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of this paper contains several informations about different global supply chain codes and conducts. There are several soft regulations of the labours in Vietnam. Soft law has been a troublesome subject in the domain of "common freedoms." The expression "delicate regulation" regularly oversees specific arrangements, affirmations, and other comparative elements. Ordinarily, the worldwide area, which includes the worldwide production network, is represented. In any case, since it is semi legitimate in nature, it isn't efficiently lawfully bound. Accordingly, it is being perceived by various global associations. Workplace compliance in the global supply chain in Vietnam has been discussed here. Moreover, Labour-related code of conduct in Vietnam is also derived here. Different settlements and international alliances, then again, are often arranged, expanding the compass of the working environment production network organization. Therefore, these guidelines in the delicate regulation passively affect the plan of hard regulations to further develop work conditions in the worldwide production network organization. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to explain the essential steps to resolve employment dismissal cases in Malaysia, analyse the technical proceedings for employment dismissal cases and highlight the impact of the technical proceedings towards the settlement of employment dismissal cases. There are three (3) types of technical proceedings that can be commenced by any party involved in the employment dismissal cases, namely, prohibition order, preliminary objection and reference of a question of law to the High Court under S 33A of IRA 1967. In this paper, the authors referred to the relevant statutes, employment dismissal cases, textbook, journal articles and reliable sources from the Internet. The authors discovered that the technical proceedings make settlement of employment dismissal cases more complicated than it needs to be. The technical proceedings lead to undesired problems that defeated the objective of the Industrial Relations Act 1967, which is to resolve all employment dismissal cases fairly and speedily. The authors wish that the findings of this paper will provide insights regarding the technical proceedings for employment dismissal cases in Malaysia. [ABSTRACT FROM AUTHOR]

The safety of the workforce is paramount in the construction sector. The provision of the safety policy, safety assurance, safety risk management, and safety promotion were to be used to manage the workers' safety on the job site. By providing the workers with the ensured safety management measures. The riskiest tasks, such as working at heights on structures, must be adequately managed in terms of safety. Following the safety management policy, the primary thing to deploy at the time of execution was the planning. By conducting a study and survey, it will be possible to update significant safety management policies. Through this survey, we learn that every project adheres to the fundamental safety guidelines set forth by the OHSA. This study led us to the conclusion that small businesses who cannot afford the costs of projects do not adhere to safety management procedures and do not have a safety management strategy in place for their projects. The projects now under construction in India are adhering to a safety management strategy that might assist the workers should a fatality occur. All current projects adhere completely to the labor laws established in India at every firm. Conclusion drawn from this survey is the execution of the safety management strategy results in no fatalities or accidents. The sort of employees that require the greatest training will also be supported by this research, which improves conversations about worker safety and training requirements on elevated building sites and urban areas. In addition to improving worker productivity and the plant's economics, the paper will raise the facility's worth and help the utility build a strong demand in construction sector and measured by using SPSS software. [ABSTRACT FROM AUTHOR]

The subject of the paper is human resource management during the pandemic. The authors highlighted two issues: the influence of human resource management on business results in tourism and the impact of COVID-19 on labor law, psychological and interpersonal relationships in organizations dealing with tourism. The scientific goal is to confirm the hypothetical assumption that the COVID-19 pandemic limited and modified activities related to human resources management in tourism in emergency conditions. The paper uses the general scientific statistical and comparative method and method of document content analysis. The end effect of the work is two results: one, that COVID-19 affects the quality and quantity of human resource management in tourism, and the other, that the COVID-19 pandemic significantly reduces the satisfaction of basic tourism needs and requires the involvement of more institutions to preserve the satisfaction and safety of tourism employees and users of tourist services. The ultimate purpose of the paper is to harmonize the Labor Law regulations in the conditions of mass pandemics. [ABSTRACT FROM AUTHOR]

The issue of gender gap within workplace dynamics is an ongoing and significant concern that is addressed by both European Union and national legislation and policies. This article delves into the various legal frameworks that have been established to ensure continuous professional development for all employees, aiming to bridge the gap in opportunities and treatment between genders. It also scrutinises the mechanisms in place for combating discrimination based on sex, a persistent challenge in labor relations. Moreover, the paper goes beyond merely outlining the legal stipulations, venturing into an analysis of how these regulations are enacted in the workplace. By exploring both the theory behind the laws and their practical outcomes, the article sheds light on the effectiveness of current strategies and the areas that require further attention to achieve true gender equality in the workplace. [ABSTRACT FROM AUTHOR]

