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The study deals with the development of law for supervision and control in the field of labor in independent Ukraine to find out the condition for legal provision of supervision and control through the prism of normatively established terms, definitions, principles and taking into account the approaches, grounded in legal doctrine, regarding the social purpose of supervision and control institution in order to analyze the gaps and conflicts, ways to overcome them. To achieve the goal, we have defined the following tasks: to characterize the normative and legal acts of Ukraine directly or indirectly defining the key provisions that reveal the legal nature of supervision and control: concepts, purpose, task, scope, principles; find out the content and meaning for the provisions of ratified international and European acts regarding the features of supervision and control over compliance with labor law, the state of their implementation into national law; determine the possible options and justify the optimal one of them in terms of enshrining at the legislative level the specifics of the implementation of supervision (control) measures for compliance with labor law. There were used both general (dialectical) and general scientific (analysis and synthesis), as well as special-legal research methods (historical, hermeneutic, formal-legal, prognostic), based on the requirement of a comprehensive analysis of political and legal phenomena during the study research. Their totality made it possible determining the need to implement the norms of ILO Conventions No.81 and No.129 into national law and the implementation of the provisions, part six, article 2, the Law of Ukraine "On the basic principles of state supervision (control) in the sphere of economic activity", part four, article19, the GK of Ukraine by actualizing the specifics of supervision (control) measures implementation enshrining for compliance with labor law at the legal level

Objective: to conduct a thorough analysis of the evolution of human rights at different stages of development of society, to study the main aspects of the formation of socio-legal status of man in the field of labor. Research methods: general scientific and special methods are used in the work. Results: the peculiarities of the formation and development of labor legislation are analyzed, specificity of the factory legislation in the period of activization of labor movement for labor rights is defined, it is established that «formation of the social status of the person in labor sphere» is formation and development of labor rights, duties. The stages of formation of the social status of a person in the sphere of labor are singled out, namely: 1)collective-dependent (primitive-communal); 2)individually dependent (slave, feudal); 3)factory-industrial (capitalist); 4)collective-totalitarian (Soviet period); 5)integration-European (modern development of Ukraine). It is established that the specificity of primitive society is the collective organization of labor at the initial stage of human life, namely the need for collective efforts to organize life, because man himself was unable to earn a living. Discussion: the question of the social and legal position of man in the field of labor shows that it is work that most fully reflects the level of socialization of man, his motivation, as well as needs. Trends in social evolution indicate the patterns of formation of human social status at different stages of formation of society and the development of labor legislation. Features of historical and legal aspects of formation of the labor legislation in the XX-XXI centuries are considered. Мета: провести ґрунтовний аналіз еволюції прав людини на різних етапах розвитку суспільства, дослідити основні аспекти формування соціально-правового статусу людини у сфері праці. Методи дослідження: у роботі використовуються загальнонаукові та спеціальні методи. Результати: проаналізовано особливості становлення та розвитку трудового законодавства, визначено специфіку заводського законодавства в період активізації трудового руху за трудові права, встановлено, що «формування соціального статусу людини у сфері праці» − це формування і розвиток трудових прав, обов'язків. Виокремлено етапи формування соціально-правового становища людини у сфері праці, а саме: 1)колективно-залежний (первіснообщинний); 2)індивідуально-залежний (рабовласницький, феодальний); 3)законодавчо-промисловий (капіталістичний); 4)колективно-тоталітарний (радянський період); 5)інтеграційно-європейський. Встановлено, що специфікою первісного суспільства є колективна організація праці на початковому етапі життя людини, а саме необхідність колективних зусиль, оскільки людина сама була не в змозі заробляти собі на життя. Обговорення: питання про соціально-правове становище людини у сфері праці показує, що саме праця найбільш повно відображає рівень соціалізації людини, її мотивацію, а також потреби. Тенденції соціальної еволюції вказують на закономірності формування соціального статусу людини на різних етапах становлення суспільства та розвитку законодавства про працю. Розглянуто особливості історико-правових аспектів становлення законодавства про працю у ХХ-ХХІст. Тенденції суспільної еволюції вказують на відповідність законам становлення соціального становища людини на різних етапах становлення суспільства.

As part of this work, aspects of legal regulation of the listed types of online platforms were analyzed, in particular, regulatory standards within international organizations, including OECD, WTO, UNCITRAL, ILO, as well as practices of countries, including the USA, EU countries (France, Netherlands), Australia, Canada.

RESUMEN Este trabajo se propone analizar los fundamentos económicos que motivaron la presentación de un nuevo proyecto de reforma laboral durante el gobierno de Mauricio Macri en Argentina. Para ello adoptaremos una perspectiva histórica mediante la reconstrucción de las transformaciones que ha sufrido la legislación laboral, específicamente la ley de contrato de trabajo, que es la que rige la casi totalidad de los acuerdos laborales. También abordamos la evolución de las relaciones laborales en las últimas décadas y los intentos por parte del empresariado argentino de conseguir condiciones más favorables para un uso flexible de la fuerza de trabajo. Nuestro análisis muestra que la reforma laboral es parte de una estrategia de mediano plazo cuyo objetivo es mejorar las condiciones de acumulación de capital en Argentina, incluyendo un aumento de la explotación de la fuerza de trabajo. La metodología utilizada no solo se basará en el análisis cualitativo de las fuentes legislativas, sino también en análisis cuantitativos de información estadística nacional y mundial. Nos remitimos a diversos tipos de fuentes: legislación laboral, convenios y acuerdos de diferentes períodos históricos, series estadísticas oficiales nacionales e internacionales y aportes de otros autores. ABSTRACT This Works analyzes the economic foundation that motivated the presentation of a new Project of labor reform during the government of Argentinean President Mauricio Macri. For that, the article employs a historical perspective through the reconstruction of the transformations suffered by the labor legislation, specifically by the working contract law, which is the one that rules almost all of the labor agreement. The article also tackles the evolution of the labor relationships in the last decade and the initiatives of Argentinean entrepreneurship of achieving more favorable conditions for more flexible use of the workforce. The analysis shows that the labor reform is part of a mid-term strategy for improving the conditions for capital accumulation in Argentina, including an increase in the exploitation of the workforce. The methodology employed is based not only on the qualitative analysis of the legislation sources but also quantitative analysis of the national and worldwide statistical information. Several types of sources are used for that, such as labor legislation, agreements and covenants of different historical periods, national and international statistic series, and contributions made by other authors.

