Labour Law

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.

Важливим чинником загального добробуту суспільства є соціальна безпека кожного громадянина, досягнення якої реалізується через функціонування ефективної пенсійної системи, соціальне страхування, доступність якісних медичних послуг, матеріальну підтримку у складних життєвих ситуаціях. Унаслідок обмеженості бюджетних ресурсів для фінансування системи соціального захисту населення виникає необхідність використання інструментів страхування задля нейтралізації дії основних соціальних ризиків. Проте роль соціального й особистого страхування у фінансовому забезпеченні соціального захисту громадян залишається недостатньою, а його потенціал у підвищенні добробуту українців недооцінений. Зазначене зумовлює актуальність питань пенсійної реформи, підвищення ефективності соціального страхування, запровадження обов'язкового медичного страхування в умовах сьогодення. Мета -обґрунтувати роль та окреслити перспективи розвитку соціального й особистого страхування у контексті забезпечення суспільного добробуту в Україні. Результати. Розкрито сутність і головні складові суспільного добробуту. З'ясовано, що рівень добробуту українців в десятки разів нижчий, ніж в європейських країнах. Важливими складовими суспільного добробуту є системи соціального захисту й охорони здоров'я населення. Доведено, що негативними чинниками впливу на систему соціального захисту населення упродовж останніх років є низький рівень доходів і зростання видатків Пенсійного фонду і Фонду соціального страхування України внаслідок високого рівня інфляції, номінального підвищення соціальних стандартів, поширеної практики міні-Михайло КРУПКА доктор економічних наук, професор, заслужений діяч науки і техніки України, Львівський національний університет імені Івана Франка, Львів, Україна,

The arrival of Latino immigrant workers and the weakening of federal labor regulations after Hurricane Katrina raised concerns about labor conditions and workers’ rights. We carried out a survey of workers at 212 randomly selected addresses in the city of New Orleans, successfully interviewing 212 out of 351 workers approached (40% refusal rate). Workers were asked about their demographic, employment, and health characteristics, as well as violations of human rights they may have experienced. The survey was supplemented with in-depth qualitative interviews with Latino workers and key informants in Louisiana and Mississippi. Our study showed that Latino workers, particularly undocumented workers, experienced lower wages, more nonpayment of wages and/or overtime wages, and fewer worker protections than non-Latino workers. The poorer treatment of Latino and undocumented workers is thought to reflect employers’ perception of them as a disposable labor force. Indeed, few of the workers w...

.2020 yılında 19,1 yıla yükselen "mutemel eğitim süresi" 2024 yılında 17,2 yıla gerilemiştir. Nedenleri; hayat pahalılığı ve  eğitim maliyetindeki artış, eğitimine uygun iş bulamama, düşük ücretler, ortalama ücretin asgari ücrete yakınsaması ....Bir istatistiki veri onlarca sorunun özeti.

Purpose: This article reflects on the profound changes affecting contemporary labour markets, adopting as its analytical lens the forms of labour regulation that operate through the definition, recognition, and valorisation of competences. The primary objective is to understand how these processes unfold in labour markets characterised by the weakening, or even absence, of stable institutional mechanisms, and how this reshapes professionalisation and collective bargaining processes. Methodology: The study adopts a conceptual analytical strategy and, drawing on a focused review of the sociological literature, identifies a series of ideal-typical models as interpretative tools to understand the fragmentation of labour regulation forms centred on the role of competences. Findings: The analysis identifies emerging models that coexist with traditional ones, which themselves tend to evolve and hybridise, generating highly differentiated trajectories of professionalisation. In particular, the emerging models are characterised by modes of professional recognition that are market-oriented and driven by technological innovation. Today, artificial intelligence acts as a catalyst for changes in work tasks and occupational roles. Research limitations/implications: In the absence of original empirical research, the findings provide a framework that can inform future studies and guide the design of public policies aimed at integrating economic innovation with labour protection. Originality: This contribution can be situated within a variety of academic debates that address the issue of labour market regulation from different perspectives. However, it positions itself more specifically as an attempt at theoretical innovation within the field of professionalisation studies, by showing how the evolving role of competences contributes to shaping trajectories that existing theoretical models struggle to fully account for.

Description
"Children are the most precious human capital of any country. However, in developing countries like Bangladesh, economic constraints limit opportunities to fulfill children’s fundamental needs. As a result, children are often deprived of essential necessities, love, affection, and a nurturing environment, contributing to the rise of child labor. In Bangladesh, child labor is a significant issue, with approximately 4.7 million children aged 5-14 years identified as economically active in 2002-03, and a labor force participation rate of 13.4% for this age group, according to the National Child Labor Survey (NCLS).

Child labor in Bangladesh has increased notably in recent years, with children traditionally involved in agriculture now moving into other sectors, including the vehicle industry. Existing laws in Bangladesh prohibit child labor in all sectors, yet many working children still miss the opportunity to attend school and are treated as inexpensive labor. They often endure harsh conditions, including inadequate food, poor clothing, unsafe work environments, inconsistent wages, and limited recreational opportunities. Many also face physical, mental, and sometimes even sexual harassment.