As business becomes increasingly global, awareness of the laws of different countries and the impact they have becomes crucial. One important area is employment law. While countries may be similar in their approach to the relationships between employers and employees, they may also be very different. With the influx of women into the workforce worldwide have come changes in employment law that specifically address gender issues, such as pregnancy and parental leave. As with other areas of employment law, countries vary. This paper offers as an example law in the U. S. and the Czech Republic. Both countries have in place employment laws dealing with pregnancy and parental leave. However, they differ substantially. The author will compare and contrast treatment of the pregnant employee in such areas as hiring, working conditions, disciplinary actions and discharge, parental leave, and remedies. The paper will include recent legal developments in both countries. An understanding of the differences in such laws among countries is vital for the success of businesses and the individuals who work for them in this global age, in particular, those businesses and employees whose activities cross borders. [ABSTRACT FROM AUTHOR]

With more and more people getting employed at the workplace, it is only natural that acts of misconduct are increasing. This paper attempts to demystify the act of misconduct that happens in the workplace and particularly focusses on specific acts of misconduct. The focus is on gross misconduct, insubordination, infidelity and the requirement for due inquiry prior to instructing a dismissal. In Malaysia, an act of misconduct is categorized into gross and general but how does one distinguish a gross misconduct from a general misconduct? Is summary or instant dismissal allowed for certain misconduct cases, or does every misconduct case have to go through required procedure of due inquiry before the sword of dismissal is unleashed? It would appear that complying with due inquiry prior to a dismissal is quite a grey area these days. Relevant case laws that are pertaining to the above will be discussed. This paper could be a great use of information to the every person who is working, legal practitioners, academics, policymakers and students of employment law. It could also be a guide for any possible future amendments to the current inadequacies of the law. This study has been done courtesy of funding that was granted by the Ministry of Higher Education of Malaysia. [ABSTRACT FROM AUTHOR]

The paper discusses migration and informal employment in the Russian Federation. It considers the characteristics of migration, the legal and regulatory situation of migrant workers with regards to informal employment. First, the paper reveals the current migration inflows into Russia with focus on the migrants' employability. This gives the ground for seeing informal employment from the supply side of migrant workers. Second, the paper reviews the migration legislation, employment laws as the push factors into informal employment. This part allows us to explain the informal work from the demand side (employers). Finally, the paper estimates the probability of working informally for the migrant workers. In the conclusion, we developed possible policy recommendations for decreasing irregular migration and informal employment for migrant workers. [ABSTRACT FROM AUTHOR]

In the Czech Republic, regulation of non-proprietary damage is being dealt with by both labour and civil law. Compensation of non-proprietary damage involving work injury is being dealt with in the Labour Code. It is conditioned by such fact that work damage was caused when fulfilling the working tasks or caused in direct connection with it. In case the non-proprietary damage would occur outside the working tasks fulfilment then compensation would be solved by the Civil Code. However, as for the rules considering a compensation amount, there were changes made in the civil law, which were not respected by the labour law. An approach towards damage compensation is different. Recent developments in the field of damage compensation have led to a renewed interest in this area. The central thesis of this paper is out a current disharmony in labour and civil law as it comes to damage compensation. Authors discuss and critically evaluate the fact that compensations can become fundamentally disproportional. [ABSTRACT FROM AUTHOR]

In the last two decades, several states have assessed possible alternatives to their state-chartered workers' compensation funds, specifically with respect to privatizing those funds. Such a decision in a state is critical for the construction industry (which typically employs a significant portion of the work force) in that state as privatization may have implications on the premiums that the companies pay, on the level-of-service they receive, and even on their ability to secure insurance. Within this context, the overall purpose of this study is to gather, synthesize, and present information with respect to the privatization of state-chartered workers' compensation funds to educate the members of the construction industry on this topic. In other words, this paper looks at workers' compensation history and key privatization issues in an effort to raise awareness among construction industry professionals. As such, this paper presents: (i) a general discussion on the state-chartered workers' compensation fund concept, (ii) a detailed discussion on the privatization experiences of four states, and (iii) overall findings of this study with respect to the issues that need to be considered when contemplating the privatization of a state-chartered workers' compensation fund. A qualitative research methodology was used which included an in-depth review of published documents and follow-up interviews with the stakeholders. The study is exploratory in nature and the limited results are used only to provide a case study reference, supporting the assertion that the construction industry needs to pay more attention to legislative issues. While not a direct outcome of this paper, since most of the cost drivers and requirements for workers' compensation are controlled by sources outside the corporate umbrella, it is suggested that construction industry as a whole increases its involvement in the legislative process to ensure that the potential impacts of pending legislation is understood by the construction companies. [ABSTRACT FROM AUTHOR]

Although there has been much theorizing on the impact of India's economic reforms of 1991 on Indian manufacturers, there is hardly any previous study that has taken up the task of actually asking the manufacturing firms as to what the true impact of economic reforms has been on them. In this paper, we report the findings of a small sample survey of manufacturing enterprises in the Delhi region regarding perceptions of the impact of economic reforms of 1990s. Most firms felt that the reforms were helpful by increasing access to foreign technology and making imports of capital and intermediate goods cheaper. They also felt that improvement in infrastructure and more flexible labour laws will facilitate further growth of India's manufacturing sector. [ABSTRACT FROM AUTHOR]