Despite numerous in-depth scientific works, we believe that the issue of disciplinary and criminal prosecution of medical workers needs further study in the light of legislative changes and law-making activities of the European Court of Human Rights. The purpose of the article is to characterize the national legislation governing the disciplinary and criminal prosecution of medical workers. The article analyzes the national legislation governing criminal and disciplinary proceedings for medical offenses. It is established that the criminal legislation in the field of regulation of criminal liability for medical crimes needs to be improved, in particular Art. 140 of the Criminal Code of Ukraine. Based on the generalization of case law, it was concluded that there is no single approach to determining the objective side of this type of crime. This requirement is related to the need to avoid cases of unjustified criminal prosecution of medical workers, when criminal prosecution is carried out and only in court the truth in the case is established and an acquittal is passed. The study provided an opportunity to conclude that a disciplinary misdemeanor is an illegal culpable act or omission, which is expressed in non-performance or improper performance by the employee of duties and other requirements imposed on him under labor law, other special regulations, for which may be subject to disciplinary action. Like any offense, a disciplinary offense is characterized by a set of objective and subjective features, called the composition of the offense: the subject, the subjective side, the object, the objective side. Disciplinary liability of a medical worker is a separate type of legal liability that arises in the event of a disciplinary misconduct by a medical worker. Disciplinary liability of medical workers occurs not only for disciplinary misconduct, but also for violation of moral and ethical norms, as workers in this category must comply with the requirements of professional ethics, respect for honor and dignity of citizens (patients).

This chapter examines the legal and financial control issues regarding compliance with labor legislation. On the one hand, the legal analysis shows that legislation is one of the main factors influencing the financial control practice for compliance with labour legislation. On the other hand, the problems and specifics of the control procedures applied by the General Labor Inspectorate Executive Agency in Bulgaria are presented. The overall inspection process is presented sequentially, analyzing the individual stages that the control procedures go through. The problems and the specifics of carrying out an independent inspection activity by the agency are presented, and the peculiarities of carrying out joint control activities with executive bodies or their administrative structures by the specialized administration are examined. Different types of factors that influence the implementation of control procedures by the General Labor Inspectorate Executive Agency in Bulgaria are considered.

Автор исследует основные тенденции развития трудового законодательства России в XX веке. Отмечается, что на развитие трудового законодательства повлияло множество факторов как внутреннего, так и внешнего характера. Кардинальные изменения в трудовом законодательстве России были связаны с Октябрьской революцией. Исследуются новеллы трудового права., The author explores the main trends in the development of labor legislation in Russia in the XX century. It is noted that the development of labor legislation was influenced by many factors, both internal and external. Cardinal changes in the labor legislation of Russia were associated with the October Revolution. The novelties of labor law are investigated.

En el siguiente Trabajo Final de Grado se analiza las condiciones laborales en materia de conciliación de la vida familiar, personal y laboral de las personas trabajadoras a lo largo de los últimos años, así como la evolución de la legislación que rige esas condiciones, en los diferentes apartados del estudio se menciona los factores más relevantes en materia de conciliación familiar. El primer bloque de este trabajo engloba las numerosas etapas de la legislación en esta materia, además de los serios inconvenientes que presentan siendo las familias las principales afectadas, seguidamente en el segundo bloque se especifica las diferentes medidas de mejora que las empresas pueden adoptar para contribuir a la conciliación de los trabajadores y trabajadoras, como es el caso de la implantación del protocolo y los beneficios que supone tenerlo implantado. Para finalizar con el estudio se detalla la necesidad de seguir avanzando en el bienestar de las personas trabajadoras con la evolución de las leyes que regulan esta materia y la importancia de tener en las organizaciones implantado un protocolo de conciliación familiar. The following Final Degree Project analyzes the working conditions in terms of reconciliation of family, personal and work life of workers over the last few years, as well as the evolution of the legislation that governs these conditions, in the different sections of the study the most relevant factors in terms of family reconciliation are mentioned. The first block of this work encompasses the numerous stages of legislation in this area, in addition to the serious inconveniences that families present being the main affected, then in the second block the different improvement measures that companies can adopt to contribute to the conciliation of workers is specified, as is the case of the implementation of the protocol and the benefits of having it implemented. Finally, the study details the need to continue advancing in the well-being of workers with the evolution of the laws that regulate this matter and the importance of having a family conciliation protocol implemented in organizations.

Введение: построение российского государства как социального — невозможно без надлежащей защиты трудовых прав граждан. В качестве одного из способов выступает привлечение лиц, виновных в нарушении норм трудового законодательства, к административной ответственности. Перечень видов административных наказаний содержит дисквалификацию, которая может выступать эффективным способом превенции административных правонарушений. Эффективность применения данного вида административного наказания подтверждается тем, что его правовые последствия состоят в исключении субъекта из определенной сферы общественных отношений и лишении его фактической возможности совершить аналогичное административное правонарушение на период действия дисквалификации. Вместе с тем применение дисквалификации сталкивается с отдельными проблемами законодательства, которые нуждаются в своем разрешении. Актуальность темы обусловлена необходимостью обеспечения надлежащих гарантий защиты прав граждан сфере труда. Низкая эффективность применения административных наказаний за правонарушения в данной сфере является фактором, вызывающим риск их дальнейшего совершения. Целью статьи является выработка практических предложений по совершенствованию применения дисквалификации как вида административного наказания. Методологическая основа: постановка цели статьи подразумевает необходимость использования комплекса общенаучных (анализ, синтез, индукция, дедукция) и специальных (формально-юридический, анализ судебной практики) методов познания. Результаты: разработаны конкретные предложения по совершенствованию нормативно-правового регулирования применения дисквалификации за нарушения трудового законодательства. Выводы: о необходимости правового закрепления дисквалификации в качестве безальтернативного административного наказания для случаев совершения аналогичного административного правонарушения в сфере трудовых отношений; введения новой меры обеспечения производства по делу об административном правонарушении — временного отстранения от должности; установления правила, согласно которому возможно назначить рассматриваемый вид административного наказания тому субъекту, который на момент вынесения постановления по делу об административном правонарушении утратил статус должностного лица., Background: the solution to the issue of building the Russian state as a social state is impossible without proper protection of the labor rights of citizens. One of such methods is the bringing of persons guilty of violating the norms of labor legislation to administrative responsibility. The list of types of administrative penalties contains disqualification, which can be an effective way to prevent administrative offenses. The effectiveness of this type of administrative punishment is confirmed by the fact that its legal consequences consist in the exclusion of the subject from a certain sphere of public relations and depriving him of the actual opportunity to commit a similar administrative offense for the period of disqualification. At the same time, the application of disqualification faces certain legal problems that need to be resolved. The relevance of the topic is due to the need to ensure proper guarantees for the protection of the rights of citizens in the labor sphere. The low effectiveness of the application of administrative penalties for offenses in this area is a factor that causes the risk of their further commission. Objective: of the article is to develop practical proposals for improving the application of disqualification as a type of administrative punishment. Methodology: setting the goal of the article implies the need to use a complex of general scientific (analysis, synthesis, induction, deduction) and special (formal legal, analysis of judicial practice) methods of cognition. Results: specific proposals have developed to improve the legal regulation of the application of disqualification for violations of labor laws. Conclusions: on the need for legal consolidation of disqualification as a non-alternative administrative punishment for cases of committing a similar administrative offense in the field of labor relations; introduction of a new measure to ensure proceedings in a case of an administrative offense — temporary removal from office; establishment of a rule according to which it is possible to impose an administrative penalty in the form of disqualification to a person who, at the time of issuing a decision in a case on an administrative offense, has lost the status of an official.