This research aims to examine various aspects of child labor in the vehicle sector in Chittagong, including the socioeconomic and cultural consequences and the need for adequate relief and support for child workers. The objective is to analyze trends and provide insights that could inform policies and interventions to protect the rights and well-being of child laborers in the region."

Streszczenie. Opracowanie przedstawia problematykę bezpieczeństwa i higieny pracy, której podstawowym elementem jest ocena ryzyka zawodowego. W artykule skupiono uwagę na obiekcie badań, którym było stanowisko pracy rozumiane jako system pracy, a w szczególności element struktury organizacyjnej przedsiębiorstwa, który powinien być badany w aspekcie miejsca i warunków wykonywania pracy. W publikacji zawarto analizę wymagań dotyczących podejścia do oceny ryzyka zawodowego według wybranych aktów prawnych, Polskiej Normy PN-N-18002:2011 i wybranych publikacji. Na tej podstawie zaproponowano autorską korektę wybranych przepisów dotyczących oceny ryzyka zawodowego: art. 226 Ustawy z dnia 26 czerwca 1974 r. Kodeks pracy (Dz.U. z 2014 r. poz. 1502 z późn. zm.) i § 39a.3 Rozporządzenie Ministra Pracy i Polityki Socjalnej z dnia 26 września 1997 r. w sprawie ogólnych przepisów bezpieczeństwa i higieny pracy (Dz.U. z 2003 r. Nr 169, poz. 165, z późn. zm.).

Maison des Sciences Économiques, 106-112 boulevard de L'Hôpital, 75647 Paris Cedex 13 http://centredeconomiesorbonne.univ-paris1.fr/bandeau-haut/documents-de-travail/ ISSN : 1955-611X ... Les formes particulières d'emploi en France : un état des lieux

Bir toplu iş sözleşmesinden kural olarak taraf işçi sendikasına üye işçiler yararlanır. Ancak sadece taraf işçi sendikası üyelerinin yararlanmasının kabulünün sendikal özgürlüklere zarar verici nitelikte olması sebebiyle dayanışma aidatı ödeyerek yararlanma da kabul edilmiştir. Taraf işçi sendikasına üye olmak istemeyen ancak işyerlerinde uygulanmakta olan toplu iş sözleşmesinden yararlanmak isteyen işçiler, dilediği sendikaya üye olma ve sendikaya üye olmama özgürlüklerinin güvencesi niteliğindeki dayanışma aidatını ödeyerek toplu iş sözleşmesinden yararlanabilirler. Bu şekilde yararlanmanın başlangıcı konusunda 6356 sayılı Sendikalar ve Toplu İş Sözleşmesi Kanunu'nun 39. maddesinin 4. fıkrasında sadece "…Dayanışma aidatı ödemek suretiyle toplu iş sözleşmesinden yararlanma, talep tarihinden geçerlidir. İmza tarihinden önceki talepler imza tarihi itibarıyla hüküm doğurur." düzenlemesi yer almaktaydı. Söz konusu hükümdeki "İmza tarihinden önceki talepler imza tarihi itibarıyla hüküm doğurur." cümlesi Anayasa'nın 13., 51. ve 53. maddelerine aykırı olduğu gerekçesiyle iptal edilmiştir. Çalışmamızda öncelikle dayanışma aidatı ödeyerek toplu iş sözleşmesinden yararlanma ve bunun başlangıcına yer verildikten sonra Anayasa Mahkemesi'nin 30.12.2020 tarihli ve Esas 2020/57, Karar 2020/83 sayılı iptal kararı ile bu karara ilişkin değerlendirmelere yer verilmeye çalışılacaktır.

Shumylo М.М., Simutina Ya.V. Monitoring of employee’s work correspondence: the constitutional right to secrecy of correspondence in the light of labour relations.
The article examines one of the controversial issues in the field of labour relations, namely, monitoring of an employee’s work correspondence as a form of employer’s control. The secrecy of correspondence is guaranteed by the Constitution of Ukraine and a number of global and regional international acts. This right is not declarative and its protection is ensured by legal instruments of substantive and procedural law. The current legislation prohibits monitoring of a person’s correspondence, and violation of this prohibition entails legal liability. In addition, national legislation protects the secrecy of correspondence even if the person who sent the letter is deceased. The only exceptions are during investigative actions and in the presence of a court decision. However, in the area of labour relations, correspondence is part of the employment relationship.
Modern labour relations use correspondence as a common tool for fulfilling labour relations. So, a natural question arises: can the employer monitor the employee’s work correspondence? The answer is yes, since work-related correspondence is carried out on behalf of the employer or in its interests. Work correspondence is sent and stored on electronic resources provided to the employee by the employer. The author presumes that an employee should not use work resources for private purposes.
The article reveals the constitutional aspect of the protection of the right to secrecy of correspondence, and cites the main international acts guaranteeing respect for private life and inviolability of correspondence.
A special place in the study is devoted to the analysis of the case law of the European Court of Human Rights, which examined this aspect through the prism of Article 8 of the European Convention on Human Rights. The author presents the criteria developed by the ECHR for determining whether or not an interference with a person’s private life is an intrusion.
The article concludes with the wording of the provision of the draft Labour Code of Ukraine, which proposes to define the legal framework for monitoring an employee’s work correspondence. The author also provides a commentary on certain provisions for a better understanding of the purpose and objectives of the proposed rule.
Key words: monitoring of employee correspondence, secrecy of correspondence, work environment, ECHR case law, personal life, private life, interference with personal life, draft Labour Code.