The COVID-19 Pandemic has created a multitude of problems for employers including novel employment law allegations. This was to be expected in light of the uniqueness of the situation and the variety of laws and regulations being promulgated and revised since the pandemic began. Basic Human Resource (HR) law and regulations have in some instances been amended to address the novel situations that employees and employers are confronting in light of the global COVID-19 pandemic. The purpose of this paper is to examine how new and existing law and regulation impact HR decision making and what employers should be doing to reduce their exposure to litigation while the pandemic continues. [ABSTRACT FROM AUTHOR]

The use of information technology in the hospitality industry is becoming a standard; the technologies are replacing positions as a receptionist, client hospitality assistant, waiter or others. Also, starting from 2018 teleworking is regulated by the Romanian labor law and employers are gradually aware of the benefits of this type of activity. The universities in order to win the competition on the adult education market need to organize and carry out educational activities tailored to the employees and employers' expectations and collaboration must be established based on future trends: technology and talent. In this context, the use of an integrated learning system, software and outsourcing of some work processes through teleworking can be the solution to improve the hospitality industry's labor shortage. In our paper we propose a training system based on 3 components, such as: a simulated hotel-restaurant type company, an e-learning system and a video conferencing system. The practice in the training center will be carried out in the simulated hotel-restaurant environment, the elearning system will be used for the theoretical training and will contain materials in electronic format (text, video) as well as tests that will measure the degree of assimilation of the knowledge and finally the video conferencing system will provide an audio / video connection between students and tutors from the hotel industry. These tutors will present some topics of interest and will answer the students' questions. They will also present live examples on how to perform certain activities specific to the hotel industry. [ABSTRACT FROM AUTHOR]

In this paper will be addressed the problem of maternity leave in the labor market in Kosovo. The objective of this paper is to ascertain the effects of maternity leave in the labor market, as well as to see how the maternity leave impact in the labor market. The motives for addressing this problem flow from the situation in the country's economic transition. Maternity leave is a basic human right. Five years ago, a new labor law entered into force in Kosovo, specifying maternity leave. The realization of this right encounters many difficulties, particularly in private businesses. One of the difficulties associated with kindergarten is how to find the site, as well as a reasonable price. Such difficulties are derived from the economic situation because the market is very inconstant and uncertain, and face numerous other problems. This has led to an increased labor law violations, discrimination against women in the private sector, particularly regarding the right of maternity leave. Representatives of the private businesses have filed a request to change the law regarding maternity leave in a manner to not have a budgetary burden. The methodology of accomplishing this objective will be done through empirical approach, meaning, by exploring the data, facts, statistics and different interviews. All of them will of course be interpreted, to conclude the extent of maternity leave affect to the labor market in Kosovo, what are the consequences and what can be done to improve the situation. [ABSTRACT FROM AUTHOR]

The article discusses the importance of career development, the changes and characteristics that have influenced the employment pattern over recent years, and the importance of these for human life based on a case study involving employees of the TSL sector in Poland. In addition, the paper presents the legal characteristics of the non-competition agreement with reference to the Polish Labor Code. The aim of the article is to analyze and assess the impact of noncompetition agreements on the career path of employees of the TSL sector in Poland. Subsequently, relying on the study conducted among employees of TSL enterprises, the following hypothesis will be tested: Non-competition agreements have a significant impact on the career development of employees of TSL enterprises in Poland. To this end, the survey method with a questionnaire was used, allowing to carry out a study among employees who assured commitment and who were selected on the basis of their job position and gender. [ABSTRACT FROM AUTHOR]

The adaptation of labor relations and its regulation acts as a component of state's economic policy. The purpose of the article is to have a glance at the formulation level of labor market in the republic, as well as, pay particular attention to the implementation of improvement of employment relating to the agrarian field, labor, labor sociology, investigation of scientific profile of labor relations are highlighted in the research paper of some economic scientists. The statistic indicators stipulating economic development of the Republic of Azerbaijan, labor market activities, as well as imfrinted indicators are used in the article. Considering the social importance of the problem and rational management of labor market and its regulation, a lot of measures are implemented in this field. Being the leading force of economic development the formulation and regulation of labor market is a complex process as social, demographic, psychological factors influence to the labor market. That is why the economic scientists have a long dispute for the formulation of labor market. According to the western economic theory the labor market is considered as a place where only one of the production resources is realized. This conceptual task is envisaged from 4 angels and have their own peculiarities. The reforms carried out in the republic caused to the radical changes, and dynamic economic development is provided. Some measures are implemented particularly in the provision of economic development of regions, social well fare etc. New work places, institutions and infrastructures are created for the purpose providing the populations' employment. [ABSTRACT FROM AUTHOR]