�� ������������ ���������������� ������������������������-���������������� ������������ �������������� ���������������� �������������������������������� �� �������������� �������������������������� ���������������� �������� ������������������������������������ �� ������������ �� �������������������� ��������������. ���������������� ������������������ ��������������������. �������������� ���������������������� ���� ���������������������������������� ������������������ �������������������������������� �� �������������������������� ���������������������� ����������., In the article, the authors conducted a comparative legal analysis of the history of the development of legislation in the field of regulation of labor rights of minors in Russia and foreign countries. Some shortcomings have been identified. Proposals have been made to improve labor legislation and the use of foreign experience.

Objective: to discuss the classification of the health hazard allowance due to exposure to biological agents attributed to Nursing professionals, based on legal and occupational parameters supported on the principle of human dignity. Method: an original reflection study with theoretical analysis on legislation, jurisprudence and Occupational Health focused on the biological risks, health hazard and rights of Brazilian workers. The discussions were based on the current legislation and on scientific evidence. Results: the classification of the health hazard allowance due to exposure to biological agents attributed to Nursing professionals is not in line with the factual situation experienced by them. Conclusion: it becomes necessary to broaden the discussion on the subject matter and to review the effective and fair compensation of Nursing professionals due to exposure to potentially contaminated biological agents in their work environments, given that the health hazard allowance is a worker’s right and is based on human dignity. Objetivo: discutir la clasificación del adicional por insalubridad por exposición a agentes biológicos asignada a los profesionales de enfermería, con base en parámetros legales y ocupacionales fundados en el principio de la dignidad humana. Método: estudio original de reflexión con análisis teórico sobre legislación, jurisprudencia y Salud Ocupacional centrado en los riesgos biológicos, las condiciones insalubres y los derechos de los trabajadores brasileños. Las discusiones se basaron en la legislación actual y la evidencia científica. Resultados: la clasificación del adicional por insalubridad por exposición a agentes biológicos asignada a los profesionales de enfermería no se corresponde con la situación fáctica que experimentan. Conclusión: es necesario ampliar la discusión sobre el tema y revisar la indemnización efectiva y justa para los profesionales de enfermería por exposición a agentes biológicos potencialmente contaminados en sus ambientes de trabajo, dado que el adicional por insalubridad es un derecho del trabajador y se basa en la dignidad humana. Objetivo: discutir a classificação do adicional de insalubridade por exposição aos agentes biológicos atribuída aos profissionais de enfermagem, a partir de parâmetros jurídicos e ocupacionais apoiados no princípio da dignidade humana. Método: estudo original de reflexão com análise teórica na legislação, jurisprudência e Saúde Ocupacional com enfoque nos riscos biológicos, insalubridade e direitos dos trabalhadores brasileiros. As discussões foram embasadas na legislação vigente e em evidências científicas. Resultados: a classificação do adicional de insalubridade por exposição aos agentes biológicos, atribuída aos profissionais de enfermagem não está em consonância com a situação fática vivenciada por eles. Conclusão: faz-se necessário ampliar a discussão sobre o assunto e rever a efetiva e justa indenização dos profissionais de enfermagem por exposição aos agentes biológicos potencialmente contaminados em seus ambientes laborais, haja vista que o adicional de insalubridade é um direito do trabalhador e tem como fundamento a dignidade da pessoa humana.

The article analyzes the features of protecting the labor rights of workers during a pandemic. The legal regu-lation of workers' labor in the context of the COVID-19 pandemic is considered. The most common violations of labor rights of employees by employers and their causes are identified. The measures of state protection of the labor rights of workers, adopted in the Russian Federation, and the changes made to the labor legislation in terms of regulating the remote form of work are given.

Рассматриваются вопросы, связанные с динамикой прав и правомочий работодателя в вопросах обеспечения дисциплины труда. Акцентируется внимание на нормативном закреплении положения работодателя в системе наемного труда, которое преследует как минимум две цели: организацию производства на основе предоставленных возможностей и достижение баланса интересов с работником., This article deals with the issues related to the dynamics of the rights and powers of the employer in matters of ensuring labor discipline. Attention is focused on the normative consolidation of the employer’s position in the wage labor system, which pursues at least two goals: the organization of production on the basis of the opportunities provided and the achievement of a balance of interests with the employee.

