges, the study highlights the importance of incorporating comprehensive development into CBAs, addressing both the personal and professional needs of workers. This study underscores the need for CBAs to prioritize employees' well-being and skills development to ensure they have the opportunity to lead meaningful and fulfilling lives.

Increases in national minimum wages can have various knock-on effects – they can, for instance, lead to wage rises more generally and can influence the social partners’ latitude in collective bargaining. This report examines how changes to national minimum wages affect collectively agreed and actual wages in selected low-paid jobs and sectors. A quantitative analysis uses the Eurofound database on minimum wages for low-paid workers in collective agreements to analyse the impact of national minimum wages on collectively agreed minimum wages. Data from European Union Statistics on Income and Living Conditions are used to analyse the impact of national minimum wages on actual wages.

A qualitative analysis is based on national case studies of the residential and social care and the manufacture of food and beverages sectors in six Member States: France, Germany, Portugal, Romania, Slovenia and Spain. These Member States were selected because they differ in terms of the interaction between national minimum wages and collectively agreed wages. The analysis finds that, generally, there is a positive association between national minimum wage uprates and changes to both actual and negotiated wages in low-paid sectors, although there are differences among the countries.

The European Social Model involves among other things: fundamental social rights, social protection and social dialogue. The neoliberal path chosen by Europe combined with the financial crisis led to the introduction of austerity measures that endanger key elements of that model. Europe and its Member States have common and national mechanisms to ensure distributive justice, citizens’ participation and the continuity of the European Social Model even when it is threatened by international financial conditions or the political choices of its rulers. As a part of the ETHOS Struggles for Justice – Impact of Social and EU Charters in times of crisis project, our research aims to answer two leading questions: to what extent is the national social dialogue a democratic instrument that uses horizontal and democratic processes and whether it is a powerful instrument for the preservation of the European Social Model?Our paper reports on the actual status and functioning of social dialogue as...

Greek shipping is the world's leading power and is well known for its efficiency and performance. The Greek fleet represents almost 21% of the global fleet in terms of capacity (deadweight tonnes -dwt) and 60% of the European Union's one (Union of Greek Shipowners, 2023). Apart from the entrepreneurship competence of Greek shipowners, the contribution of Greek seafarers to the development of the so-called "Greek maritime miracle" has been decisive. Greek seafarers are known for their seamanship, qualities as well as their skills. However, according to data from the Hellenic Statistical Authority, the number of Greek seafarers is diachronically decreasing. Indicative of this trend is the fact that from 2000 to 2020, the number of Greek seafarers employed in Greek-owned vessels reduced by 45% (18.450 in 2000 vs. 10.087 in 2020). The aim of this research is twofold: first, to identify the reasons for the decreasing trend in the number of the Greek seafarers and, second, to highlight the initiatives and other actions the Greek shipping community could adopt in order to attract highly qualified seafarers to the Greek-owned fleet. In this context, a qualitative study was conducted, the purpose of which was to investigate the views of industry's stakeholders, in respect to the factors that shape the downward trend of seafarers figures. The outcome of this study sheds light on the reasons affecting the attractiveness of seafaring profession and further actions required for addressing promotion gaps.

This interview revisits Wu Jieh-min’s Rival Partners, a study of how Taiwanese capital, in partnership with Guangdong officials, shaped China’s export-oriented development model. Drawing on fieldwork that began in 1994, Wu illustrates how Guangdong’s hybrid of state-led capitalism and flexible local governance became the prototype for China’s integration into global capitalism. He traces how this model migrated inland, producing successive versions of export-processing regimes. Wu reflects on the challenges of conducting field research amid rapid structural transformation, particularly in accessing sensitive insights from Taiwanese managers and migrant workers. In light of the 2008 global financial crisis, Wu argues that the Guangdong Model transitioned from a developmental state logic to a more predatory form of party-state capitalism. Although no longer central to China’s economic strategy, the model’s enduring capacity to generate foreign reserves continues to underpin Beijing’s geopolitical projects, including technological self-reliance and infrastructure expansion.