As workers struggle to combine work and family responsibilities, discrimination against workers on the basis of their status as caregivers - also known as family responsibilities discrimination - is on the rise. Although both women and men feel the pinch, caregiver discrimination is particularly damaging for women, as care is intricately tied to gendered norms and expectations. In this paper, we explore how work and caregiving clash through in-depth analysis of caregiver discrimination cases resolved by Canadian Human Rights Tribunals from 1985 to 2016. We identify the issues involved in disputes, the nature of discrimination experienced by women and men, and how gendered norms and expectations about work-life facilitation inform disputes and case outcomes. We find that although women are both more likely to bring claims of caregiver discrimination and obtain favorable outcomes, the experience of bias and legal interpretation of claims is highly gendered. Women bring claims involving both implicit bias on account of their caregiver status as well as claims over the practical challenge of seeking accommodations for care, while men's claims are largely restricted to accommodation-based disputes. In adjudicating cases, tribunals are more likely to see women - as compared to men - lacking credibility when making their claims, demonstrating the extent to which legal actors question the competence and legitimacy of female complainants. In contrast, men struggle in demonstrating the legal basis of work-family interference, often failing to convey how paid work seriously interferes with their family responsibilities. [ABSTRACT FROM AUTHOR]

In this paper, we build upon Gurusami's (2017) theory of intersectional capitalism by highlighting its spatial dimensions, combining theoretical insights from Anzaldua (1987), immigration scholars, human geography, and the "spatial mismatch" theory of poverty. Our research is based on an analysis of 40 in-depth interviews with Latina farmworkers working in California's Coachella Valley and San Joaquin Valley. Our analysis emphasizes the importance of the U.S.-Mexican border and inequalities based on immigration status to farm workers' employment and work conditions. Many observed or personally experienced unequal treatment and "othering" of farm workers based on their immigration and citizenship status, and claimed that the fear of deportation was intensified under the Trump Administration. Interviewees described various types of labor law violations, including wage theft and sexual harassment, and many of them perceived undocumented workers as especially vulnerable to workplace abuse. Our interviews also revealed that "spatial mismatches" between where farm work is located is relative to workers' homes combined with the lack of access to personal vehicles and public transportation in rural (especially disadvantaged unincorporated) communities further constrains Latina farmworkers' employment opportunities, reduces their disposable income, creates difficulties for their family life, and increases the risk and worry about deportation among undocumented immigrants. We conclude that further research is needed on the significance of the geographic dimensions of intersecting relations of domination, particularly in the context of rural and unincorporated communities. [ABSTRACT FROM AUTHOR]

Indian labor law refers to laws regulating labor in India. Both central and state governments have enacted laws on labor relations and employment issues. In India there are 45 laws at the national level and close to four times that at the level of state governments that monitor the functioning of labor markets. These laws are failing to keep pace with the needs of new and emerging sectors that are driven by cutting edge technology, increased automation and creative forms of workforce engagement. This paper examines various issues and challenges with the current labor laws of India. [ABSTRACT FROM AUTHOR]

How does the classification of one’s workers have an impact on profits? This paper will discuss the various types of employment relationships that businesses have with their work force. One of the most important classifications in employment law is that which defines the employer-employee relationship. Significant financial implications result from this classification. When the relationship is classified as that of an employer-independent contractor, however, a different set of financial outcomes result. This paper examines the underlying legal history of dissimilar employment relationships. Then it discusses how court decisions such as that in the recent Uber case, in which independent contractors were re-classified by the court to be employees have a substantial financial impact upon the individual workers, management and shareholders. Among other implications, the re-classification changes the company’s obligations with regard to social security, withholding taxes, Federal Insurance Contributions Act (FICA) and workers’ compensation. The company’s new obligations have the potential to result in lower profits and perhaps revenue losses simply due to the employee re-classification. [ABSTRACT FROM AUTHOR]

In a hospital's daily operations, outpatient nurse scheduling is usually a key non-clinical procedure because a successful scheduling ensures worker satisfaction and the quality of nursing care, and may well keep HR costs under control. Unlike other scheduling problems in a hospital, the outpatient nurse scheduling problem (NSP) is a niche problem because the schedule must be determined based on the demands of the physicians of the outpatient department (i.e., according to the 'mother schedule'). In general, the set of criteria that are established for the outpatient NSP are two-fold: intra-mural and extramural. The intra-mural criteria include the aforementioned demand defined by the 'mother schedule', as well as the relevant regulations of the hospital, the preferences of the decision-makers, and even the customs or culture of the hospital. The extra-mural criteria usually include, for example, environmental factors (e.g., the location of the hospital) and legal requirements. Among these factors, some are relatively fixed and some are subject to change, but a change in a previously fixed factor (e.g., the labour law) usually alters the scheduling decision problem intrinsically. In this paper, possible effects on the outpatient NSP resulting from changes in the law were examined based on the case of a real hospital located in southern Taiwan. This hospital used to apply a previous binary goal programming (P-BGP) model that was proposed by Wang, Hsieh, Zhuang and Ou in 2014 as a decision support for the outpatient NSP. However, the new labour law of Taiwan (where the hospital is located) that was unveiled and enforced in the last few years has imposed a stricter condition on the number of working hours that a nurse can work in a day and thus prohibited a nurse (whether full-time or part-time) from attending three due shifts on any weekday. With only two shifts a day allowed for each nurse under the new law settings, the P-BGP model obtained no feasible solution to fulfill all of the scheduling demands with the nursing staff resources available (including the staff size of 31 and the ratio of full-time/part-time nurses of 21/10). As the current nursing staff is no longer sufficient for the required nursing needs, the effects of the new law on hospital management are evident. [ABSTRACT FROM AUTHOR]