В настоящей статье рассмотрены процессы реформирования социально-трудовых отношений и создания его законодательных основ в странах СНГ и Центральной Азии. В частности, рассматриваются мнения о необходимости разработки Трудового кодекса Республики Узбекистан в новой редакции. Вместе с тем проанализированы положительные и отрицательные стороны Трудовых кодексов, принятых в новой редакции Республикой Казахстан и Республикой Таджикистан. В связи с потребностью рыночной экономики в разработке новой редакции Трудового кодекса Республики Узбекистан рассматриваются стимулирующие нормы, направленные на предотвращение использования неформального труда, упрощенный порядок заключения и прекращения трудового договора, аналогичные правила, выражающие одновременно интересов как работника, так и работодателя, а также сделаны выводы, в какой мере осуществлена имплементация рекомендаций Международной организации труда и отражены нормы, непосредственно регулирующие трудовые отношения. Кроме того, сравнительно проанализирована структура и содержание Трудового кодекса Республики Узбекистан и проекта новой редакции кодекса, указаны существующие положительные стороны и недостатки. Даны некоторые рекомендации и предложения по совершенствованию проекта Трудового кодекса в новой редакции., This article discusses the process of reforming socio-labor relations and creating its legal framework in Central Asia and the CIS countries. In particular, it researches the views on the need to edit a new version of the Labor Code of the Republic of Uzbekistan. In addition, the pros and cons of the new edition of the Labor Code of the Republic of Kazakhstan and the Republic of Tajikistan are analyzed. The author, based on the requirements of the market economy, shares his conclusions on preventing the use of informal labor, simplified procedures for concluding and terminating employment contracts, rules that represent the interests of both the employee and the employer, the tasks of implementing the recommendations of the ILO and reflecting the norms regulating labor relations directly in the development of a new edition of the Labor Code of the Republic of Uzbekistan. Furthermore, the article comparatively studies the structure and content of the Labor Code of the Republic of Uzbekistan and the draft of its new edition and shows the existing shortcomings and achievements. In addition, some proposals and suggestions are made to improve the new version of the Labor Code of the Republic of Uzbekistan.

Статья посвящена анализу актуальной проблемы современного трудового права – эффективности обеспечительных функций правовых норм, регулирующих заключение трудового договора и определяющих порядок согласования и закрепления сторонами условий трудового договора. С заключением трудового договора его стороны вступают в новые правоотношения и становятся участниками трудовых отношений. Известно, что трудовой договор – это юридический факт, который создает трудовые отношения между работодателем и работником, поэтому с момента заключения трудового договора возникают права и обязанности работодателя и работника по этому договору. Автором отмечено, что заключение трудового договора – это не длительный процесс, но его заключение с нарушением установленной законом процедуры может привести к нарушению прав сотрудников и вызвать множество проблем для работодателей. По этой причине в статье указывается, что заключение трудового договора в соответствии с правилами, установленными Трудовым кодексом, является обязанностью не только работодателей, но и работников., The article is devoted to the analysis of the urgent problem of modern labor law, the effectiveness of the security functions of legal norms governing the conclusion of an employment contract and determining the procedure for agreeing and securing the terms of an employment contract by the parties. With the conclusion of an employment contract, its parties enter into new legal relations and become participants in labor relations. It is known that an employment contract is a legal fact that creates an employment relationship between an employer and an employee; therefore, from the moment the employment contract is concluded, the rights and obligations of the employer and employee under this contract arise. Although concluding an employment contract is not a lengthy process, concluding it in violation of the procedure established by law can violate employees’ rights and cause many problems for employers. For this reason, the article states that concluding an employment contract in accordance with the rules established by the Labor Code is the responsibility of not only employers but also employees.

в настоящей статье дан системный анализ некоторым характерным актуальным проблемам трудового права. На этой основе определены основные тенденции развития трудового права в Республике Узбекистан. Разработаны рекомендации и предложения по совершенствованию трудового законодательства и правоприменительной практики., This article systematically analyzes some characteristic urgent problems of labor law. On this basis, the main trends in the development of labor law in the Republic of Uzbekistan are identified. Instead, recommendations and suggestions for improving labor law and law enforcement practice have been developed.

У статті проаналізовано міжнародно-правові документи щодо юридичних гарантій у сфері праці, на підставі чого виокремлено низку їх специфічних ознак. Це системність гарантування права на працю (соціально-економічні права проголошуються та гарантуються у системному зв’язку з політичними, громадянськими, культурними, економічними правами людини; комплексність гарантування права на працю (право на працю та інших трудових прав розглядаються в аспекті загальних соціально-економічних прав людини); здійснення правового регулювання через соціальну стандартизацію (встановлення мінімальних стандартів, каталогізація соціальних прав, у тому числі і права на працю, а також змісту права на працю та гарантій його забезпечення)., The article analyzes the international legal documents on legal guarantees in the field of labor, on the basis of which a number of their specific features are highlighted. This is a systematic guarantee of the right to work (socio-economic rights are proclaimed and guaranteed in a systematic connection with political, civil, cultural, economic human rights; comprehensive guarantee of the right to work (the right to work and other labor rights are considered in terms of general socio-economic implementation of legal regulation through social standardization (establishment of minimum standards, cataloging of social rights, including the right to work, as well as the content of the right to work and guarantees of its provision).

Введение. В данной статье представлен аналитический взгляд на феномен виртуальной трудовой миграции. С процессами глобализации и информатизации в обществе, мировой экономике и остальных сферах жизнедеятельности общества, вопрос занятости большинства высококвалифицированных специалистов до недавнего времени оставался открытым, поскольку не у всех было желание и возможности иммигрировать из одной страны в другую, но желание улучшить свое материальное положение, удовлетворить амбициозные желания возникают у многих из числа трудоспособного населения. И, тогда, возможности интернетпространства оказались проводником в мир новых стран и городов без смены уже сложившегося уклада жизни. Методы. Созданный в Интернет-пространстве виртуальный рынок труда позволил первоначально в среде программистов решить вопрос с трудоустройством, а затем и в других сферах на условиях аутсорсинга, штатного гибкого графика работы решить вопрос трудоустройства виртуальных мигрантов. Желание расширять сферу влияния виртуального рынка труда привело к необходимости взглянуть на него глазами виртуальных мигрантов, ежедневно сталкивающихся с проблемами трудовых отношений, качества выполненных заданий, оплаты труда и др. Заключение. Как оказалось, данная сфера виртуальных профессиональных отношений помимо плюсов и положительных последствий как для самого трудового мигранта, так и для страны содержит в себе конфликтогены разного качества. К таковым можно отнести слабую разработанность законодательной базы для виртуальных трудовых отношений, наличие таких же адаптационных и других конфликтов, какие характерны и для реальной трудовой миграции, возникают вопросы профессиональной квалификации и интеллектуального потенциала виртуальных мигрантов. Нередко возникают теневые отношения в сфере виртуального рынка труда. Все вышеперечисленное неизбежно требует более глубокого исследования виртуальной трудовой миграции и виртуального рынка труда, как фактора запускающего эти процессы., Introduction. This article presents an analytical view of the phenomenon of virtual ore migration. With the processes of globalization and Informatization in society, the world economy and other spheres of society's life, the issue of employment of most highly qualified specialists remained open until recently, because not everyone had the desire and opportunity to immigrate from one country to another, but the desire to improve their financial situation, meet ambitious desires arise in many of the working-age population. And, then, the possibilities of the Internet space proved to be a guide to the world of new countries and cities without changing the already established way of life. Methods. Created in the Internet space, the virtual labor market initially allowed programmers to solve the issue of employment, and then in other areas on the terms of outsourcing, staff flexible work schedule to solve the issue of employment of virtual migrants. The desire to expand the sphere of influence of the virtual labor market has led to the need to look at it through the eyes of virtual migrants who daily face problems of labor relations, the quality of tasks performed, labor remuneration, etc. Conclusion. As it turned out, this sphere of virtual professional relations, in addition to the advantages and positive consequences for both the migrant worker and the country, contains conflict factors of different quality. These include the weak development of the legal framework for virtual labor relations, the presence of the same adaptation and other conflicts that are characteristic of real labor migration, and questions of professional qualifications and intellectual potential of virtual migrants. Often, there are shadow relationships in the virtual labor market. All of the above inevitably requires a deeper study of virtual labor migration and the virtual labor market as a factor that triggers these processes.