In una sorta di bilancio tracciato a poco più di dieci anni dal Convegno catanese del 1972 su L'uso alternativo del diritto ( 1 ), Pietro Barcellona, che di quell'incontro era stato ideatore e promotore, offriva un quadro dettagliato di ciò che restava, al tornante degli anni '80, dell'intensa stagione vissuta dalla scienza giuridica nel decennio antecedente ( 2 ). Pur di fronte alla già ben evidente tendenza al « ridimensionamento degli anni '70 », affermava che la ricchezza delle esperienze scaturite da quella storia recente non poteva essere messa in discussione: le aperture interdisciplinari, la consapevolezza della storicità, della politicità, della fine della neutralità del diritto non erano effimere infatuazioni ideologiche di una generazione, ma novità vere che avevano determinato « uno strappo » nella tradizione e trasformato il modo di intendere il ruolo del giurista; un giurista che finalmente cessava di essere il custode degli equilibri esistenti e della « pace sociale intesa come staticità ». Lo 'strappo' degli anni Settanta era presa d'atto della crisi delle categorie giuridiche tradizionali e « inizio di una nuova fase » caratterizzata dalla ricerca di una complessiva unità del sapere sociale e dalla fine della solitudine del giuridico. Al tornante degli anni '80, sostanzialmente immutato restava, dunque, per Barcellona, il processo indirizzato ad « annodare i rapporti tra diritto e storia, tra diritto e cultura, tra diritto e politica, per fondare la responsabilità del giurista verso il suo tempo e la sua società » ( 3 ). Cinquant'anni dopo il Convegno catenese, il ricco volume che raccoglie gli atti di un ciclo di seminari tenutisi tra dicembre 2022 e marzo 2023, presso

A  lo largo de los años, la importancia del diálogo social en las relaciones de trabajo ha sido cada vez mayor, ciertamente con avances y retrocesos. En el plano internacional, europeo y español, el bipartismo en unos casos y el tripartismo en otros ha sido punto de referencia para abordar, ya fuera con éxito o no, los cambios en las normas laborales y de protección social, y con impacto indudable sobre otras medidas políticas y económicas. El presente texto recopila los artículos publicados en el blog sobre el diálogo social desde 2008 a 2025 para sostener las afirmaciones anteriores.

The Appellant, Barbados Agricultural Management Co Ltd was a state-owned enterprise charged with the management of Barbados’ national agricultural function. The Respondent, Dr. Orville Wickham was, up to the time of his dismissal, the Agricultural Manager and Head of Department in the Agricultural Department of the Appellant. During a period of austerity and fiscal adjustment in Barbados, the governing administration reduced its annual subvention to the Appellant by BDS$ 12M, and both the Ministry of the Civil Service and the Ministry of Agriculture and Food Security instructed the Appellant to ‘achieve greater efficiencies in its operations by way of restructuring’. Consequently, the Appellant decided to reduce its staff complement by means of redundancy.  Subsequently, by a letter dated 27 December 2017, the Appellant terminated the Respondent’s employment, advancing as the reason the dual ministerial directive.  The Respondent filed a claim for unfair dismissal against the Appellant before the Barbados Employment Rights Tribunal (‘the Tribunal’). The Respondent asserted that he was not a member of a union, nor had he been consulted with by the Appellant as an ‘affected employee’ pursuant to s. 31of the Employment Rights Act 2012.  The Appellant appealed the Tribunal’s ruling on the basis that the Tribunal had erred in law in holding that the Appellant failed to comply with s. 31 of the ERA. the Court of Appeal concluded that the Respondent was unfairly dismissed due to the absence of proper consultation. This commentary appraises the judgment of the Court of Appeal, particularly the analysis of Cumberbatch JA.