The construction industry and the safety of workers in it is also related to the agricultural sector and its development. The construction industry is one of the most dangerous sectors in the world where employees relatively often suffer from accidents. The purpose of this paper is to examine the role of labor safety management systems in construction industry enterprises. The main goal of the study is to detect the most significant inconsistencies in the labor safety management system, to develop the necessary actions and activity, which ensure the elimination of inconsistencies or minimization of their consequences, and also provide an economic benefit for the company. Since the purpose of this study is to ensure that the construction company, knowing the most common weaknesses in the system, is preventive in dealing with these issues. The study methods used are secondary data analysis, case study and expert observations in ten companies that chooses to implement the OHSAS Standard. A total of 35 external audit reports were analyzed for the period 2008 to 2016. The study examines the role of labor safety management systems in construction industry enterprises. The study identifies the problems and influencing factors associated with implementation and maintenance of the systems. The work analyzes theoretical aspects of the safety culture, its development and choices of the labor safety culture in the organization. Requirements of labor safety legislation in the European Union are reviewed and how these requirements are integrated into Latvian legislation, and specifically in the enterprises of the reviewed sector. The most significant inconsistencies of the labor safety management system was identified and summarized in construction companies. [ABSTRACT FROM AUTHOR]

This paper takes on the question of dignity and rights of workers in varying contexts of gendered and racialized inequality through its examination of the way that attempts at legal, progressive legislation and social inclusion of historically marginalized workers in fact reveals deeply rooted legacies of colonialism and slavery. Based on household workers' long history of exclusion from rights, I define inclusion to mean entitlement to state-granted contractual rights and recognition as legitimate workers through incorporation into national labor law protections, rather than as members of the informal economy working outside of state regulation of their working conditions, pay, benefits, and rights. New immigrants to New York comprise the city's population of domestic workers, and this population is highly divided along racial and ethnic lines. Even with 2010's Bill of Rights for Household Workers, many of these women labor in poor working conditions, with low pay and no benefits, while caring for the children and elderly of wealthy New York families. During our interview, Barbara, a 65-year-old from St. Lucia, told me about the trials she faced as a young undocumented immigrant "with her daughter on her hip," as she struggled to secure employment. Finally with a job, Felicity and her baby slept in a dank basement, a far cry from the comfortable living situation she was promised, though she was too scared to speak up fear of deportation. Furthermore, many of these women differentially access the law due to the ethnic and racialized hierarchy present in the city's industry of domestic work. My findings indicate that due to the deeply entrenched nature of inequality in New York, these pieces of progressive legislation and all of their contractual obligations for both employer and worker hold symbolic importance but fail to extend full inclusive material benefits to those they are designed to protect. I argue that by the law's obscuring differences in women who do the work in New York, the law starts to pull back at the seams of the emperor's well-worn clothes, revealing the underlying racialized past of New York as played out through contemporary efforts to govern practices of inequality and servitude. Domestic work thus demonstrates the lingering legacies on inequality that overshadow class relations, as the practice reproduces complex social hierarchies of gender, ethnicity, race, and geography in contemporary U.S. society and elsewhere. [ABSTRACT FROM AUTHOR]

Household workers' struggles for labor rights are complex since they draw attention to the unregulated private sphere of the home as a site of labor, especially in highly unequal Latin America. In 2003, the first democratically elected indigenous president of Peru signed national household worker legislation into effect, signifying an important grassroots victory after years of organizing under repression. However, the law grants few rights, fails to codify a minimum wage, and legalizes discrimination against household workers, complicating an employment relationship already shaped by social hierarchies of race, ethnicity, class, gender, and geography. As most indigenous, internal migrant workers leave the provinces to clean, cook and care for Lima's wealthy, European-descendant families, the law's colonial origin prescribes workplace practices of the home. Drawing from 10 months of ethnographic fieldwork conducted in Lima, this paper lays a foundation for a historical understanding of social inclusion legislation in a modernizing state with a lingering colonial character. Through an analysis of the law's articles combined with workers' voices and experiences under the law, I argue that the law demonstrates lingering colonial domesticity, as the home itself has not yet been democratized. As numerous Latin American countries have ratified national and international household worker legislation in the last several years, this study holds importance for our understanding of social movement outcomes, it emphasizes the need to historically locate the law, and it demonstrates the specificity of domestic work as taking place in and maintaining the private sphere of the home. [ABSTRACT FROM AUTHOR]