В статье рассмотрены цели особенного правового регулирования трудовых отношений отдельных категорий работников, систематизированы и квалифицированы закрепленные и действующие ныне в Трудовом кодексе Российской Федерации особенности правового регулирования отдельных категорий работников, а также предложены возможные дополнения в раздел XII Трудового кодекса Российской Федерации на основе социально-экономических изменений., The article discusses the objectives of the special legal regulation of labor relations for the certain categories of employees. The author systematizes and classifies the specific aspects of legal regulation for the certain categories of employees that are currently in force in the Labor Code of the Russian Federation, and suggests possible additions to section XII of the Labor Code of the Russian Federation due to the changes of socio-economic situation.

В данной статье рассматриваются вопросы трудовых прав граждан и механизмы их защиты, где особая роль отведена органам прокуратуры. Автор связывает нарушения трудового законодательства с ростом социальной напряженности и проведением акций протеста. Автором приводятся предложения членов Федерации профсоюзов Республики Казахстан по улучшению ситуации в сфере труда. В данной статье автор предлагает привлекать работодателей к материальной ответственности за проведение работниками несанкционированных акций протеста, связанных с нарушением трудовых прав граждан.

Resumo: A norma brasileira NR-36, específica para indústrias de abate e processamento de carnes, indica a necessidade de implantação de rodízios de postos para reduzir a exposição dos trabalhadores a constrangimentos físicos repetitivos e controlados por máquinas. Porém, estudos demonstram que os efeitos alcançados com essa implantação são geralmente inferiores ao esperado e que a rotação sozinha não seria a solução para os problemas de saúde no trabalho. Por meio de uma pesquisa empírica em um frigorífico de abate de bovinos, o objetivo deste artigo é apresentar e discutir dimensões do trabalho real consideradas relevantes para a saúde e segurança dos trabalhadores. Tais dimensões constituem elementos importantes a serem considerados em projetos de implantação de rodízio de postos. A metodologia compreende entrevistas coletivas com 16 trabalhadores voluntários divididos em 4 grupos. As técnicas de grupo focal e de confrontação coletiva valendo-se de filmes da atividade foram utilizadas. Os resultados evidenciam dimensões já conhecidas na literatura relacionadas aos constrangimentos físicos, competências necessárias, ritmo de trabalho e falta de tempo para realizar um trabalho de qualidade. Dados novos aparecem quanto às prescrições heterogêneas do trabalho que representam uma fonte de pressão psíquica em zonas do abate. Essas dimensões organizacionais impactam a atividade individual e coletiva dos trabalhadores, assim como a saúde no trabalho. Do nosso ponto de vista, e corroborando estudos internacionais, além das dimensões físicas do trabalho, aspetos organizacionais, humanos, estratégicos e pedagógicos devem ser considerados em projetos de implantação do rodízio de postos. Abstract: Brazilian Regulation NR-36, specific to the slaughterhouse and meat packing industries, emphasizes the implementation of job turnover to reduce workers’ exposure to repetitive and machine-controlled physical strain. However, studies have shown that the effects of such measures are generally less than expected, and that rotation alone is not the solution to work-related health problems. Based on a study performed in a beef packing plant, the article aims to present and discuss real work dimensions that are considered relevant to the plant workers’ health and safety. Knowledge of such dimensions is important for the implementation of job rotation projects. The methodology included interviews with 16 volunteers divided into four groups. The focus group and collective confrontation techniques were used, drawing on videos of the work. The results pointed to dimensions already known in the literature, related to physical strain, the required skills, work pace, and insufficient time to perform quality work. New data appeared in relation to the work’s heterogeneous specifications, representing a source of psychological pressure during work in the cattle slaughtering areas. These organizational dimensions impact workers’ individual and collective activity as well as workplace health. In our view, and corroborating international studies, in addition to the work’s physical dimensions, organizational, human, strategic, and pedagogical aspects should be considered in projects involving the implementation of job rotation. Resumen: La norma brasileña NR-36, específica para industrias de sacrificio y procesamiento de carnes, indica la necesidad de la implantación de rotación de puestos para reducir la exposición de los trabajadores a presiones físicas repetitivas y controladas por máquinas. No obstante, algunos estudios demuestran que los efectos alcanzados con esa implantación son generalmente inferiores a lo esperado, y que sólo la rotación no sería la solución para los problemas de salud en el trabajo. Mediante una investigación empírica en un frigorífico de sacrificio de bovinos, el objetivo de este artículo es presentar y discutir las dimensiones del trabajo real, consideradas relevantes para la salud y seguridad de los trabajadores. Tales dimensiones constituyen elementos importantes que deben ser consideradas en proyectos de implantación de rotación de puestos. La metodología comprende entrevistas colectivas con 16 trabajadores voluntarios divididos en 4 grupos. Se utilizaron técnicas de grupos focales y confrontación colectiva, valiéndose de grabaciones de la actividad. Los resultados evidencian dimensiones ya conocidas en la literatura, relacionadas con presiones físicas, competencias necesarias, ritmo de trabajo y falta de tiempo para realizar un trabajo de calidad. Aparecen nuevos datos en relación con las prescripciones heterogéneas del trabajo que representan una fuente de presión psíquica en zonas de sacrificio. Estas dimensiones organizativas impactan en la actividad individual y colectiva de los trabajadores, así como la salud en el trabajo. Desde nuestro punto de vista, y corroborando estudios internacionales, además de las dimensiones físicas del trabajo, se deben considerar aspectos organizativos, humanos, estratégicos y pedagógicos en proyectos de implantación de rotación de puestos.