I consider it my great privilege to have the opportunity to pen this foreword to the 2024 Edition of the Judges Journal published by Sri Lanka Judges' Institute. This publication has constantly been a beacon for intellectual engagement and continues to foster legal discourse surrounding the evolution of the judicial system and the challenges therein. Oliver Wendall Holmes Jr., a celebrated associate justice of the Supreme Court of USA, stated once that "The Law embodies the story of a nation's development through many centuries, and it cannot be dealt with as if it contained only the axioms and corollaries of a book of mathematics. " it is his claim that the Judiciary serves as the bedrock of a democratic nation. In my view, to carry out this immense responsibility placed upon itself, it is imperative that the judiciary keeps adapting to the dynamic paradigm shifts in fields of legal scholarship, technology, sociology and scientific thought to confront the emerging complexities inherent to its duty. This journal, with its thoughtful and well-researched articles provide the perfect platform for stakeholders in the judicial service and the legal profession to disseminate and reflect upon such developments from both an international and a domestic perspective. The role of the judge is not to merely listen to arguments and choose a victor, but to interpret the law with the responsibility of not just meeting out justice but also setting a standard for legal precedent for the public to reflect upon. Therefore, engaging in active legal dialogue has become indispensable in our chosen field. I, once again, commend the Judges' Institute for their diligence and periodical publication of this journal which serves as a bridge for informed conversations and sharing of knowledge on issues both topical and universal in nature. I extend my heartiest congratulations to the Judges' Institute and its officials and wish them great success in their future endeavors.

El artículo 17 TFUE declara la neutralidad de la Unión Europea frente a los modelos de relación asumidos por los Estados miembros frente al fenómeno religioso. Sin embargo, más allá de esta previsión, la Unión necesariamente tiene una posición propia frente al fenómeno religioso que actúa como principio informador de sus acciones en esta materia. Aunque el Tribunal de Justicia no se ha pronunciado de modo explícito acerca de cuál sea esta posición, este trabajo identificará los rasgos básicos que pueden extraerse de su jurisprudencia.

This report evaluates 'under-declared employment', which is the practice where a formal employer pays a formal employee an official declared wage but also an additional undeclared (envelope) wage in order to evade the full social insurance and tax liabilities owed. The aim is to evaluate the prevalence, characteristics and distribution of this fraudulent wage practice in Croatia, to explain its existence, and to provide an evidence-based evaluation of the different policy approaches for tackling it, and a set of policy recommendations. To evaluate the prevalence and distribution of under-declared employment in Croatia, and explain its existence, three surveys are reported: the 2013 special Eurobarometer no. 402 survey which surveyed 1,000 respondents in Croatia; a 2015 household survey of a representative national sample of 2,000 respondents funded by the European Commission's Framework 7 Industry-Academia Partnerships Programme (IAPP) [grant number 611259] entitled 'Out of the shadows: developing capacities and capabilities for tackling undeclared work' (GREY); and a 2015 business survey of a representative national sample of 521 businesses also funded by the GREY project. In the 2013 Eurobarometer survey, 8.2% of employees in Croatia report receiving envelope wages in the year prior to the survey, and 6.6% of employees in the 2015 GREY survey of employees. This it is very tentatively estimated led in 2015 to a shortfall in social contributions of some HRK 850m per annum. These surveys find that all employee groups, types of business and regions participate in the practice of under-declaring salaries. However, it is relatively more concentrated in some employee groups, business types and places than others. The finding is that men and younger age groups are more likely to receive envelope wages, and that this illegal wage practice is particularly prevalent in the agricultural, construction, transport and communications, hotels and restaurants, and household services sectors. Conventionally, under-declared employment has been tackled by increasing the penalties and risks of detection so as to deter participation. This, however, does not deal with the causes of under-declared employment. It only deals with the effects. To identify the systemic drivers of under-declared employment, an evaluation of the relationship between cross-national variations in under-declared employment and various macro-level economic and social conditions reveals that the likelihood of under-reporting wages is lower in: wealthier economies; with modern state bureaucracies; lower levels of severe material deprivation; higher equality; greater levels of expenditure on labour market interventions to protect vulnerable groups; and more effective policies of redistribution via social transfers to protect workers from poverty. It is important,

Personas extranjeras:
En España, se contabilizan 4.037.700 personas extranjeras con disposición y voluntad de trabajar, de los que 2.142.000 son hombres y 1.895.800 son mujeres. De este total, 3.370.000, están ocupadas, lo que equivale al 15,5 por ciento del conjunto de personas ocupadas.
La tasa de desempleo de la población extranjera es del 16,5 por ciento (14,4 para hombres y 18,9 para mujeres), un 2,1 por ciento menos que el año anterior.
Discriminación por motivos de origen racial y étnico.
La discriminación étnica no afecta solo a personas de origen extranjero, sino también a grupos poblacionales de nacionalidad española, tales como personas pertenecientes al pueblo gitano, afrodescendientes o personas árabes, entre otras.
El ámbito de las relaciones laborales no es ajeno a esta discriminación, y ello exige una acción constante de la Inspección de Trabajo y Seguridad Social.
América Latina:
El período comprendido entre 2021 y 2024 ha supuesto un punto de inflexión en la relación entre la Inspección de Trabajo y Seguridad Social española y las Inspecciones de Trabajo de América Latina.
En noviembre de 2022 se creó la Red Iberoamericana de Inspecciones del Trabajo, de la que actualmente forman parte 16 países de América Latina, junto con España y Portugal, bajo el impulso de la Organización Internacional del Trabajo, que se encarga de la secretaría técnica.