The associational discrimination provision of the Americans with Disability Act (ADA) prohibits employment discrimination against applicants and employees, whether or not they have a disability, because of their known relationship or association with a person with a known disability. The stated purpose of this provision; "is to prevent employers from taking adverse actions based on unfounded stereotypes and assumptions about individuals who associate with people who have disabilities" (EEOC, 2011). In addition to federal law, a number of states and local governments have also enacted statutory protection for employees regarding associational discrimination. Over the last ten years, the number of charges alleging violation of the association provisions received by the Equal Employment Opportunity Commission (EEOC), with the exception of FY 2012, has steadily increased. Employees have also had increased success in substantiating allegations regarding associational discrimination (HR Hero, 2008). The purpose of this paper is to examine recent litigation associated with the associational discrimination provisions of the ADA and state laws. In addition, policy and practice suggestions are presented to help employers minimize the risks associated with allegations regarding associational discrimination. [ABSTRACT FROM AUTHOR]

Supervising the compliance with legislation on the prohibition of illegal work and illegal employment is one of the key areas of the National Labour Inspection missions through Labour Inspectorates located in the regions of Slovakia. In addition to Labour Inspectorates, Offices of Labour, Social Affairs and Family and the Centre of Labour, Social Affairs and Family play an important role. The purpose of supervising the compliance with legislation on the prohibition of illegal work and illegal employment is to improve the unfavourable situation in the area of illegal employment, including discovering breaches of the prohibition of illegal employment and counselling employers as a part of prevention. The paper attempts to shed light on the area of supervising illegal work and illegal employment in Slovakia by utilizing the methods of analysis, logical and grammatical interpretation and comparison. The authors also point to the individual instruments and programs for detecting illegal work and illegal employment in Slovakia. Moreover, attention is drawn to specialized KOBRA units to control illegal employment which have been working since 1 October, 2013. [ABSTRACT FROM AUTHOR]

Female migrant workers in under-regulated or unregulated sectors of employment such as domestic work, entertainment industry, sex industry, garment production and seasonal employment are frequently exposed to various forms of labour, financial and sexual exploitation by employers. This is particularly applicable to third country nationals in the EU whose residence status is dependant on the employment or tied to a specific employer. If migrants report abuse or exploitation by employers, they are swiftly deported and deprived of a possibility to use national legal remedies. The paper focuses on legal research whether European regulatory framework could be more conducive in empowering of female migrant work through improved protection against labour and sexual exploitation in precarious sectors of employment. It also explores whether the EU migration instruments guarantee a decent work. The main research method is qualitative research of conventions, regulations and jurisprudence of the European Court of Human Rights. Findings can be summarized along three main conclusions: 1. Insufficient focus on legal protection of female migrants in marginal sectors of employment in the EU leads to disempowering and gender inequality. 2. The EU common migration policy should establish minimum common standards of protection against labour, financial and sexual exploitation of female migrants due to their particular vulnerability to abuse. 3. National legislations of the EU Member States should be harmonized to include possibility to extend residence permit in a case of labour exploitation or any form of abuse suffered by the female migrant worker. [ABSTRACT FROM AUTHOR]

Dignity at work is, above all, a fundamental principle of the juridical labour relations, which has to be analyzed in close relation with the principle of the respect for private life, another fundamental principal of human rights. In this context, the present paper analyzes the dispute between the employer's right to surveillance of employee's activities, during the working hours, mainly through the use of information and the right of the employee to enjoy the protection of his private life. Also, this dispute must be seen in our days' reality, when the use of the electronic communications, during the working hours is an everyday reality and, therefore, it is much harder to separate these working hours from the private life of the employee. [ABSTRACT FROM AUTHOR]

Illegal employment brings about negative social phenomena in relation to dependent activities of individuals performed under an employment relationship. Natural persons who work illegally are unable to bear their burden of producing evidence regarding their entitlement to wages and holidays, allowance for meals, as well as other entitlements under the relevant labour laws. The purpose of the paper is to present the legislation related to illegal work and illegal employment in the Slovak Republic which is the key instrument to tackle the issue of illegal work and illegal employment of natural persons by using the method of analysis, logical and grammatical interpretation as well as the method of comparison. Statistical data are used to provide an overview of illegal work and illegal employment in the Slovak regions recently. [ABSTRACT FROM AUTHOR]

The Law no 270/2017 - Prevention Act is an inedited step in the Romanian legislation. For the first time in Romanian legislation, the ascertaining agent of a contravention has the obligation to establish several remedial measurements in order to clarify the legal framework of their specific activity. Because of the numerous contraventions regulated by the labor legislation, the Prevention Act concerns all the employers. Within the present paper, the author indicates the specific Labor law contraventions which permit the application of the Prevention Act and the contraventions which are incompatible with this Law. In the matter of contraventional liability, the relation between the public body responsible for control and enforcement, on the one hand, and the subject of law whose activity is to be checked in order to make sure that it complies with the law, on the other hand, involves a median element between the full compliance situation (abiding by the applicable legal provisions) and the non-compliance situation (not abiding by the rules is punishable by a civil fine). As in other areas covered by contraventional sanctioning, as far as employment relationships are concerned, the legislator elected a small number of contraventions to which the special rules provided for by the Prevention Law could be applied. [ABSTRACT FROM AUTHOR]