This is one of the steepest drops in a decline dating to the early 1980s, when unions participated in over 6,000 elections annually . The drop for 2006 may reflect unique circumstances, including an election year in which unions devoted substantial efforts to wresting control of Congress from Republicans, coupled with union efforts to pass the Employee Free Choice Act (EFCA). Nevertheless, it underscores the long-term downtrend in organizing. When Congress created the NLRB in 1935, elections were intended to be the primary means by which private sector workers could decide on union representation. The rules changed in 1947 with the Taft-Hartley amendments, and to lesser degrees with other legislation and case law rulings. The social and economic environment certainly changed since 1935, and the parties themselves evolved. "Things are different now" is, however, not a satisfactory explanation for dramatic changes in election activity over the past 30 years that are underscored in the 2005-06 decline. Explanations are especially needed in that union leaders, notably AFL-CIO President John Sweeney, have publicly championed intentions to boost organizing for more than 10 years. In 1995 John Sweeney rose to power in a virtually unprecedented coup. A key plank in Sweeney's platform was radically increased union organizing. Despite efforts to realize that goal and considerable rhetoric, many palace guards began grumbling in the early 2000s. Union decline in absolute terms, and certainly relative to job growth, continued. The Carpenters left the federation, followed by a broader revolt in 2005-06 wherein several major affiliates broke away to join the Carpenters in a new "Change to Win" federation. Assessments of Sweeney's record and the subsequent federation break-up stress the limited power of the AFL-CIO vis-à-vis national union affiliates. Decision-making authority and resources remain largely in the realm of national union autonomy ). Sweeney's efforts to boost affiliates' organizing efforts have been likened to "herding cats." Although various factors including personality clashes and priorities on politics and organizing played a role in the federation's rebellion, fundamentally the rebels' frustrations centered on the inability of the federation to foster change in affiliates. Bronfenbrenner (2001) argued that union leaders know what must be done to boost membership growth, but lack the determination or ability to do it (also see . Even within the new federation, national union autonomy remains jealously guarded, a factor, among others, leading to questions on whether the split really matters (e.g., Chaison 2007). Simplistic assessments and the popular media tend to focus on personality clashes, the irony of mentor-protégé friction, and the potential drama of dueling federations. Fuller understanding also requires attention to the role of national unions, their decision processes, structures, environments, and other less dramatic elements. Some assessments have recognized this (e.g., , but analyses still rely heavily on impressionistic, indirect, and anecdotal evidence. More systematic analysis of national union organizing records may shed light on the nature and causes of continuing union decline. Unfortunately, there is no reliable official census of union membership by union. Official figures make clear that aggregate U.S. membership has steadily fallen, or at best stagnated for brief periods while employment has grown (U.S. Department of Labor 2007). Private sector unionization fell below 8% in 2005, and further in 2006. Even with relatively stable public

El avance tecnologico y el uso extendido del software que tuvo lugar desde la ultima decada ha facilitado la promocion de nuevos modelos de negocio y, con ello, la modificacion de la dinamica de la industria financiera a nivel mundial. Este articulo se propuso reflexionar acerca del impacto que tuvo el surgimiento de las companias fintech en el trabajo bancario en Argentina entre 2017-2019. A traves de la revision documental, se identificaron las posiciones esgrimidas tanto por las camaras bancarias como por la organizacion sindical nacional para evidenciar los efectos de este impacto. Este estudio cobra relevancia al considerar una lectura en clave medular del fenomeno de la fintechizacion , en tanto que se demarca de cualquier otra tendencia reciente en la economia digital, entre ellas, la uberizacion . De la revision se concluyo que los efectos sobre el trabajo bancario revisten un caracter antinomico al contrastar la perspectiva de ambos actores.

Η θέσπιση και εφαρμογή του καθεστώτος της επαγγελματικής ισοδυναμίας είναι σύμφωνη προς το ευρωπαικό δίκαιο και δεν αντίκειται στις διατάξεις του άρθρου 16 του Συντάγματος, σύμφωνα με την υπ' αριθμ. 890/2025 απόφαση του Συμβουλίου της Επικρατείας.

Desenvolvemos um estudo cross-country aplicado a um conjunto de paises da OCDE no periodo de 1980-2013 que visa analisar a relacao macroeconomica de longo-prazo entre as despesas sociais publicas agregadas e o produto. E um estudo de estatistica descritiva e econometrica que pretende elucidar e testar as seguintes hipoteses: a) a evolucao das despesas sociais publicas depende do nivel de rendimento dos paises; b) a relacao entre as despesas sociais e o PIB depende da dimensao do Estado Social e c) aquela relacao (nao sendo linear) depende de regimes do Estado Social. Para alem da analise de estatistica descritiva, utiliza-se econometria de series nao estacionarias (o modelo DOLS) e um modelo de thresholds (modelo de Hansen, 1999). As hipoteses a) e c) sao confirmadas mas nao a b). Prova-se que existe uma relacao positiva entre o Estado Social e o produto, qualquer que seja o nivel das despesas sociais publicas, a distribuicao considerada ou partes da mesma, e ha tres regimes de Esta...