The growth of non-standard employment relations has created one of the major challenges in terms of workers' rights as well as collective representation in European societies. Among non-standard employment relations, so-called "solo self-employed"-self-employed workers without employees-are challenging the very foundations of our labor markets, that is to say the opposition between employers and employees, fostering the development of emerging "hybrid" areas of work. The heterogeneity of the solo self-employed is difficult to capture from official statistics, which are still based on traditional classifications, and questions also the legal categories that qualify these workers. Moreover, the fact that solo self-employed workers do not form a homogenous group, and are diverse in terms of their activities, interests and needs, calls for changes in the way trade unions, employer organizations, and new freelancer associations develop collective actions, claims-making activities, and strategies of organizing. With the aim to achieve an in-depth understanding of the increasingly extensive and populated categories of the solo self-employed, this contribution aims at reconstructing the state of the art within different fields of study, such as employment relations, labor law, industrial relations and social movements, and at offering some possible future research directions.

Africa (LLB LLM (UNIN) PhD (UCT)). This article emanates from my PhD thesis entitled Freedom of Association and Trade Unionism in South Africa: From Apartheid to the Democratic Constitutional, University of Cape Town, 2007). 1 For instance, the right to organise, the right to bargain collectively and the right to strike unfold seamlessly from the basic right to freedom of association. They all have in common the balancing of the rights of employers and employees in the workplace. 2 Creighton "Freedom of association" in Blanpain et al (eds) Comparative Labour Law and Industrial Relations in Industrialised Market Economies (1987) 173. 3 Elias Government and Politics in African Context (1963) 1. 4 Grobbelaar "An overview of industrial relations in South Africa" in Coetzee (ed) Industrial Relations in South Africa (1976) 178. 58 Workers' right to freedom of association and trade unionism in South Africa _______________________________________________________________ 2 Workers' right to freedom of association under the colonial and apartheid South African legal order 2 1 Introduction The history of freedom of association and trade unionism in South Africa before the new constitutional legal order will be divided into three periods, namely the period from the Dutch settlement in 1652 to the formation of the Union of South Africa in 1910, the period from 1910 to the official implementation of a policy of apartheid in 1948, and the period of apartheid from 1948 to 1993. 2 1 1 Workers' right to freedom of association from the Dutch settlement in 1652 to the formation of the Union of South Africa in 1910 The Dutch East India Company formed the first European settlement in southern Africa in 1652. The settlers brought with them a few domestic slaves. 5 In 1658, in order to alleviate their labour shortage problems, the Dutch East India Company landed shipments of slaves from Guinea Coast and Angola for private ownership. 6 Later the majority of the slaves came from Madagascar, Indonesia, South India and Ceylon. 7 Slavery in Southern Africa was abolished in 1834. 8 In 1856, white farmers in the Cape pushed for legislation aimed at addressing their complaints of labour shortages. 9 The legislation set out the respective rights and duties of master and servant in a non-racial way. During this period, the issue of trade unionism was of little interest. 10 Arguably, the South African labour-relations system had its origin in the discovery of diamonds 11 and gold and the subsequent development of the mining industry. 12 The discovery of diamonds and gold led to an influx of labour and to the establishment of other industries to support the mining community.

Falaremos das intituições não grandiosas, e de forma não monumental. Quem, hoje em dia, se refere a instituições, em ambiente ou registo jurídico, normalmente ou está a falar de institutos jurídicos, ou de macro-ou mega-institutos jurídicos, ou então, muitas vezes, das instituição do Estado, ou do próprio Estado tout court. Porém, há instituições mais próximas, mais quotidianas até (embora o Estado seja uma presença constante no tempo que passa : nessa sua sombra proteiforme que nos acompanha), quiçá menos "simbólicas", cuja importância é vital, mesmo numa perspectiva de democraticidade da sociedade e do próprio Estado... Há teorizações idílicas sobre as Instituições deste tipo. Certamente que alguns corporativismos, sobretudo os mais anacrónicos, as exaltaram como formas até de substituto das democracias representativas. Mas nos tempos que correm as microinstituições, e mesmo estratos inferiores das macro-instituições, quiçá, atravessam um 1 Associamo-nos com este escrito aos estudos que postumamente prestam tributo a Aníbal Almeida, e para que fomos honrosamente convidado pelo Senhor Prof. Doutor Avelãs Nunes. É um gesto simbólico da maior justiça a um dos grandes vultos da Faculdade de Direito de Coimbra e da nossa Inteligência. Não é este escrito realmente jurídico (muito menos o será no sentido dogmático) ; tampouco é económico. Porém, temos a convicção de que o homenageado compreenderia bem mais esta nossa heterodoxia. Ecos dela encontrarão futuramente acolhimento em obra mais vasta sobre o Estado e as instituições, a que nos consagramos de momento. Mas a sua razão de ser e origem é esta homenagem. Nota : Tendo-nos sido comunicado o adiamento, aparentemente sine die, da publicação a que se destinava, por falta de fundo, não queremos deixar de publicitar este estudo, em honra do excelente universitário, enquanto aguarda publicação noutro contexto.