This study investigated Nigeria's private university lecturers' welfare and their legal rights. The study adopted a doctrinal approach which enabled a proper examination of the extant laws applicable to a lecturer as an employee and the reviewed laws included: the Constitution of the Federal Republic of Nigeria 1999 (as Amended), Labour Act Cap L1, LFN 2004, Industrial Training Fund Cap 19 LFN 2004 (as Amended), National Health Insurance Scheme Act, Cap N42, LFN 2004, National Housing Fund Act, Cap N45 LFN 2004, Pension Reform Act 2014, Personal Income Tax Act Cap P8 LFN 2004, Trade Dispute Act Cap T8 LFN 2004, Trade Unions Act Cap T14 LFN 2004. The study made a case for lecturers with the private universities in comparison to their counterparts with the public owned universities. The findings showed that there is wanton disregard for the extant provision of the Labour Act in Nigeria amongst the lecturers working with the private universities. Similarly, the study likewise discovered that there is paucity of reported cases regarding enforcement action involving private university lecturers and their employers. The study perceives that the inability of private university lecturers to demand for their rights is because the Nigerian law also allows freedom of contract in upholding and binding employers and employees to their agreements. Recommendations from the study asserted that the lecturers are entitled to same right as every other professional employee in Nigeria. This exposes the lecturers in the private universities to a weak state where despite the existence of the laws protecting their rights, they are unable to leverage on the existing laws to advance their rights. [ABSTRACT FROM AUTHOR]

As a result of the study, it was proved that the institutional development of employment in Russia depends on the degree of conformity of formal and informal institutions, and the higher the degree of discrepancy between them, the higher the risk of the spread of informal labor practices and the formation of an employment policy that does not meet the requirements of the modern development of the country's economy. To mitigate this problem, the article proposes three schemes of action and proves that the third is the most preferable: the first approach is pulling up the formal sector of the economy to the informal, i.e. It is proposed not to impose artificially constructed formal institutions, but to legalize already existing informal norms and practices by which society lives; the second approach is pulling up the informal sector of the economy to the formal; the third approach is the oncoming movement of formal and informal institutions, for its implementation, the state must carry out two functions: stimulating, i.e. contribute to the formation of a legal environment that would fill the vacuum between existing formal rules and actual labor practices, and punish, that is, the state should create favorable institutional conditions for monitoring the implementation of labor legislation and applying measures in case of violation. [ABSTRACT FROM AUTHOR]

How does the state make legal regulations legitimate? Who are the agents involved in the construction of legitimacy? How does the state shape the agents enforcing this legitimacy? What are the work of the agents in constructing this legitimacy? This article examines the legitimization process of labor law in China. By looking at one locality Riverside District in Pearl River Delta (PRD), this research examines how the local state's efforts in creating a new profession of labor relations coordinators and training employers in labor law techniques has contributed to labor law compliance which in turn led to drop in labor conflict. Employing the theoretical insight of Bourdieu, Mann and Burawoy, I intend to combine the insight of state legitimacy as symbolic domination and how agents, by gaming the rules, consent to the symbolic categories of the state. This article intends to contribute a new approach to examining legitimacy of state orders: the agents that uphold legitimacy and the work of upholding legitimacy. [ABSTRACT FROM AUTHOR]

This article aims to explain labor policy continuity in Chile. Focusing on the labor reform attempt carried out by President Michelle Bachelet, it seeks to explain why the collective labor laws established during Pinochet's dictatorship have still not been repealed. This article proposes interpretation based on the notion of class and associational power. It centers on the ways that the two main class-based organizations--the Confederation of Production and Commerce (CPC) and the Workers Unitary Central (CUT)--organize and act collectively to defend their class interests and influence, in interactions with state actors, the legislative process. The article argues that the main factor accounting for labor policy continuity in Chile is the disparity between capitalists' and workers' associational power. This disparity is observed, for example, in employers' stronger ability to unify class-wide, cross-sectoral interests vis-à-vis the reformist government and, as a result of that, in their greater capacity to influence policymaking. [ABSTRACT FROM AUTHOR]

The article is devoted to the issues of information technologies and its role in the labor law of the Russian Federation. The development of information technologies leads to expanding the scope of application of such technologies. The sphere of law, including labor law, is no exception. Indeed, if earlier information technologies were used for processing, storage and transfer of personal data of employees, now in connection with the development of the remote work, the importance of information technologies are increasing in the labor law of the Russian Federation. For instance, at the moment the Russian Government is discussing the possibility of switching to electronic employment record books. Despite the obvious advantages of the use of information technologies, which greatly facilitate the employment relationship in some situations, there are also some risks in their use. In particular, the use of information technologies raises the question of the need to protect information, which is essential for the safe use of information technologies. Thus, information technologies are necessary phenomenon in the labor law of the Russian Federation, and the use of such technologies will only expand over time. [ABSTRACT FROM AUTHOR]