Este artículo realiza un estudio acerca de la relación e incidencia del marco legislativo en que se desarrolla la dinámica del mercado laboral en Colombia desde la apertura económica en la década de los noventa; ya que el desempleo resulta de gran preocupación, no solo para los gobiernos que buscan disminuirlo, sino para quienes lo enfrentan día a día en un mercado laboral lleno de complejidades y asimetrías. Este artículo se apoya en la importancia y especial incidencia que tiene el fenómeno del desempleo sobre la actividad económica y sobre la sociedad en general, debido a la generalizada preocupación que surge en la sociedad cuando las cifras de desocupación sobrepasan los límites usualmente aceptados. De esta forma, los resultados observados y las verdaderas intenciones del modelo imperante hacen pensar en nuevas opciones en la forma como se formulan las políticas que regulan y dirigen el mercado laboral y la economía. This paper poses a study about the relationship and impact of the legislative framework in which the dynamics of the labor market in Colombia is developed since the economic liberalization in the nineties as unemployment is a major concern, not only for Governments seeking to reduce it, but also for those who face it day to day when dealing with the complexities and asymmetries of a crowded job market. According to the abovementioned, this paper considers the importance and special incidence of the unemployment phenomenon on the economy and the society in general due to the widespread concern that arises in society when unemployment figures surpass the limits usually accepted. In this way, the results observed and the true intentions of the prevailing model suggest the implementation of new alternatives for the establishment of policies regulating and directing the labor market and the economy.

Для усиления значения органов местного самоуправления в процессе реализации государственной политики в соответствии с ФЗ «Об общих принципах организации местного самоуправления в РФ» дается право наделения органов местного самоуправления отдельными полномочиями в соответствии с определенным порядком наделения. Исходя из этого, можно выделить 53 полномочия, исполняемых органами государственной власти субъекта РФ. В перечисляемые полномочия входят вопросы, непосредственно относящиеся к вопросам жизнеобеспечения населения. Однако, среди них так же как и в главе третьей, посвященной вопросам местного самоуправления нет вопросов о труде или же об охране труда. Рассматривая данную проблему, в настоящей статье автор анализирует полномочия органов самоуправления в процессе охраны труда., In order to strengthen the value of local governments in the implementation of state policy in accordance with the Federal Law “On the general principles of local government in the Russian Federation”, the right is granted to empower local governments with separate powers in accordance with a specific vesting procedure. On this basis, one can single out 53 powers exercised by the state authorities of the constituent entity of the Russian Federation. Enumerated powers include issues directly related to the livelihoods of the population. However, among them, as well as in chapter three, devoted to issues of local self-government, there are no questions about labor or about labor protection. Considering this problem, in this article the author analyzes the powers of self-government bodies in the process of labor protection.

ResumenEl 7 de mayo de 2012 se publicó en Gaceta Oficial el Decreto con Rango, Valor y Fuerza de la Ley Orgánica del Trabajo, los Trabajadores y las Trabajadoras (LOTTT) en Venezuela. El objeto de esta ley es “proteger el trabajo como hecho social y garantizar los derechos de los trabajadores y de las trabajadoras, creadores de la riqueza socialmente producida y sujetos protagónicos de los procesos de educación y trabajo para alcanzar los fines del Estado democrático y social de derecho y de justicia…”. Para lograr ese objetivo, se establecieron cambios que aparentemente benefician al trabajador y lo colocan en mejor situación respecto a la ley de 1997 y sobre los beneficios de los empresarios. En este sentido, el objetivo del presente artículo es analizar los impactos económicos que esta ley ha tenido para trabajadores y empresarios. Para ello se realizó una revisión bibliográfica y hemerográfica. Se observa que los cambios más significativos fueron en la reducción de la jornada laboral, el cálculo y la retroactividad de las prestaciones sociales, la eliminación de la tercerización y otros cambios menos significativos, como el de la extensión del periodo prenatal y posnatal, el cálculo de las horas extraordinarias y la eliminación del salario de eficacia atípica, entre otros. Sin duda alguna, ha quedado demostrado que es una ley altamente punitiva para los empresarios y muy proteccionista para los trabajadores. Todo esto acompañado de una disminución de la población económicamente activa (PEA) ocupada y una baja en el producto interno bruto y, por ende, de la productividad. Y con los niveles de inflación más altos de Latinoamérica. Es un panorama poco halagüeño para las empresas en Venezuela.AbstractOn May 7th of 2012, Organic Law on Work, male workers and female workers —Ley Orgánica del Trabajo, los Trabajadores y Trabajadores (LOTTT)— was published in Official Gazette of the Degree with Rank, Value and Force in Venezuela. The aim of this law is “to protect the work as a social fact and guarantee the labor rights, creators of the produced social wealth and the leading subjects of the processes of education and work to achieve the aims of the democratic state and social rights and justice…”. To achieve these aims changes were established that apparently benefit the employees and place them in a better situation, in respect to the 1997 law, and on the benefits of the entrepreneur. In this sense, the aim of the present article is to analyze the economic impacts that this law has had on both the employee and the entrepreneur, using a review of the literature and journals. It was observed that the most significant changes were in the reduction of the workday, the calculation and the retroactivity of the social benefits, the elimination of outsourcing, and other less significant changes such as, pre and postnatal period extension, the calculation of the overtime, the elimination of the outstanding performance bonus, among others. It was shown, without any doubt, that this law is highly punitive for the entrepreneurs and very protective for the employees. All these came along with a decrease in the Economically Active Population (PEA), with a decrease in the gross domestic product and, thus, productivity. And now with the highest levels of inflation in Latin America, this is an unflattering landscape for companies in Venezuela.

Several countries have increased their legal minimum age for work in line with international conventions on child labor. We evaluated the effect of increasing the legal minimum age for work on school attendance in 3 low- and middle-income countries using difference-in-differences analyses. Increasing the legal minimum age for work increased school attendance by 3.0 (0.2, 5.8) percentage-points in Malawi, and 2.0 (0.2, 3.6) percentage-points in Colombia. In Malawi, we found a greater policy effect among girls compared to boys. In Colombia, the poorest tercile experienced the greatest improvement in educational outcomes. We found no evidence of an impact of increasing the legal minimum age for work on school attendance in Burkina Faso. Our findings suggest that increasing the legal minimum age for work has had a positive effect on educational outcomes in some low and middle income countries., Highlights • Many countries increased legal minimum age for work (LMAW) in line with ILO conventions on child labor. • Increasing LMAW increased school attendance by 3.0 percentage-points in Malawi, and 2.0 percentage-points in Colombia. • In Malawi, we found a greater policy effect among girls compared to boys. • In Colombia, the poorest tercile experienced the greatest improvement in educational outcomes. • We found no evidence for a policy effect in Burkina Faso.