O presente artigo pretende discorrer sobre o fenômeno da flexibilização das normas
trabalhistas, especificamente às que permitem a redução de salário do empregado, no Brasil e
em Portugal. Inicialmente, discorrer-se-á sobre a organização normativa do direito do
trabalho. A seguir, se investigará o fenômeno da flexisegurança no Direito do Trabalho, bem
como as espécies de flexibilização existentes nos ordenamentos jurídicos brasileiro e
português, exemplificando sua utilização também em outros países. Posteriormente, analisarse-
á as hipóteses de flexibilização para redução do salário do empregado no Brasil e em
Portugal, apontando as situações permitidas e as restrições e limites a esse procedimento à luz
do vigente ordenamento jurídico nestes dois países.

Many legislations struggle with defining forced labour. There is not much help from international law, since the only regulation in this matter is the 1930 International Labour Organisation Convention No. 29, which is out of date and not fit for the current needs. The lack of a clear definition of forced labour is one of the main obstacles making this phenomenon (which is becoming increasingly common nowadays) so difficult to identify for law enforcement agencies, which is why its perpetrators are so rarely brought to justice. There are many discussions about whether forced labour should be construed as a separate offence or whether it is (and should be) understood as a form of human trafficking (as many international documents suggest). The authors of this paper prefer the latter view. We believe that such a solution is more productive (especially in the Polish perspective), because Poland has developed a whole system of counteracting human trafficking and providing assistance to i...

In any criminal justice system witness plays an important role in dispensing justice, this research article aims at examining the legal framework governing witness particularly in Tanzania jurisprudence. Witnesses in Tanzania like many other countries face challenges to tender their testimonies especially in big offences and organized crimes like corruption, terrorism, treason, money laundering, sexual and gender based violence and few to mention, this is due to intimidation and threat to their life, fear of losing their beloved ones, their jobs or their properties, and as the result normally choose to deliver nothing. The prosecution service is at high risk when witnesses are put under fear or intimidation which make it difficult for the Judges or Magistrate to decide proceedings in the basis of credible evidence. Therefore when the witness is assured with protection, he can come to the court freely and testify with full information basing on the offence proceeding in the trial.

This paper analyses and evaluates the modifications on conditions of employement in the context of international maritime labour law in a comparative legal methodology, among related existing maritime labour conventions, recommendations with consolidated Maritime Labour Convention 2006. Consecutively this paper addresses conclusion remarks on enforcement of Maritime Labour Convention on the eve of entering into force.

Field inspection is one of the core operations of municipalities. There are over ten types of field inspection in a typical municipality, including inspection of building, road digging, food sales, food processing services, ad signs, malls, city development projects, cattle slaughterhouses, lodging services, and the inspection team itself. Inspection activities are carried out either periodically, randomly, or in response to complaints. The number and variety of inspections make inspection complex. Therefore, managing it manually is inefficient. Another aspect of complexity is the amount of integration required with other systems. To function properly, every type of inspection needs to integrate with several other systems. Building inspection requires integration with the building licenses system; food sales shops inspection requires integration with the shop licenses system, and so on. In addition, all types of inspections need to integrate with core systems, such as those of human...

Scharakteryzowano akty prawne dotyczące ochrony informacji, obowiązujące przedsiębiorstwa. Przeprowadzono badania aktów prawnych celem określenia odpowiedzialności i obowiązków przedsiębiorców przetwarzających informacje chronione na podstawie przepisów prawa. Podjęto próbę określenia działań niezbędnych do zaimplementowania w przedsiębiorstwach dokumentacji dotyczącej ochrony informacji prawnie chronionych oraz próbę przedstawiania skutków dla przedsiębiorstwa spowodowanych niewłaściwą ochroną tych informacji. Słowa kluczowe: informacja, ochrona informacji, przetwarzanie informacji, ochrona prawna.

To quote this document Morris, T., & Dostie, B. (2023). Graying and staying on the job: The welfare implications of employment protection for older workers (2023s-20, Cahiers scientifiques, CIRANO.) * For helpful comments, we thank seminar and conference participants at HEC Montr´eal and the Canadian Economic Association conference.