Labour protection involves the safety and health of employed individuals. It has to be one of the priorities for any employer, as employees are a resource to be cared about and made satisfied. In Latvia, regardless of the requirements of law, the State Labour Inspectorate revealed 10 815 violations of the labour protection legislation in 2014. Besides, in the period 2010-2014, the number of accidents at work annually increased, reaching 1763 in 2014, of which 213 accidents led to serious health disorders, while 41 individuals died. To reduce the risk and cost of accidents, labour protection responsibilities could be assigned to outsourcing providers. The legislation of the Republic of Latvia provides that since 2006 outsourcing services may be provided by competent institutions (the institutions that perform the internal control of the work environment at an organisation on a contractual basis). A similar model has been introduced in a number of European countries many years ago. The use of outsourcing services allows enterprise managers to focus on their basic business and save funds, as there is transition from capital investment to fixed cost. The key advantage of use of labour protection outsourcing services is the possibility to receive professional services at lower costs than if hiring a labour protection specialist of high level. The number of competent institutions increased in Latvia - from 34 in 2008 to 67 in 2016. One can expect that their number is going to continue increasing, as an increasing focus is placed on labour protection and the demand for labour protection services rises owing to an increase in the number of enterprises. Of the competent institutions, 65% are located in Riga where competition makes the institutions provide such services at lower prices. [ABSTRACT FROM AUTHOR]

Practice in Romania universities is regulated by the Education Law, which stipulates the students' obligation to perform it. In the case of students' specialty professional practice at economic agents, the Labor Code has also provisions that apply to them. The Labor Code is completed by the other provisions of labor legislation in Romania, in harmony with EU norms and rules of international labor law. The orders of the Ministry of Education on professional practice stipulates that conducting internship in university programs is developed under the Framework Convention between the organizer of practice (university), practice partner (economic agent) and practitioner (student). The Electronic Sheet of Practice (ESP) requires also three different perspectives for student practitioner, faculty member (practice mentor) and economic agent. Using Electronic Sheet of Practic instrument, faculty members practice mentors can post their programs including students' practice results. The existence of such assessment tools and their use in accordance with the law governing the practice of students ensure professional assessment and uniformity of training, fostering their careers accessibility. Such tools, appropriate to each stage of specialty practice development, could be judiciously organized in the European Union countries. The need for such tools, which represent a support unit for the specialty practical training of students, is felt during this period in Romania, which, as its membership of the European Union, must find solutions to meet both commitments and to resolve social problems they face. The educational activities and products of the project, are evaluated favourably by the students who intend to continue their implementation, including in new projects development of the some aspects of the project developed. [ABSTRACT FROM AUTHOR]

This article is devoted to the problem of foreign labor inflow to Russian economy. Immigration inflow has been growing in the course of last years. From one side, it is a source of low professional workplaces replenishment, from the other - a reason of numerous social and ethnic conflicts. Irregular labour migration evolved as a central problem during the ten years. International migration in Russia is composed of the inflow of immigrants from other countries of the former Soviet Union. So, estimation of the foreign labor qualitative and quantitative parameters, which is used in national economy, is a very actual problem. [ABSTRACT FROM AUTHOR]

Workplace bullying is a subtle manifestation of disturbed relationships in the working collective. This form of victimization of employees in the Czech Republic has, according to independent surveys, expanding dimensions. Empirical evidence generally tends to reveal the prevalence, forms and direction of aggression as well as numerous psychological, health and other consequences of victimization, especially in terms of various socio-demographic indicators. The Czech Republic has not yet made workplace bullying an illegal practise, especially in comparison with other industrialized countries, where as of 1990, mobbing is considered a criminal offense. Existing laws in the Czech Republic also do not recognise the concept of mobbing or bossing and therefore do not define these concepts closer. The prohibition on bullying in the workplace necessarily derives from the general provisions of the Anti-Discrimination Act, of the Civil Code, the Labour Code and the laws arising from administrative law. Victims of workplace bullying also receive protection by certain provisions of the Criminal Code, which protects the victim from aggressor offenses. [ABSTRACT FROM AUTHOR]

The paper presents the direct method of compiling the labour potential according to the methodology proposed by author. It provides the concepts and definitions developed, the methodology of compilation and the source of data used. The results highlights the descriptive analisys of size and structure of labour potential as well the time series evolution during last ten years. The disparities of labour potential is analysed over the European space. The particularities of Romanian labour potential as against EU average and the other member states are emphasized. The primary data source is the European Labour Force Survey (EULFS) carried-out by the EU national statistics offices on the population households. [ABSTRACT FROM AUTHOR]