The glass ceiling continues to be a major hurdle for women's career advancement within corporate India, in spite of statutory mandates and organizational diversity initiatives. This paper attempts to review, between 2015 and 2024, critically assess the Human Resource (HR) practices that have both contributed to breaking this barrier, promoting gender diversity, and enhancing women's career advancement. HR Ideas such as diversity training, inclusive hiring, mentoring/sponsorship programs, flexible working arrangements, and anti-discrimination measures are reviewed through a review of literature in the study. Findings showed that unconscious bias has a significant influence on recruitment decisions, promotion policies, and workplace culture in defining the hierarchies, often perpetuating male-dominated leadership. While some corporations have adopted diversity training and blind hiring in order to avoid bias, the efficacy of these vary across sectors. Challenges concerning work-life balance have historically disadvantaged women because of the traditional expectation that they bear the bulk of caregiving responsibilities. Although flexible work policies, paid parental leave, and child care support have recently been introduced, these provisions are nevertheless inconsistently applied across organizations, further undermining women's enhancement opportunities. The study said that, the addition of exploration into women's experiences within professional hierarchies suggests there may be far-reaching implications in terms of their career trajectories. The observation is made that due to men continuing to stagnate in senior leadership roles, if women could gain such valuable access, they're empowered, although the opportunities are limited. Gender diversity case studies, further illustrated through companies like Infosys, ICICI Bank, and Tata Steel, also demonstrate the success of structured HR interventions to promote gender inclusivity. Women continue to struggle with oppression in male-dominant industries like manufacturing, engineering, and finance, where there are hardly any opportunities for leadership. After a due course of time taken to reassess equality, legislative measures put in place like the Companies Act, which states that one female director should be mandatory in a corporate board, has not led to addressing the systemic barriers, implying a deep cultural shift is the need of the hour for organizations. The study recommends that organizations should transcend beyond mere token diversity actions and arm themselves with the knowledge to build gender equity in their corporate DNA through serious and committed leadership, transparent promotion policies, and strict adherence to anti-discrimination laws. Organizations should focus on strengthening of women leadership programs, structured assessments, and partnership initiatives designed to cultivate a more positive environment for women to experience equal professional success. These findings are likely to fit well for

Von den traditionsreichen Docks in Antwerpen bis zu den automatisierten
Terminals in Hamburg verschieben sich allmählich die Machtverhältnisse zwischen Hafenarbeiter*innen und globalen Logistikgiganten. Da schnell verderbliche Güter wie Bananen immer kürzere Umschlagszeiten erfordern, beginnen die einst stabilisierenden Poolsysteme, die sichere Arbeitsplätze garantierten, zu bröckeln. Untergräbt der neue, flexible „Markt“ hart erkämpfte Arbeitsschutzrechte? Diese Studie legt die Faktoren offen, die zur neoliberalen Flexibilisierung der Arbeitskraft führen. Sie zielt darauf ab, angesichts neuer geopolitischer Herausforderungen Licht auf die Arbeitsbedingungen im Hafen zu werfen.

Al momento della riapertura delle biblioteche, dopo la chiusura totale dei locali al pubblico e al personale, si profilera l'esigenza di poter ricominciare a utilizzare gli spazi ed erogare i servizi con norme attente al coronavirus e alla sua diffusione. In materia, in attesa di documenti ufficiali nazionali specifici per le biblioteche, proviamo ad analizzare quanto consiglia IFLA e quanto indicato nel Protocollo italiano del 14/3/2020 condiviso tra Governo, datori di lavoro e sindacato per tutte le imprese e tipi di locali

política neoliberal, la producción académica ha incorporado ampliamente los cambios socio-productivos como un eje de análisis primordial, poniendo énfasis en el impacto de los cambios tecnológicos en los mercados de trabajo y en la identidad de los trabajadores.

Relaciones laborales y sociedades democráticas en América Latina y Europa. Presentación/ Mariela Quiñones De la negociación colectiva al diálogo social. La transformación de las relaciones profesionales en la Unión Europea y Francia/ Anne Dufresne, Nicole Maggi Germain Diálogo social y revitalización sindical. Una reflexión sobre las relaciones laborales en Argentina post devaluación/ Cecilia Senén González, Carla Borroni La construcción de la cultura de diálogo social en Uruguay/ Mariela Quiñones, Marcos Supervielle El Sistema de Relaciones Laborales en Uruguay en el segundo gobierno del Frente Amplio/ Jorge Notaro Negociación colectiva en el medio rural uruguayo: los primeros pasos/ Paola Mascheroni Laport Avances e inercias en la negociación colectiva uruguaya. Una comparación de dos experiencias históricas/ Francisco Pucci, Soledad Nión, Fiorella Ciapessoni Prostitución y trabajo sexual: el estado de arte de la investigación en Uruguay/ Clara Musto, Nico Trajtenberg Reseña bibli...