Szeroka definicja przychodu ze stosunku pracy w art. 12 ustawy z dnia 26 lipca 1991 r. o podatku dochodowym od osób fizycznych zawiera wiele pojęć niedookreślonych, stawiając nieustannie wyzwanie w zakresie kwalifikacji poszczególnych świadczeń jako przychodu pracownika przed praktyką interpretacyjną organów podatkowych oraz orzeczniczą sądów administracyjnych. Szczególne miejsce w tym zakresie zajmują nieodpłatne świadczenia, do których zalicza się m.in. świadczenia w postaci zapewnienia noclegów, wyżywienia czy transportu pracownikom delegowanym do pracy za granicą. Dotychczasowa linia orzecznicza NSA nakazywała uwzględnianie takich świadczeń jako przychodu pracownika delegowanego ze stosunku pracy. Tymczasem glosowane orzeczenie NSA stanowi przełom w spojrzeniu na tę kwestię, odwołując się do obowiązków pracodawcy delegującego wynikających z przepisów dyrektywy 96/71/WE oraz dyrektywy Parlamentu Europejskiego i Rady (UE) 2018/957 zmieniającej dyrektywę 96/71/WE -dotyczących delegowania pracowników w ramach świadczenia usług.

In Bangladesh, more women become part of the job market every year and they frequently feel disadvantaged due to a lack of proper maternity leave regulations, which forces them to deal with the majority of parenting obligations, particularly when fathers cannot remain at home, as well as a lack of waged parental or paternal leave. Social inclusion of men in terms of paternity benefit, let alone parental benefit has not been seen in both sociological and legal context in Bangladesh as the idea of splitting up child care responsibilities equally between father and mother is not supported by our patriarchal society. However, fathers who actively participate in parenting, can make a persistent, beneficial impact on their children's life. Thus, Bangladesh should adopt the paternity leave law, just like other nations have, for the sake of the mother and the child. Hence, this paper by employing qualitative method of study will explore the legal framework for possible adaptation of parental benefit. For that purpose, this paper will bring to light a different dynamic of parental benefit exploring the conceptual framework in both inclusive of male and female. Lastly, this paper will particularly assess a comparative study of legal accepts of different South Asian countries to find out the best practice which can be a recommendation for the policy makers.

Барристер, судебный инн «Грей»; профессор юридического факультета колледжа «Биркбек», Университет г. Лондона; Председатель Европейского центра в защиту прав человека; Президент Европейской ассоциации адвокатов за демократию и права человека; член Совета Свободы (Национальный совет в защиту гражданских свобод); секретарь по международным делам Общества адвокатовсоциалистов имени Хэлдейна. 2 Полный текст постановления Большой Палаты Европейского Суда и приложенных к нему особых мнений судей по делу «Жданок против Латвии» см. в номере 2 журнала за 2006 год (примечание редакции).

This article traces a decade of intense debate within South Africa’s emerging non-racial trade union movement, culminating in COSATU’s formation and ascendancy in the 1980s–early 1990s. It maps the evolving divide—often labelled “workerist” versus “nationalist”—over the unions’ political role amid repression, township uprisings, and rapid change. The analysis begins with the controversy over registering unions under the Wiehahn reforms: advocates framed registration as a tactical concession to be exploited; opponents feared state incorporation. It then examines arguments over affiliation to the United Democratic Front—workerists favouring organisational independence and a class-based mandate, nationalists prioritising broad, multi-class unity against apartheid. Relations with the ANC/SACP alliance are explored through the Workers’ Charter campaign (as a left critique and supplement to the Freedom Charter) and the “two-hat” dispute over union officials simultaneously holding party posts. Using the protracted negotiations that produced COSATU, the article shows how bloc politics, differing strategic horizons, and external pressures shaped leadership alignments and policy choices. While the unions forged close ties with the alliance—evidenced by joint actions such as the mass anti-VAT strike—they also asserted autonomy, warning against unilateralism in negotiations with the state. By the early 1990s a pragmatic modus vivendi had emerged: acceptance of alliance cooperation alongside defence of union independence and shop-floor democracy. The article argues that these tensions are partly generational—rooted in distinct political lineages—and that preserving pluralism within labour has been central to the unions’ development into South Africa’s most powerful organised force.

The purpose of this paper is to investigate how the skill shortage impacts the performance of the construction supply chain in Australia. The study has adopted a quantitative research method. The quantitative data were collected by conducting a survey of employees who work in construction companies in Australia. A regression analysis was used to analyze the data from 113 respondents. The findings of the study reveal that the construction sector in Australia has high labour costs, but workers are still thinking they are not getting paid enough and cannot invest more in themselves to improve their skills. There is a lack of academic and vocational training programs offered to them. Insufficient recruitment and incentive policies are also main barriers to attract talents to the construction industry in Australia. The situation became more serious during the COVID-19 period due to the lockdowns, lack of skilled migrants, and Government working visa policies. The study implies that firms should have a deeper understanding of the reasons for the skill shortage. Firms also need to devise strategies for hiring the right talent. Further, it was found that quality talent can come from the local or foreign markets. More effective selection criteria should be designed so that the best-fit approach can be implemented.