El mobbing es un fenómeno que vivencian en silencio cotidianamente muchos trabajadores y trabajadoras en el mundo. Colombia es uno de los pocos países que ha reglamentado jurídicamente de forma específica este fenómeno. El artículo aborda la génesis y problematización de la Ley 1010 de 2006 sobre acoso laboral, desde la perspectiva del campo jurídico propuesto por Bourdieu (2000). La hipótesis de partida es que su débil problematización respondió al desequilibrio de poder en el campo de las relaciones laborales y a las estrategias elaboradas por los diversos actores (Estado, empresarios y trabajadores) para dar contenido o no a dicha Ley, lo que se tradujo en una débil eficacia de la misma. El abordaje metodológico se realizó a través de un minucioso estudio documental y cualitativo. Mobbing is a phenomenon they experience in daily silence many workers in the world. Colombia is one of the few countries that has specifically legally regulated phenomenon. The article discusses the genesis and questioning of Law 1010 of 2006 on workplace bullying from the perspective of the legal field proposed by Bourdieu (2000). The hypothesis is that its weak problematization responded to the imbalance of power in the field of labor relations and the strategies developed by different actors (government, employers and workers) to provide content or not the Act, which resulted in a weak effectiveness thereof. The methodological approach was made through a careful documentary and qualitative studio.

Comunicaciones orales [ES]El estudio de la Comunidad Autónoma, en 2367 casos de MC-Mutual, que por contingencia profesional han sido alta con tramitación de informe-propuesta clínico-laboral, ha revelado que hay diferencias en la valoración del grado de secuela en las propuestas de la Mutua, las resoluciones del INSS, las sentencias de los Juzgados de lo Social y las sentencias de los Tribunales Superiores de Justicia. Por lo que hay variabilidad geográfica en los diferentes estamentos, siendo mayor en los Judiciales.[EN] The study of the Autonomous Region in 2367 cases of MC-Mutual, which contingency have been professional with processing of proposal-report clinical-work, has revealed that there are differences in the assessment of how the proposed sequel Mutual the resolutions of the INSS, the judgments of the Labour Courts and judgments of the High Courts of Justice. So there are geographical variations in the different levels, being higher in the Court. No

Comunicaciones orales [ES] El estudio de la profesión en 2367 casos de MC-Mutual, que por contingencia profesional han sido alta con tramitación de informe-propuesta clínico-laboral, ha puesto de manifiesto, que cualquier profesión puede dar lugar a diferentes grados de secuela, en las propuestas de la Mutua, en las resoluciones del INSS, en las sentencias de los Juzgados de lo Social y en las sentencias de los Tribunales Superiores de Justicia. Por lo que no hay relación directa entre la profesión del paciente con el grado de secuela valorada por los diferentes estamentos.[EN] The study of the profession in 2367 cases of MC-Mutual, which contingency have been professional in handling proposal-report clinical-work, has shown that any profession can lead to different degrees of sequel, proposals Mutual, resolutions INSS in the judgments of the Courts and Social judgments of the High Courts of Justice. As there is no direct relationship between the profession of the patient with the degree of sequel valued by different stakeholders. No

У статті розглянуто сучасний стан ринку праці України, його проблеми та шляхи щодо вирішення цієї проблеми. The article deals with the current state of the Ukrainian labour market, its problems and ways of solving this problem.

Дослідження присвячене вивченню проблеми стандартизації мовного забезпечення законотворчої діяльності у сфері трудового права, яка належить до недостатньо вивчених питань юридичної науки. Study investigates the problem of standardization of language provision of legislative activity in the field of labor law, which belongs to the under-researched issues of jurisprudence

All bilateral U.S. trade agreements ratified since 2001 have included labor provisions within the main body of the agreement, though the scale, scope, and appropriateness of such provisions – and their enforcement mechanisms – have varied slightly between different FTAs. But little has been written on whether such agreements have, in the short time before and after their passage, tangibly transformed labor legislation and respect for workers’ rights within partner countries. By examining the successes and failures of trade-labor linkage within four bilateral U.S. FTAs, I attempt to demonstrate that tying increased market access with minimum labor standards can foster improved and updated foreign labor legislation and greater respect for workers’ rights. I also argue that the primary concerns over trade-labor linkage at the multilateral level have far less relevance at the bilateral level, where the scope of the provisions can be tailored to each particular trading partner, and the leverage of the United States allows it to exert significant influence during the negotiating process. Recent bilateral U.S. FTAs have shown that incremental improvements in labor standards can be achieved through the combined efforts of negotiating trade partners, the International Labor Organization, and domestic and international NGOs. Ultimately, it is argued, the effectiveness and viability of labor provisions at the bilateral level is most dependent on the political will of the negotiating countries to adequately address labor issues during trade negotiations and within signed agreements. With the U.S.-Jordan FTA, the U.S. demonstrated its commitment to “hard” labor standards by including sufficiently enforceable and appropriate labor provisions within the body of the agreement. Since Jordan, however, the labor provisions in U.S. FTAs, including those with Morocco, Bahrain, and Oman, have been relaxed, as “soft” trade-labor linkage – or the linking of trade and labor issues in the negotiating process – has played a more significant role.

The paper looks to highlight the specific nature of Labor Justice in Brazil, as well as the particular social profile of labor judges. Our analysis is based on the results of the research project "A history of labor law and labor rights in Brazil,' focused on reconstructing the history of this legal institution, mainly through interviews with social actors who played a central role in its construction and consolidation. The extensive information obtained from the 'Labor judge profile' survey also allowed us to identify the sociological profile of the judges and record their opinions about their professional career and the role played by Labor Courts in Brazilian society. Our conclusions reveal the continuance of a strong anti-liberal logic of social protection by the State, still present in the institution and the ethos of its agents, and highlight the challenges these have to face in terms of social inequality, the democratic political order and neo-liberal economic pressures. O artigo tem por objetivo destacar a especificidade da Justiça do Trabalho, assim como algumas particularidades do perfil de seus magistrados. Nossas observações baseiam-se em resultados do projeto "História da justiça e dos direitos do trabalho no Brasil", voltado para a reconstituição da história da instituição principalmente por meio dos depoimentos de personagens centrais para sua construção e consolidação ao longo do tempo. Paralelamente, realizamos um abrangente survey em 2005 - "Perfil da magistratura do trabalho" -, enviando questionários para os cerca de 3 mil magistrados do trabalho do país, com a finalidade de traçar o perfil sociológico da categoria, assim como registrar suas percepções sobre a carreira e o papel desempenhado pela Justiça do Trabalho na sociedade brasileira. Nossas conclusões ressaltam a continuidade da forte marca antiliberal de proteção social pelo Estado, ainda presente na instituição e no ethos de seus operadores, e os desafios a serem enfrentados por eles perante a desigualdade social, o ambiente político democrático e as pressões econômicas do neoliberalismo.

Neste artigo apresenta-se uma retrospectiva da Legislação Trabalhista no Brasil e suas relações para a saúde dos trabalhadores de enfermagem com base na revisão da literatura. Verificou-se que desde 1904 existia a tentativa de criar uma legislação especial para acidentes causados pelo trabalho, mas a primeira Lei só foi editada em 1919 sendo que, esta e as seguintes foram mudando a concepção do acidente de trabalho e suas implicações à saúde do trabalhador e no que diz respeito à inserção no processo de trabalho. Relata-se as transformações ocorridas na Legislação Trabalhista, suas implicações e adequações com o intuito de maximizar a saúde do trabalhador. A partir de determinações legais os responsáveis pelos serviços médicos das empresas foram obrigados a se preocupar com os resultados de seus programas ocupacionais.A retrospective on nursing professionals’ health and the advancement of Brazilian labor legislationAbstractThis article presents, founded on a literature review, a retrospective on the Brazilian Labor Legislation abn its relations to nursing professionals’ health. It was evidenced that there had been an attempt to elaborate a specific legislation on labor accidents since 1904. However, the first law was only passed on in 1919. The afore mentioned law and the ones that have followed it, have changed the conception of labor accident and its implications for workers’ health regarding their insertion in the job process. Changes, implications, and adaptations of Labor Legsilation were described: they have aimed to optimize workers’ health. Due to legal enforcement, companies’ medical teams have had to deem responsible for the results of their occupational programs. This article presents, founded on aliterature review, a retrospective on the BrazilianLabor Legislation abn its relations to nursingprofessionals’ health. It was evidenced that there hadbeen an attempt to elaborate a specific legislationon labor accidents since 1904. However, the first lawwas only passed on in 1919. The afore mentionedlaw and the ones that have followed it, have changedthe conception of labor accident and its implicationsfor workers’ health regarding their insertion in the jobprocess. Changes, implications, and adaptations ofLabor Legsilation were described: they have aimedto optimize workers’ health. Due to legalenforcement, companies’ medical teams have hadto deem responsible for the results of theiroccupational programs.

Durante el New Deal, la legislación laboral adquiere una especial importancia política. Este artículo aborda uno de los principales hitos legislativos sindicales en los Estados Unidos: la ley nacional de relaciones laborales o ley Wagner Atiora bien, mientras que el título de la ley nos incita a pensar en un ámbito extenso de regulación de las relaciones entre patronos y trabajadores, ésta se limita a proteger y garantizar la libertad de sindicarse, el proceso de la negociación colectiva y el derecho a la huelga. En este ensayo se analizan los antecedentes, el desarrollo, los objetivos, y el impacto que tiene esta ley en el mundo laboral estadounidense. Finalmente, se incluye una reflexión sobre la visión que presenta la prensa española coetánea sobre esta medida.During the New Deal, labor legislation acquires a special political importance. This article tackies one oí the main legislative landmarks in the New Deal: the National Labor Relations Act. However, whereas the title oí the law leads us to think of a very extended sphere in the regulation of the relationship between employers and workers, the law is limited to protecting and guaranteeing the freedom to enter a unión, the process of collective bargaining and the right to go on strike. This essay analyses the background, the development, the objectives, and the impact that this law has on the American worid of labor. Finally, a reflection on the visión presented by the coetaneous Spanish press upon this measure is included.

In the labor relations area no issue generates as much controversy and division between labor and management as does the legislative ban on replacement workers. In the United States, the issue of a ban on permanent replacement workers has come before Congress four times since 1988, although the only action taken has been an executive order in 1995, banning the government from doing business with firms that use permanent replacements. In Canada, where labor matters are under provincial jurisdiction, legislative bans on permanent replacement workers exist in most jurisdictions (except New Brunswick, Nova Scotia and Prince Edward Island), either directly or indirectly by mandating that striking workers have the right to their job once the strike is over -- they cannot be permanently replaced by replacement workers who may have been temporarily hired during the strike. The more stringent ban on the use of temporary replacement workers also has been in place in Quebec since 1978, in British Columbia since 1993, and in Ontario between 1993 and 1995. This paper estimates the impacts of these bans in Canada.

Using Canadian data on large, private-sector contract negotiations from January, 1967, to March, 1993, we find that strikes and wages are substantially influenced by labor policy. The data indicate that conciliation policies have largely been ineffective in reducing strike costs. In contrast, general contract reopener provisions appear to make both unions and employers better off by reducing negotiation costs without systematically affecting wage settlements. Legislation banning the use of replacement workers appears to lead to significantly higher negotiation costs and redistribution of quasi-rents from employers to unions. © 1999 by the President and Fellows of Harvard College and the Massachusetts Institute of Technology

The topics covered in the chapters of the report were presented and discussed in a conference organized by the IDB in Port of Spain on July 13th, 2004. After more than a decade of economic growth and despite encouraging prospects for the future, the Trinidad and Tobagp economy remains overly dependent on the oil and gas sector, the public sector lacks capacity, and pockets of poverty persist. How can the country promote sustainable and equitable development, and thus reduce poverty? The Government of Trinidad and Tobago, in consensus with major stakeholders, has confronted this question in its Vision 2020 - an ambitious program that calls for Trinidad and Tobago to achieve developed-country status by the year 2020. As the country sets out to meet this longer term goal, it must begin to tackle some pressing development challenges in the short to medium term, including economic diversifi cation through private sector development, modernization of the public sector and improved social services. In this context, we believe the timing of this report to be most opportune. To achieve sustainable growth and to benefit its citizens more equitably, the country must continue to grapple with major issues. This report sheds light on some of the most pressing ones.