The article discusses the role of collective labor agreements in the manufac
turing sector in Greece between 1964 and 1971, from the perspective of so
cial history and the history of work. From 1935 until 1990, a system of com
pulsory arbitration under government control reduced the scope of collective
agreements and contracts to the regulation of minimum wages across broad
manufacturing sectors and professions. However, despite their limited scope,
collective agreements were actually rich in social meaning regarding work in
manufacture. The categorization of the workforce along age, gender and skill
lines produced subjective and often contradictory perceptions of skilled, un
skilled, “underage”, male and female work. Further research is needed to
identify the ways in which these meanings were interpreted and contested by
workers, employers and trade unions in the various production sectors and
professions.

Ez a kötet a világ legnagyobb könyvtáraiban található, 2020 és 2025 között megjelent legújabb könyveket elemzi a távmunka szabályozásáról az európai országokban és az Egyesült Államokban. Így a Kongresszusi Könyvtár, a Brit Könyvtár,  a Kanadai Könyvtár és Archívum, a Bibliothèque nationale de France, a Det Kongelige Bibliotek, a Biblioteca Nacional de España és a Japán Nemzeti Könyvtár  által megrendelt könyvek jelentik a bemutatásra és elemzésre kiválasztott fő bázist. Az elemzéseket és leírásokat a ChatGPT5 pro verzió mélykeresési algoritmusa készítette.

This volume analyses the most recent books on the regulation of teleworking in European countries and the United States, held by the world's major libraries and published between 2020 and 2025. Thus, the books commissioned by the Library of Congress, the British Library, Library and Archives Canada, Bibliothèque nationale de France, Det Kongelige Bibliotek, Biblioteca Nacional de España and the National Library of Japan are the main base selected for presentation and analysis. The analyses and descriptions were produced by the deep search algorithm of the ChatGPT5 pro version.

La presente investigación se centra en analizar los problemas que surgen
cuando, en el ámbito de las relaciones laborales y como consecuencia del ejercicio de las facultades empresariales de control de la actividad laboral, las personas trabajadoras esgrimen la afectación del derecho a la protección de datos personales. Se trata fundamentalmente de identificar estas situaciones y profundizar en la respuesta jurídica otorgada en los ordenamientos de España y Argentina y, en su caso, en los desafíos que presentan para los intérpretes en la aplicación del Derecho.

A tales efectos, se explora la configuración del derecho a la protección de datos personales, considerando especialmente el impacto de los sistemas de protección de Derechos Humanos en la materia.
Asimismo, se profundiza en la respuesta tanto normativa como jurisprudencial conferida a las prácticas que implican tratamiento de
datos en las relaciones laborales, poniendo especial atención en las características del vínculo como en las facultades empresariales y en las obligaciones a cargo de la empleadora. Además, se identifican supuestos en los que el derecho en cuestión entra en colisión con otros derechos de igual jerarquía, especialmente los derivados de la libertad de empresa, y se analiza cómo se resuelven.

En síntesis, se trata de un trabajo que comprende tanto una labor de identificación normativa como de análisis de los problemas de aplicación y justificación del Derecho.
Al realizarse desde la perspectiva del ordenamiento español y argentino, aunque teniendo muy en cuenta el derecho internacional y supranacional existente en la materia, presenta un importante componente comparativo y especial potencialidad para contribuir a la construcción de sistemas de protección en aquellos países en que el derecho a la protección de datos está pendiente de actualización o desarrollo.

Abstract. Tra i teorici della psicologia della personalità vi è un ampio con-senso sul fatto che la personalità sia il risultato di molteplici cause. Vengo-no in particolare menzionate cause biologiche e ambientali. Tuttavia, non si riscontra tra di esse una teoria coerente della causalità in grado di spiegare la multi-causalità che incide sulla personalità. Questo articolo propone che la teoria aristotelico-tomistica della causalità possa fornire alla teoria della personalità il necessario quadro concettuale per una visione coerente e inte-grata di tale multi-causalità. Da questa prospettiva, il termine “causa” è ana-logo e possiede quattro significati principali: la causa materiale, la causa formale, la causa efficiente e la causa finale. Queste non sono cause scolle-gate, ma costituiscono un sistema in cui ciascuna di esse è reciprocamente dipendente dalle altre. Inoltre, queste quattro cause sono generali e conten-gono altre cause specifiche. In questo articolo si propone di assegnare a ciascun fattore che incide sulla personalità una di queste cause, evidenzian-do la capacità di questa teoria causale di contribuire alla teoria della perso-nalità e alla filosofia della psicologia da una prospettiva tomista. Dall’appli-cazione della teoria causale aristotelico-tomista alla personalità si propone, infine, una definizione completa del concetto di personalità, in cui ciascuna delle quattro cause viene assegnata, in confronto ad altre definizioni meno complete proposte da autori rilevanti per la Psicologia della Personalità.